Implicit bias is a commonly overlooked issue in today's workplace, yet it has significant impacts on workplace diversity and performance. In order to create an inclusive and productive work environment, it is important to understand what implicit bias is and how it affects employees. Additionally, strategies for mitigating implicit bias should be implemented to ensure fair treatment and decision-making processes.
The Roots of Unconscious Bias
Unconscious bias refers to the biases that we hold without even realizing it. These biases can affect our decisions and actions, often leading to unfair treatment or discriminatory behavior. In order to address and mitigate unconscious bias, it is crucial to first understand its roots and underlying factors. This post explores the meaning of unconscious bias, the various types of biases that exist, and the effects they can have in different contexts. Additionally, it delves into the factors that contribute to unconscious bias, including the influence of background and personal experience, societal and cultural conditioning, and the role of media and stereotypes. Furthermore, it examines the science behind unconscious bias, touching upon the workings of the human brain, implicit association tests (IAT), and the role of social psychology in shaping our biases. By gaining a deeper understanding of these topics, we can strive towards a more inclusive and equitable society.
Case Study: AAR Unconscious Bias Training
In August, we returned to AAR to support the women’s initiative in hosting an unconscious bias training for the organization. During the session, participants at all levels of the organization gathered to have an open dialog about bias. We began with a focus on recognizing our own biases—even when they might surprise us—and recognizing the need to interrupt bias in the workplace to create more inclusive teams. The rest of the session introduced bias interrupters that participants can implement in their daily work to reduce the impact of bias. This awareness and new tools for addressing bias were put into practice the following week, when the initiative led interactive sessions with LeanIn.org's 50 Ways to Fight Bias cards as a guide for discussion.
We’re so glad we could work with AAR on setting the foundation for such an important topic.
Case Study: Women in Bio Webinar
This month we partnered with Women in Bio to deliver a webinar to its members on Uncovering Unconscious Bias. Women in Bio is an “organization of professional women from all career walks in the field of life sciences. We are all volunteers and we all share the goal of enabling and empowering women to reach the highest levels of leadership, and -- more importantly -- to fulfill their own career aspirations.”
Case Study: University of Cincinnati Emergency Medicine
We were invited to deliver an initial foundational overview of unconscious bias and bias interrupters that can be used within the department to continue driving gender equity and representation forward. With this understanding, we will return in July to do a follow up applied learning session. Not only can we see how interrupters have impacted the department over the past 7 months, but we can also implement new tools for greater impact.
What I’m Reading: Blindspot
I had the opportunity to hear Mahzarin Banaji speak last year at the National Underground Railroad Freedom Center in Cincinnati, Ohio and it was one of the most eye-opening talks I have heard to date. The concept of unconscious or implicit bias is what Mahzarin and her research partner, Anthony Greenwald, have been researching for decades and they have distilled it into a surprisingly easy-to-consume book.