Big idea: Towards the end of the Unconscious Bias?
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This document discusses how to overcome biased recruiting. It notes that implicit biases, which are attitudes or stereotypes that unconsciously affect our decisions, are common and can negatively impact diversity and inclusion efforts. Common types of hiring biases include performance attribution bias, competence/likeability tradeoff bias, and maternal bias. The document recommends that companies structure decision-making processes to reduce bias, such as using blind CVs during initial screening. Leaders are encouraged to become aware of their own biases, challenge biases in others respectfully, and forgive mistakes as biases can be difficult to overcome.
Big idea: Towards the end of the Unconscious Bias?
- 2. How to overcome biased recruiting Jeff Turner EMEA L&D Manager Facebook
- 5. Hi I’m Jeff.
- 6. Who we areWhy is Diversity and Inclusion so important to us?
- 7. The challenges we all face Attracting diversity People like… Growth and attrition? Unconscious bias – Me? No! Allowing difference People managers Go native? No thanks! Difficult convo = mistakes Institutional barriers Leaders The most meritocratic companies All in? Unconscious bias – Me? No!
- 8. bias noun a tendency to believe that some people, ideas, etc., are better than others that usually results in treating some people unfairly verb cause to feel or show inclination or prejudice for or against someone or something
- 9. implicit bias Attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner Activated involuntarily and without an individual’s awareness—developing over the course of a lifetime through exposure to direct and indirect messages
- 10. Impact of a 1% Bias 5 0 5 0 5 0 5 0 5 0 5 0 5 0 5 0 1 2 3 4 5 6 7 8 Lowest Level Highest Level Women Men
- 11. Impact of a 1% Bias 5 3 5 0 4 8 4 8 4 6 4 3 3 9 3 5 1 2 3 4 5 6 7 8 Lowest Level Highest Level Women Men
- 12. small changes make a big difference … and organisations and people who believe they are meritocratic often have worse outcomes
- 14. Gender IAT more readily associate “males” with “career” and “females” with “family” more readily associate “male” with science and “female” with the arts have an implicit preference for white people over black people 76% 70% 75% Gender-Science IAT Race IAT have an implicit preference for able-bodied people 76% Disability IAT
- 15. Decades of social science research teach us that stereotypes are self-fulfilling
- 17. Four Common Types of Bias Performance Competence/Likeability Tradeoff Performance Attribution Maternal Bias UNDERSTAND Impact SURFACE Bias Take action to COUNTERACT
- 18. Four Common Types of Bias Performance
- 19. Four Common Types of Bias Performance Attribution
- 20. Four Common Types of Bias Competence/Likeability Tradeoff
- 21. Four Common Types of Bias Maternal Bias
- 22. So what’s next? •Become aware of your own biases or blind-spots •Challenge others when you see theirs •Structure decision-making with clear criteria •Trial blind CV’s •Be brave and forgive others when they get it wrong
- 23. So what’s next?
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