Implicit Bias Training
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The document discusses implicit bias, particularly in hiring and workplace dynamics, focusing on its impact on women and underrepresented minorities in STEM fields. It outlines types of biases such as performance bias, performance attribution bias, competence/like-ability tradeoff, and maternal bias, detailing their effects and suggesting strategies for combating bias in hiring and office environments. Research-based recommendations include structured decision-making, setting clear performance criteria, ensuring all voices are heard in meetings, and actively addressing unconscious bias.
![Resources
• Project Implicit
• Beginners guide
• Documentaries [13th, Missrepresentation, Lives
Worth Living]
• Art - #blackatwork exhibit
• Be politically engaged](https://image.slidesharecdn.com/implicitbiastraining-170330172705/85/Implicit-Bias-Training-31-320.jpg)
Implicit Bias Training
- 2. Lindsay’s Previous Bias Work • Increase women in STEM through Implicit Bias trainings • 9% increase overall • 11.9% increase in STEM
- 3. Lindsay’s Previous Bias Work • Form of cognitive short cuts • Can be a good thing, streamline decision making • 11 million bits of info/ second - can only process 40 bits/ second • Good to rely on some (fire = dangerous) • Others can be more problematic (voting all one way w/ no research) • Some we definitely need to question why they’re there, and how they got there
- 4. Implicit Association Test Review Developed as device to explore unconscious roots of thinking & feeling Interpreting results: Not prescriptive Simply a way to understand pathways our brain creates without us thinking about it Can be changed with conscious effort
- 5. What exactly is implicit bias? Form of cognitive short cuts Can be a good thing, streamline decision making 11 million bits of info/ second - can only process 40 bits/ second Good to rely on some (fire = dangerous) Others can be more problematic (voting all one way w/ no research) Some we definitely need to question why they’re there, and how they got there
- 6. How do we learn bias? • Socialized from an early age • Through different mediums • Video on socialization, “Black doll, white doll”
- 7. Outcome? Continues to uphold unequal structures Lulls into sense that “this is the way it is” so we don’t criticize Fuels our bias & assumptions we make on people's: Character Qualifications for public office Effectiveness in work place
- 8. Common Bias in Hiring Resume/ LinkedIn Class Bias LGBTQ Bias In-group Bias Projection Bias Effective Heuristic Interview Process Projection Bias Selective Bias Expectation Anchor Effective Heuristic
- 9. 4 Common Types of Gender & Race Bias • Performance • Performance Attribution • Competence/ Like-ability Tradeoff • Maternal Bias
- 10. Performance Bias
- 11. Performance Bias in Gender & Race GENDER • Blind auditions • Identical Resumes • Overestimated for men with traditionally male fields RACE • Identical resumes with black & white sounding names • Even more pronounced when customer facing roles
- 12. Impact of Performance Bias • Fewer opportunities • Held to stricter standards • Self Fulfilling Prophecies • Women & URM judged based on what they’ve done, men judged on potential
- 13. Impact of Performance Bias • Fewer opportunities • Held to stricter standards • Self Fulfilling Prophecies • Women & URM judged based on what they’ve done, men judged on potential
- 15. Performance Attribution • When working together, men get more credit for same work • Men judge themselves 60% more qualified with same qualifications • See this with job applications as well • Males attribute success to their own skills, women attribute it to help they get from others
- 16. Impact of Performance Attribution Bias Impact on women from others • Don’t get the same credit • Interrupted more • Blamed for mistakes more often Impact on women from themselves • Imposter syndrome • Lower Self Confidence
- 18. Competence/ Like-ability Tradeoff Bias Impact on women from others • Don’t get the same credit • Interrupted more • Blamed for mistakes more often Impact on women from themselves • Imposter syndrome • Lower Self Confidence
- 19. Impact of Competence/ Like-ability tradeoff • Double bind for women, especially in leadership positions • Can’t be too aggressive or they’re “bitchy” can’t be too soft or they’re “emotional” • The same attributes that folks deem imperative for male leaders, become negative for women leaders
- 20. Combatting the Tradeoff • Push back on like-ability penalty where possible • Recognize accomplishments • Watch words like: aggressive, pushy, abrasive, bossy, demanding, style
- 21. Maternal Bias
- 22. Maternal Bias • Identical resumes, except for PTA buried in volunteer work • 79% less likely to be hired • 70% less likely to be promoted
- 23. Impact of Maternal Bias • Fewer women in leadership/ decision making roles • Preserves pay gap
- 24. Combating Maternal Bias • Manage family leave, encourage men to take it • Encourage flex time • Encourage a family friendly work environment
- 25. Moving Forward
- 26. Research Based Suggestions | Hiring • Structured Decision Making • Set clear criteria related to job performance before hiring • Set objective standards in advance for evaluating performance & assigning projects • Make these transparent • Stop & think before making “people-decisions” when in stressful situations • Encourage accountability to explain decisions for hiring, evaluations, peer reviews and any other decisions about people
- 27. Research Based Suggestions | In The office • Set ground rules for meetings to ensure all voices heard • Develop practice to cease interrupters so everyone gets their input • Rotate responsibilities for “second shift” and office tasks • If you see something, say something
- 28. What You Can Do • Take note of your 1st impressions of people - are they based on stereotypes or unconscious bias? • Point it out • Empower others to call out unconscious bias by calling it out yourself • Actively solicit input from folks, if you get feedback, say “thanks” • If you get it wrong, apologize
- 29. 2 Strategy Solution to Override Bias • Change implicit associations • Educate self • Diversify media • Consciously override biases • Both will lead to more effective judgement
- 30. 2 Strategy Solution to Override Bias • Change implicit associations • Educate self • Diversify media • Consciously override biases • Both will lead to more effective judgement
- 31. Resources • Project Implicit • Beginners guide • Documentaries [13th, Missrepresentation, Lives Worth Living] • Art - #blackatwork exhibit • Be politically engaged
- 32. Closing Thoughts • Remember these associations were built over the course of 24+ years, won’t change overnight