desired outcomes€¦ · types of biases 1. affinity-perceive you have something in common with...
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Desired Outcomes
• A shared understanding of what unconscious bias is and what it looks and feels like when it shows up both internally and externally
• A shared understanding of how implicit biases harm relationships and communities, so we can minimize the unconscious ways we perpetuate bias in our relationships, programs and institutions
• Beginning understanding of how bias supports and reinforces structural inequity and racism
• Basic techniques for addressing biases.
• Resources we can use to learn more about how to navigate and minimize harmful effects of bias
Only 14.5% of men in America can claim to have this attribute; yet, nearly 60% of Fortune 500 company CEOs do.
What is it?
1. An IQ of over 150.2. A standing height of over six foot.3. A college degree.
The Tall Book by Arianne Cohen
14.5% of American men stand over six foot tall; yet 60% of Fortune 500 company CEOs are blessed with such height. One study concludes that every inch of additional height relates to a corresponding annual salary gap of £500 in favour of the tall.
If you perceive a colleague on a flexible working scheme as lazy or work shy, it’s not
unconscious bias if later they do indeed shirk some responsibilities.
True or False
FALSEIngrained prejudices become self-perpetuating through ‘confirmation bias’, whereby we seek evidence to confirm that our original perception was correct. If you have an inherent belief that employees on flexible work schemes are less committed than those working traditional hours, you may start to develop perceptions of someone working flexibly which confirm that belief.
Giving a job to the candidate you most “clicked” with, perhaps because of a shared interest or they studied
at the same university isn’t unconscious bias, particularly if they’re a different gender, ethnicity or
sexuality to you.
TRUE or FALSE
FALSE‘Affinity (‘like me’) bias’ is the factor at play when a juicy role goes to the graduate of a same college or with whom you have an avid interest in a shared hobby. ‘Hiring in your own image’ can have a long-lasting effect: in the long-term it can mean that you’re likely to build a stronger relationship with that particular individual, which can ultimately lead to that person receiving more stretch assignments, better support of their abilities or increased visibility across the organization.
https://www.everywoman.com/my-development/learning-areas/articles/unconscious-bias-quiz
What is Unconscious Bias?
• Also known as implicit social cognition
• Refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner
• Encompass both favorable and unfavorable assessments
• Are activated involuntarily and without an individual’s awareness or intentional control
• Residing deep in the subconscious
• Different from known biases that individuals may choose to conceal for the purposes of social and/or political correctness
• Biases are not accessible through introspection
Types of Biases
1. Affinity-perceive you have something in common with them…school, town, neighborhood
2. Halo-if we like one thing about someone we think everything about them is good
3. Confirmation-looking for evidence to support our judgments
4. Conformity Bias-Group Think
5. There are many more….google it ☺http://kirwaninstitute.osu.edu/research/understanding-implicit-bias/
Biases support & reinforce inequity & racism
• A 2012 study used identical case vignettes to examine how pediatricians’ implicit racial attitudes affect treatment recommendations for four common pediatric conditions. Results indicated that as pediatricians’ pro-White implicit biases increased, they were more likely to prescribe painkillers for vignette patients who were White as opposed to Black. This is just one example of how understanding implicit racial biases may help explain differential health care treatment, even for youths.
http://kirwaninstitute.osu.edu/research/understanding-implicit-bias/
Biases support & reinforce inequity & racism
Other research explored the connection between criminal sentencing and Afrocentric features bias, which refers to the generally negative judgments and beliefs that many people hold regarding individuals who possess Afrocentric features such as dark skin, a wide nose, and full lips. Researchers found that when controlling for numerous factors (e.g., seriousness of the primary offense, number of prior offenses, etc.), individuals with the most prominent Afrocentric features received longer sentences than their less Afrocentrically featured counterparts.
This phenomenon was observed intraracially in both their Black and White male inmate samples.
http://kirwaninstitute.osu.edu/research/understanding-implicit-bias/
Biases support & reinforce inequity & racism
• Applying for Grants-Gender Bias was lifted up. Women critiqued more and black recipients given less grants than whites.
• Diversity is necessary but not sufficient to move the work forward.
Annie E Casey Foundation, July 2016 Convening
Bias harms relationships and communities
20/20 ABC News: Children & The Psychology of White Supremacy
WHAT CAN I/WE DO?
Rethinking Thinking by Trevor Maber
The Ladder
of InferenceBy Chris Argyris
THE LADDER OF CONCLUSIONS
Copyright 2016. Benchmark/
The CreatingWE Institute® All Rights Reserved.
Judgments made in
0.07 seconds
Friend or foe
Words create worlds
Past experience;
affirm thoughts
Stop seeing or hearing
other points of view
We take action based on our
beliefs/conclusions producing
positive or negative outcomes
Humans are meaning
making machines:
distinguishing trait
of our species
CHEMICAL CONVERSATIONS
NEUROCHEMICALS OF AROUSAL AND STRESS
Cortisol Adrenaline Noradrenaline
• Mobilizes energy
• Enhances memory
• Helps with fight or
flight reactions
• High levels over long
period of time depress
immune system
• Increases heart rate
and respiration
• Heightened energy
and awareness helps
reaction to threats
• Energized and
focused without rush
feelings of adrenaline
• Blood flow to muscles
to help us respond
• Shift focus and
attention if needed
CHEMICAL CONVERSATIONS
NEUROCHEMICALS OF CONNECTION, PLEASURE, CALM
Oxytocin Dopamine Endorphins Serotonin
• Social
confidence
• Connection
• Creativity
• Focus
• Attention
• Feelings of
pleasure and
accomplishment
• Whole body good
feelings
• Help us respond
and cope with
fear and pain
• Help us feel
emotionally and
socially secure
• Flexibility
• Well
regulation
• Gratitude
practices help
increase
Wisdom of the 6 Brains
© Benchmark Comunications, Inc.Co-creating Conversations® The CreatingWE® InstituteConversational Intelligence® for CoachesCommunications, Inc.
Primitive Brain (Reptilian Brain–sensor to threats)
• The most primitive part of the brain, hardwired to protect us from harm to our body/ego.
• Decides how we react to threat (‘flight, fight, freeze and appease’) & protects ourselves from harm.
Heart Brain (The most basic of our hardwiring)
Enables us to connect all our internal systems and also enables us to connect to others
• We either sync or do not sync with others.
• When we sync we move towards others as friends.
• When we do not sync or feel apprehension, we move away & feel others may be foe.
Limbic Brain
• Stores a history of all emotional experiences.
• Nurtures and builds relationships, clans and tribes.• Deciphers ‘where do I fit’ in the social order.• Reads social context including loss and gain socially, and
scans for inclusion and exclusion in the community.• Provides us with the emotional palette for moving towards
or away from others.
Neocortex
• Hardwired for language, storing information, basic thinking, reasoning, and cognitive skills that enable us to navigate every day.
• Holds our ‘scripts,’ our working memory & our stored memory.• Newest research says that the left-brain is the ‘steady state
brain’ & the right brain is the ‘change brain’.
Prefrontal Cortex (The youngest brain & is often called the ‘Executive Brain’)
• Hardwired for higher-level coordination of the whole brain.
• Provides us mastery with higher functions such as: ability to envision the future (create scenarios), step into others’ shoes (empathy, mirror neurons), make judgments in difficult situations, live in trust & have integrity.
• Holds our most advance capabilities: judging, dreaming, and envisioning possibilities.
Gut-Brain
• Revolutionizing medicine's understanding of the links between digestion, mood, health and even the way you think. Scientists call this little brain the enteric nervous system (ENS).
• Stress is correlated to the lack of biodiversity in the gut flora. Gut flora singularity also heightens the stress response.
• 90% of the body’s serotonin is located in the EC [enterochromaffin] cells of the GI tract, where they regulate intestinal movements. This neurotransmitter helps regulate mood, appetite, and sleep.
• Serotonin also plays a role in cognition, specifically in learning and memory.
Techniques for confronting our own biases
1. Be proximate: Bryan Stevenson Equal Justice Initiative
2. Review the many times a day we’re in our Ladder of Conclusions trance
3. Brainstorm with colleagues your ideas be in the conversation early and often.
4. What else?
Debiasing Strategies
Annie E Casey Foundation
All staff ConveningSee handout
Unconscious Bias Resources1. http://www.lookdifferent.org/what-can-i-do/bias-cleanse
2. http://www.indiana.edu/~atlantic/wp-content/uploads/2014/03/Implicit-Bias_031214.pdf
3. https://io9.gizmodo.com/5974468/the-most-common-cognitive-biases-that-prevent-you-from-being-rational
4. https://implicit.harvard.edu/implicit/
5. Chimamanda Adichie, TED TALK Dangers of a Single Story & https://study.com/academy/lesson/chimamanda-ngozi-adichies-ted-talk-summary-analysis.html
6. TED TALK LIVE SHORTS-Unconscious Bias 3 min video https://www.youtube.com/watch?v=rspZv2a0Pp8
7. A Whole New Mind by Daniel H. Pink
8. Microaggressions in Everyday Life by Derald Wing Sue, Ph.D
9. How Microaggressions are like Mosquito Bites: Same Difference https://www.youtube.com/watch?v=hDd3bzA7450
Desired Outcomes
• A shared understanding of what unconscious bias is and what it looks and feels like when it shows up both internally and externally
• A shared understanding of how implicit biases harm relationships and communities, so we can minimize the unconscious ways we perpetuate bias in our relationships, programs and institutions
• Beginning understanding of how bias supports and reinforces structural inequity and racism
• Basic techniques for addressing biases
• Resources we can use to learn more about how to navigate and minimize harmful effects of bias
madeline@conditioningleaders.comwww.conditioningleaders.com617-320-7381