WHERE DIVERSITY AND INCLUSION MEETS IMPLICIT BIAS
WHERE DIVERSITY AND INCLUSIONMEETS IMPLICIT BIASCHERI C. WILSON, MA, MHS,CPHQNational Bike SummitMarch 5, 2018
Ground Rules for Today’s Workshop1.2.3.4.5.6.7.“Confidentiality.Our primary commitment is to learn from each other.We will not demean, devalue, or “put down” people fortheir experiences, lack of experiences, or difference ininterpretation of those experiences.We will trust that people are always doing the best theycan.Challenge the idea and not the person.Speak your discomfort.Step Up, Step Back.University of Michigan Program on Intergroup ssion-guidelines
ObjectivesFollowing today’s presentation, participants will beable to: Define cultural competency, diversity, and culture Identify how implicit bias works in our everydaylives, Recognize microaggressions, microassaults,microinsults, and microinvalidations, and Apply tips and strategies for mitigating bias.
Video Clip:Where are you from?https://www.youtube.com/watch?v DWynJkN5HbQ
Name Exercise In pairs or small groups, discuss your name.Who named you? For whom are you named? What does your name mean? What has been your experience with your name? Anything else you would like to share about your name.
Cultural Competence, Diversity,and Culture
Why?
What Is Cultural Competence? A developmental process that evolves over anextended period of time. Individuals, organizations, and systems are atvarious levels of awareness, knowledge andskills along the cultural competence continuum.Source: Terry L. Cross. Towards a Culturally Competent System of Care: A Monograph on EffectiveServices for Minority Children Who Are Severely Emotionally Disturbed. Washington, DC: CASSPTechnical Assistance Center, Georgetown University Child Development Center, 1989.
Cultural CompetenceIt requires organizations to:1.Have a defined set of values and principles, anddemonstrate behaviors, attitudes, policies, andstructures that enable them to work effectivelycross-culturally;T. L. Cross, B. J. Bazron, K. W. Dennis, & M. R. Isaacs, M. R. Towards a Culturally Competent Systemof Care: A Monograph on Effective Services for Minority Children Who Are Severely EmotionallyDisturbed. Washington, DC: CASSP Technical Assistance Center, Georgetown University ChildDevelopment Center, 1989.
Cultural Competence2. Have the capacity to:(a)(b)(c)(d)(e)value diversity,conduct self-assessment,manage the dynamics of difference,acquire and institutionalize cultural knowledge, andadapt to the diversity and cultural contexts ofcommunities they serve;T. L. Cross, B. J. Bazron, K. W. Dennis, & M. R. Isaacs, M. R. Towards a Culturally Competent Systemof Care: A Monograph on Effective Services for Minority Children Who Are Severely EmotionallyDisturbed. Washington, DC: CASSP Technical Assistance Center, Georgetown University ChildDevelopment Center, 1989.
Cultural Competence3. Incorporate the above into all aspects e and service delivery, andSystematically involve consumers, key stakeholdersand communities.T. L. Cross, B. J. Bazron, K. W. Dennis, & M. R. Isaacs, M. R. Towards a Culturally Competent Systemof Care: A Monograph on Effective Services for Minority Children Who Are Severely EmotionallyDisturbed. Washington, DC: CASSP Technical Assistance Center, Georgetown University ChildDevelopment Center, 1989.
Dimensions of DiversityKorn Ferry (2012)
Culture The integrated pattern ofthoughts, communications,actions, customs, beliefs,values, and institutionsassociated, wholly orpartially, with racial,ethnic, or linguistic groupsas well as religious,spiritual, biological,geographical, orsociological ualsLanguagesPracticesCulture is dynamic in nature, and individuals may identify withmultiple cultures over the course of their lifetimes.J. Gilbert, T. D. Goode, & C. Dunne (2007). Cultural awareness. In Curriculaenhancement module series.Beliefs
Iceberg Analogy of Culture
Diversity without inclusion will not work.
DIVERSITYSILOSINCLUSIONSYNERGY
Inclusion is a core element for successfullyachieving diversity. Inclusion is achieved bynurturing the climate and culture of the institutionthrough professional development,education, policy, and practice. The objectiveis creating a climate that fosters belonging,respect, and value for all and encouragesengagement and connection throughout theinstitution and community.
Valuing and appreciatingdifferences.Treatingothers theChanging people’s biases.way youwould likeTreat everyone the same.to betreatedTolerance.R-E-S-P-E-C-T
Dignity and Respect
The journey towards diversityand inclusion begins withtreating everyone withdignity and respect.
Changing Demographics:Race, Ethnicity, Language, GenderIdentity, and Sexual Orientation
Race and Ethnicity
Changing U.S. Demographics: Percentage ResidentPopulation by Race/Ethnicity, U.S. an ional Center for Health Statistics, 20022000
Changing U.S. Demographics: Projected PercentageResident Population by Race/Ethnicity, U.S. 20102070100%75%HispanicAsian/PIAmerican s of July 1, 2011, the U.S. Census Bureauestimated that 50.4% of the population youngerthan 1 was minority.
Changing U.S. and State Demographics Currently, four states—Hawaii (77.0%), California (61.5%), New Mexico (61.1%), andTexas (56.5%)--plus the District of Columbia (64.2%) are already majority minority. In the rest of the U.S., minorities constitute 37.4% of the population.Governing calculations of Annual Estimates of the Resident Population, U.S. Census ajority-minority-populations-in-states.html)
English Language Proficiency
Texas Association of HealthcareInterpreters and Translators(TAHIT):Public Service Announcementhttps://www.youtube.com/watch?v UBLuaoGXOBg
Changing U.S., State, and County Demographics:English Language Proficiency Increased number of foreign born residents 13.0% (or 42,194,354 million) of U.S. residents Increased numbers speak a language other thanEnglish at home 21.1% (or 63,172,059 million) of U.S. residents Increased numbers speak English less than "verywell" and are considered limited English proficient(LEP) 8.5% (or 25,440,956 million) of U.S. residentsSource: 2016 American Community Survey
Number of Languages Spoken inEach StateU.S. Total 322 languagesSource: U.S English Foundation, earch/top languages by county.pdf
Take a minute to read thisGNINAELC – Ot erussa hgih ecnamrofrep,yllacidoirep naelc eht epat sdaeh dna natspacrevenehw uoy eciton na noitalumucca fo tsud dnanworb-der edixo selcitrap. Esu a nottoc bawsdenetsiom htiw lyporposi lohocla. Eb erus on lohoclasehcuot eht rebbur strap, sa ti sdnet ot yrd dnayllautneve kcarc eht rebbur. Esu a pmad tholc roegnops ot naelc eht tenibac. A dlim paos, ekilgnihsawhsid tnegreted, lliw pleh evomer esaerg ro lio.
Sexual Orientation and GenderIdentity
Percentage of People Who Identify as LGBTin the U.S.More than the population ofNew Jersey 9 millionpeoplePew Research Center. 5 Key Findings about LGBT 7/06/13/5-keyfindings-about-lgbt-americans/
Percentage of People Who Identify as LGBTin the U.S.The Williams Institute, UCLA School of Law. LGBT Data and u/visualization/lgbt-stats/?topic LGBT#density
Same Sex Households in the U.S.(2000 vs. 2010 Census)
Marriage EqualityJune 26, 2015
What is Implicit Bias?
Video Clip:Under Suspicionhttps://www.youtube.com/watch?v xRgFkIMO-Js
What is Implicit Bias? In 1995, Anthony Greenwald and M.R. Benaji hypothesized thatour social behavior was not entirely under our conscious control. According to their study, the concept of unconscious bias(hidden bias or implicit bias) suggests that:“Much of our social behavior is driven by learned stereotypes thatoperate automatically—and therefore unconsciously—when weinteract with other people.”Implicit Social Cognition: Attitudes, Self-Esteem and Stereotypes (1995)
What Is Implicit Bias? Attitudes or stereotypes that affect ourunderstanding, actions and decisions in anunconscious manner. These biases are activated involuntarilywithout the individuals awareness orvoluntary control. Not accessible through introspection. “ People who engage in this unthinkingdiscrimination are not aware of the fact thatthey do it”- David Williams PhD Harvard School of PublicHealthKirwan Institute State of the Science: Implicit Bias Review, 2014.
Applying Implicit Bias“Schemas are simply templates of knowledge that help usorganize specific examples into broad categories. Schemasexist not only for objects, but also for people. Automatically,we categorize individuals by age, gender, race and role.Once an individual is mapped into that category, specificmeanings associated with that category are immediatelyactivated and influence our interaction with that individual.”UCLA Law Professor, Jerry Kang
Implicit Bias Characteristics Implicit biases are robust and pervasive. Implicit and explicit biases are related but distinct mental constructs. Implicit associations do not necessarily align with our declared beliefs. We generally hold implicit biases that favor our own in group. Implicit biases have real world affects on our behaviors. Implicit biases are malleable, therefore can be unlearned.Kirwan Institute State of the Science: Implicit Bias Review 2014.
The Science of Implicit Biashttp://www.psych.nyu.edu/phelpslab/papers/08 CDPS V17No2.pdf
Stroop Effect ExperimentName the COLOR.http://www.math.unt.edu/ tam/SelfTests/StroopEffects.html
Stroop Effect ExperimentName the COLOR.http://www.math.unt.edu/ tam/SelfTests/StroopEffects.html
Priming Exercises What does a rabbit do? Say the word “hop” 10 times. What do you do at a green light? Say the word “white” 10 times. What does a cow drink? Say the word “roast” 10 times. What do you put in a toaster?
What is priming? “Priming is a nonconscious form of human memoryconcerned with perceptual identification of words andobjects. It refers to activating particular representations orassociations in memory just before carrying out an actionor task. For example, a person who sees the word "yellow" will beslightly faster to recognize the word "banana." Thishappens because yellow and banana are closely associatedin memory. Additionally, priming can also refer to a technique inpsychology used to train a person's memory in both positiveand negative ming
How Does Implicit Bias Work inEveryday Life?
Video Clip:How does implicit bias work ineveryday life?https://www.youtube.com/watch?v Mh4f9AYRCZY
How Does Implicit Bias Work inEveryday Life?
First Impressions MatterHOW DO WE SIZE PEOPLE UP?
How long do you have to make a first impression?7 ds-to-make-first-impression-2013-4
Hi, my name is Monica Soni.
Who Are We?
Video Clip:What’s the difference betweenLatino, Hispanic, and Latinx?https://www.youtube.com/watch?v T6hbQ3Zs1v8
Who Are We?
Who Are -american-demographics n 5027866.html
Hi, my name is Laith Ashley.
What do you see first?
How Does Implicit Bias Work in Everyday Life?:The Homeless
How Does Implicit Bias Workin Everyday Life?: Media and Criminality
How Does Implicit Bias Work in Everyday Life?:Loss of Innocence of Children and CriminalityPA Goff, MC Jackson, BA Lewis Di Leone, CM Culotta, NA DiTomasso. “The essence of innocence:Consequences of dehumanizing Black children. Journal of Personality and Social Psychology, Vol 106(4),Apr 2014, 526-545.
How Does Implicit Bias Work in Everyday Life?:Loss of Innocence of ChildrenRebecca Epstein, Jamilia J. Blake, and Thalia González. “Girlhood Interrupted: The Erasure of Black Girls’Childhood.” Georgetown Law Center on Poverty and Inequality, 2017.
How Does Unconscious Bias Work inEveryday Life?: School-to-Prison PipelineCommunity Coalition of South peline/
How Does Implicit Bias Work in EverydayLife?: Hiring Names The Chicago Résumé StudyCanadian Résumé Study Company culture (not a “good fit”) Applicant Pool Composition Social Media Biases Overweight and Obese Applicants and Employees Those with criminal records Those with poor credit histories Those with accents Those with disabilities (visible and invisible) Those who are LGBTQI
4 Tips for Removing ImplicitBias in Hiring Remove names from résumés and use numbers to identifyinstead (suggested by an article in Scientific American) Could reduce implicit bias based upon race and gender Develop a fair selection algorithm and let computers generate ashort list of candidates Xerox already uses Implement diversity and inclusion and implicit bias training forhiring teams and hiring managers Blind hiring, interviewing, auditioning (although linguisticprofiling could still -unconscious-bias-from-the-hiringprocess/
What are Microaggressions?
What are microaggressions? A question, a comment, even anintended compliment,sometimes, that neverthelesssuggests something demeaning White people often ask AsianAmericans where they are from,conveying the message that theyare perpetual foreigners in theirown land.Example – telling a person ofcolor that he/she is “so articulate,”which implies that all other peopleof color are not.Example – “You’re not like thoseother [women, gays/lesbians,Blacks, Latinos], etc. This implies that the person isan exception.“Boss Says You’re Smart for a oss-says-youre-smart-for-a-woman
Warning: Contains two instances ofpotentially offensive language.68Video Clip:How Microaggressions Are LikeMosquito Biteshttps://www.youtube.com/watch?v hDd3bzA7450
What are microassaults? Conscious and intentional actions or slurs, such as: Using disability-related, racial, ethnic, sexist, religious, orhomophobic epithetsDisplaying swastikas, confederate flags, etc.Shopkeeper vigilance/shopper profilingStop and frisk policies
What are microinsults? Verbal and nonverbal communications that subtlyconvey rudeness and insensitivity and demean aperson's heritage or identity. An employee who asks a colleague of color how she got her jobor was admitted in college/university, graduate/professionalschool, etc., implying she may have landed it through anaffirmative action or quota system and therefore unqualifiedfor the position.Assuming a professional person of color is the hired help, suchas custodian, secretary, bell hop, valet, etc.“I never would have guessed you were gay.”
What are microinvalidations? Communications that subtly exclude, negate ornullify the thoughts, feelings or experiential reality ofa person of a marginalized group. You’re playing the “race” cardYou’re being too sensitive#Black Lives Matter – what about OTHER lives? All livesmatter#MeToo – Sexual harassment and assault Started by social activist, Tarana Burke, in 2006What’s the big deal? They’re only words
How Can We Mitigate Implicit Bias inEveryday Life?
Implicit Association Test (IAT)https://implicit.harvard.edu/implicit/
IAT: Understanding the Tool How does the IAT work?The tool presents a method that demonstrates how theconscious-unconscious minds diverge. What is Project Implicit? Project Implicit is a collaborative investigation effort betweenresearchers at Harvard University, the University of Virginia,and University of Washington. The studies examine thoughts and feelings that exist eitheroutside of conscious awareness or outside of conscious control. The goal of this project is to make this technique available foreducation (including self education and self awareness).
What kind of IATs are available?
What kind of IATs are available?
What kind of IATs are available?:Mental Health
IAT: Discussion Do not share your individual results. Which IAT tests did you complete? What were your reactions to completing the tests? Were you surprised by the results?
IAT: What do the results tell you?
Practical Strategies and Tips toCombat Implicit Bias
Debiasing TechniquesState of the Science: Implicit Bias Review 2015
Debiasing TechniquesTraining Continuous, not just one and done Intergroup contact Interacting with others different from yourself (not just one) Breaking bread (meals), book groups, worship, etc.Taking the perspective of others EmpathyEmotional expression Non-verbal body languageCounter-stereotypical exemplars Think of those who don’t fit the stereotypeState of the Science: Implicit Bias Review 2015
Let’s Practice Close your eyes Think of a person riding a bike What image came to mind? Describe the person who is riding the bike. Where is the person riding a bike? Let’s share
For Further Reading
Take the Quiz: Can you spot the bias as
Tips to Fight Bias and Prejudice(In your home, in your social circle, in group emails, in yourneighborhood, at work, at school, and in public)http://lovehasnolabels.com/tips
Southern Poverty Law CenterSpeak Up: “Responding to Everyday ds/speak up handbook.pdf
Video Clip:What Not to Do?:I Don’t See Racehttps://www.youtube.com/watch?v 5qArvBdHkJA
What to do? “Your brother routinely makes anti-Semiticcomments. Your neighbor uses the N-word in casualconversation. Your co-worker ribs you about your Italian surname,asking if you’re in the mafia. Your classmate insults something by saying, “That’sso speak up handbook.pdf
What to do? “And you stand there, in silence, thinking, “What canI say in response to that?” Or you laugh along, uncomfortably. Or, frustrated or angry, you walk away withoutsaying anything, thinking later, “I should have downloads/speak up handbook.pdf
Let’s Practice
Let’s Practice:Responding to Bias and Bigotry In pairs, briefly discussother examples of bigotryand bias have youexperienced, observed,and or/committed? Did you respond? If so,how? How did others respond? How would you haveresponded? How could you haveresponded /speak up handbook.pdf
Video Clip:WWYD: Bike Thefthttps://www.youtube.com/watch?v ge7i60GuNRg
Let’s Practice Would you have responded? If so, how? How could you have responded instead?
Let’s Practice:Responding to Bias and Bigotry at Work “An African Americanbusinesswoman in theSouth writes: ‘I wasspeaking with a white coworker when, midwaythrough the conversation,she smiled and said, ‘Youspeak so clearly. Have youhad diction lessons?’ —like for an AfricanAmerican to speak clearly,we’d have to have dictionlessons.’” How would you haveresponded? How could you haveresponded instead? Interrupt earlyUse or establish policies toaddress bigoted languageor behaviorGo up the ladderBand /speak up handbook.pdf
Let’s Practice:Responding to Bias and Bigotry at Work “A female managerroutinely is referred to asthe “office mom.” No malemanager is ever referredto as the office “dad,” andmale managers expect thefemale ma
Implicit associations do not necessarily align with our declared beliefs. We generally hold implicit biases that favor our own in group. Implicit biases have real world affects on our behaviors. Implicit biases are malleable, therefore can be unlearned. Kirwan Institute
inclusion and diversity initiatives and events. Celebrating Inclusion and Diversity at McMillan Inclusion and Diversity Award In 2017, McMillan launched an Inclusion and Diversity Award which recognizes, on an annual basis, the contributions and efforts of a firm member who demonstrates a commitment to advancing diversity and inclusion at McMillan.
AFMC Diversity, Equity, Inclusion and Accessibility (DEIA) Training 2 2 Diversity in BusinessDiversity in Business 3 Minutes 3 The Importance of Diversity The Importance of Diversity3 Minutes 4 The Power of Diversity 4 Minutes The Power of Diversity 5 The Threat of Diversity 2 Minutes The Threat of Diversity 6 Diverse Teams Deliver Results 1 Minute Diverse Teams Deliver Results
tion diversity. Alpha diversity Dα measures the average per-particle diversity in the population, beta diversity Dβ mea-sures the inter-particle diversity, and gamma diversity Dγ measures the bulk population diversity. The bulk population diversity (Dγ) is the product of diversity on the per-particle
Inclusion and Diversity Goals Toolkit 1 Examples of S.M.A.R.T. Inclusion and Diversity Goals Listed below are examples of S.M.A.R.T. (specific, measurable, achievable, relevant, and time bound) Inclusion and Diversity (I&D) goals. Use them to spark ideas for goals that are personal and meani
duct an International Study on Diversity and Inclusion. The study was launched to provide a deeper understanding of Diversity and Inclusion issues on a global scale, and to offer insight into Diversity and Inclusion best practices worldwide. This groundbreaking study included sur
UW Strategic Diversity, Equity, and Inclusion Plan Development In developing the University of Wyoming Strategic Diversity, Equity, and Inclusion Plan, UW historical documents related to diversity, equity, and inclusion were reviewed tha
6 TPWD Diversity and Inclusion Strategic Plan 2017-2022 Defining Diversity and Inclusion There are as many ways to define diversity and inclusion as there are organizations that desire to better reflect such goals into their
LYFT INCLUSION, DIVERSITY, AND RACIAL EQUITY 2020 REPORT 4 A Note from Monica Poindexter Head of Inclusion & Diversity/Employee Relations The impact of the COVID pandemic is reflected in the lived experiences of our team members, drivers, riders, and partners — and it has also taken a toll on our Inclusion & Diversity goals.
