Diversity and Inclusion Resources

To contain resources from Diversity and Inclusion discussion.

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What is unconscious bias?

Unconscious biases are learned stereotypes, attitudes, or categorizations, which are automatic, unintentional, inbuilt, and often have an effect on our decision making and behavior.

Unconscious biases and their subsequent effect on our decision making and behavior can lead to inaccurate assessments.

Unconscious biases are suggested to be an evolutionary adaptation for humans to process and assimilate multiple sources of information in an instant. They are basically ‘time-saving techniques for the human brain’. For example, our brains can consciously process 40 pieces of information per second but can process 11 million pieces unconsciously. But as with anything when someone tries to take corners or shortcuts, mistakes are inevitable. Unconscious biases are essentially automatic processes of information assimilation which affect behavior and decision making but are prone to mistakes and faults. Unless we are actually aware of these biases - which by definition means they become conscious biases (which are a completely different kettle of fish and have their own associated negative implications) - unconscious biases are outside of our awareness and can have a number of implications on a range of workplace faculties, from recruitment to diversity and productivity.

Here are some of the most common unconscious biases found in the workplace (Source: People Goal Blog lists textbook definition)

• One
• Two
• Three

Unconscious bias training won’t reduce workplace racism

Here’s what will (links to several scholarly articles on unconscious biases)

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Resources

• Learn how to implement diversity and inclusion best practices from LinkedIn to build a culture of belonging and acceptance in your company.
• 12 Unconscious Bias Examples And How To Avoid Them In The Workplace

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Research and Reports

• Disabilities and Inclusion in the Workplace_Global and US Findings - Center for Talent Innovation 2017.pdf

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Apologies

Dr. Bianca I. Lareano on apology Please see Dr. Lareano's website for more information, as all of the information below is attributed to her work.

When you apologize, these are the key steps to take:

1. Acknowledge your specific actions (responsibility). What happened?
2. Acknowledge impact (not your intent) How were people negatively impacted?
3. Be clear about what you will do to change behavior (accountability). What did you learn?

When apologizing, avoid:

1. Empty apology: An apology that has limited to no content or substance. Examples include "I'm sorry you feel that way..."
2. Denial: It is difficult to hear that we have harmed or hurt someone or that something we were a part of negatively impacted another person. Try to take a deep breath and listen before speaking
3. Excessive apologizing: nobody wants to keep hearing you apologize because it is still all about you! Do it right the first time and learn the lesson you need to!
4. Incomplete apologies: these are apologies that do not consider or acknowledge the above components (the apology steps 1-3 under the key steps to take section) and therefore may be incomplete.

Strategies for coping with failure:

1. Take a deep breath or do what helps your body become steady
2. Thank whomeever has shared another point of view with you
3. Reflect
4. Drink water
5. Utilize your support system
6. Contact your supervisor/mentor
7. Process your response
8. Take action!

See also this article for more information about Dr. Lareano and her work: https://thebodyisnotanapology.com/magazine/we-all-mess-up-6-compassionate-ways-to-hold-each-other-accountable-in-our-communities/

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"What Can We Do" List?

• Book Club? (List ideas of books below)
  • Crucial Conversations
  • White Fragility
• Documentary Screening? (List ideas of documentaries below)
  • Crip Camp (on Netflix)

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JamieDavila - 15 Jul 2020

NicoleJenksMay - 15 Jul 2020