unconscious bias

Unconscious BiasUnconscious Bias

Presented byPresented by

Nancy K. Gongaware, Nancy K. Gongaware, MA,LPC,SPHRMA,LPC,SPHR

Context and Unconscious Context and Unconscious BiasBias


• Traditional thought assumed that Traditional thought assumed that discrimination was conscious – discrimination was conscious – “people know better”“people know better”

• Efforts have been aimed at finding Efforts have been aimed at finding the “bad people” and “fixing” them the “bad people” and “fixing” them as if they make choicesas if they make choices


• But what if people make choices that But what if people make choices that discriminate without realizing it?discriminate without realizing it?

• And further, what if it goes against And further, what if it goes against their own conscious beliefs?their own conscious beliefs?

• Now a vast body of research Now a vast body of research conducted at Harvard, Yale, MIT, conducted at Harvard, Yale, MIT, among others, shows the same thing: among others, shows the same thing: Unconscious Bias underlies many of Unconscious Bias underlies many of our patterns of behaviorour patterns of behavior

The Unconscious The Unconscious • Many of our brain functions, Many of our brain functions,

emotional responses, and cognitive emotional responses, and cognitive processes fall outside of our processes fall outside of our conscious awarenessconscious awareness

• Freud knew that the unconscious was Freud knew that the unconscious was more vast and powerful than the more vast and powerful than the conscious - but even he conscious - but even he underestimated itunderestimated it

Conscious Brain/Hidden Conscious Brain/Hidden BrainBrain

• Conscious Brain – used for new Conscious Brain – used for new situations – rational, careful, situations – rational, careful, analytical, slow, deliberate, analytical, slow, deliberate, understands exceptionsunderstands exceptions

• Not efficient to use this every time – Not efficient to use this every time – exposed to 11 million pieces of info – exposed to 11 million pieces of info – can only process 40 at one timecan only process 40 at one time


• Hidden Brain – takes over after the Hidden Brain – takes over after the rules have been learned – automatic, rules have been learned – automatic, fast, instant adjustmentsfast, instant adjustments

• It can apply shortcuts to situations in It can apply shortcuts to situations in which they don’t workwhich they don’t work

• Sometimes applies rules to complex Sometimes applies rules to complex situations inappropriatelysituations inappropriately


• Let’s say that we learn and internalize Let’s say that we learn and internalize society’s biases and prejudicessociety’s biases and prejudices

• Or we remember what we’ve first been Or we remember what we’ve first been told – and then when we are told it isn’t told – and then when we are told it isn’t true, it just doesn’t seem to “stick” as true, it just doesn’t seem to “stick” as wellwell

• One example of this is the Clark’s “Doll One example of this is the Clark’s “Doll Test”Test”

• Functional MRIsFunctional MRIs

What is Unconscious Bias?What is Unconscious Bias?

• The Hidden BrainThe Hidden Brain - A host of brain functions, - A host of brain functions, emotional responses, and cognitive processes emotional responses, and cognitive processes that happen outside our conscious awareness that happen outside our conscious awareness but have a decisive effect on how we behavebut have a decisive effect on how we behave. . – Shankar Vedantam– Shankar Vedantam

• A kind of prejudice you have that you aren’t A kind of prejudice you have that you aren’t aware of, that affects the kinds of impressions aware of, that affects the kinds of impressions and conclusions that you and conclusions that you reach automatically, reach automatically, without thinkingwithout thinking. – Malcolm Gladwell, in . – Malcolm Gladwell, in BlinkBlink

What is Unconscious Bias?What is Unconscious Bias?sometimes referred to as Unconscious Prejudice or Hidden sometimes referred to as Unconscious Prejudice or Hidden

BiasBias

• Unconscious bias may lead a person Unconscious bias may lead a person to act in a way that is at odds with to act in a way that is at odds with their intentions. their intentions.

• Unconscious bias influences people Unconscious bias influences people subtly, not overtly. It derives much subtly, not overtly. It derives much of it’s power from the fact that of it’s power from the fact that people are unaware of itpeople are unaware of it

What is Unconscious BiasWhat is Unconscious Bias

• On a conscious level, most of us would say On a conscious level, most of us would say that we do not discriminate; our “hidden” that we do not discriminate; our “hidden” brains may, thoughbrains may, though

• Just because you may possess hidden Just because you may possess hidden biases, prejudices, or stereotypes does not biases, prejudices, or stereotypes does not mean that your practices are discriminatorymean that your practices are discriminatory

• However, there is plenty of evidence that However, there is plenty of evidence that suggests that more subtle, covert types of suggests that more subtle, covert types of discrimination do occur in our fielddiscrimination do occur in our field

Who’s most likely to be the Who’s most likely to be the CEO?CEO?

ExamplesExamples

• A poll of half of the Fortune 500 A poll of half of the Fortune 500 companies* showed that:companies* showed that:– 58% are six feet or over while in the 58% are six feet or over while in the

general population of men, only 14.5% general population of men, only 14.5% are six feet or overare six feet or over

– 30% are six 6’2” or taller; 3.9% of the 30% are six 6’2” or taller; 3.9% of the general population are 6’2” or tallergeneral population are 6’2” or taller

**Fortune 500 CEOs are overwhelmingly white Fortune 500 CEOs are overwhelmingly white menmen

ExamplesExamples

• Is this deliberate prejudice?Is this deliberate prejudice?

• There may be some association with There may be some association with leadership ability and imposing leadership ability and imposing physical stature in our unconsciousphysical stature in our unconscious

• The stereotype of what a leader is The stereotype of what a leader is “supposed” to look like is powerful “supposed” to look like is powerful and may and may blind us to other blind us to other considerationsconsiderations

ExamplesExamples

• Numerous experiments have shown Numerous experiments have shown that people believed they were that people believed they were acting fairly, honorable, and wisely, acting fairly, honorable, and wisely, but their actions were at odds with but their actions were at odds with their intentions (i.e. ethnic-sounding their intentions (i.e. ethnic-sounding names on resumes)names on resumes)

ExamplesExamples

• They meant to do one thing but did They meant to do one thing but did something else – and were not aware something else – and were not aware of it until it was pointed outof it until it was pointed out

• ““Our blindness to bias seems willful – Our blindness to bias seems willful – until you remember that the central until you remember that the central feature of unconscious bias is that feature of unconscious bias is that it’s unconscious”!!it’s unconscious”!!

ExamplesExamples

• Lilly Ledbetter and the Goodyear Tire Lilly Ledbetter and the Goodyear Tire and Rubber Companyand Rubber Company

• Her salary = $44,727/yrHer salary = $44,727/yr• Others managers = $51,432-$62,832Others managers = $51,432-$62,832• Same job/same experienceSame job/same experience• One of the first bills signed into law One of the first bills signed into law

by President Obama was the Lilly by President Obama was the Lilly Ledbetter Fair Pay Act of 2009Ledbetter Fair Pay Act of 2009

ExamplesExamples

• Dukes v Wal-Mart StoresDukes v Wal-Mart Stores

• Largest EEOC suit in historyLargest EEOC suit in history

Impact of Unconscious Bias Impact of Unconscious Bias In the WorkplaceIn the Workplace

• May put your company at risk of a May put your company at risk of a lawsuit due to perceived discriminatory lawsuit due to perceived discriminatory practices such as:practices such as:

recruiting interviews hiring recruiting interviews hiring decisionsdecisions

mentoring job assignments mentoring job assignments trainingtraining

promotions reviews pay increasespromotions reviews pay increases

Impact of Unconscious BiasImpact of Unconscious BiasIn the WorkplaceIn the Workplace

• The Courts are receptive to The Courts are receptive to unconscious bias arguments and unconscious bias arguments and large settlements have occurredlarge settlements have occurred

• The EEOC explains that intentional The EEOC explains that intentional discrimination includes conscious discrimination includes conscious and unconscious stereotypesand unconscious stereotypes

Impact of Unconscious Bias Impact of Unconscious Bias in the Workplacein the Workplace

• Poor hiring decisions which may lead Poor hiring decisions which may lead to increased turnover, which may be to increased turnover, which may be detrimental to your businessdetrimental to your business

• May foster a non-inclusive work May foster a non-inclusive work environmentenvironment

• May lead to a lack of a diverse May lead to a lack of a diverse workforceworkforce

Overcoming Hidden BiasesOvercoming Hidden Biases

• 1) Being aware that there is such a 1) Being aware that there is such a thing as an unconscious or hidden thing as an unconscious or hidden biases/discriminationbiases/discrimination

• 2) Taking an honest “look” into your 2) Taking an honest “look” into your unconsciousunconscious

• 3) Taking steps to minimize impact3) Taking steps to minimize impact


• 1) Learning about unconscious bias1) Learning about unconscious bias

• Search out information and educate Search out information and educate yourself and your hiring managersyourself and your hiring managers

• Perhaps you could share this Perhaps you could share this presentation with them; print out presentation with them; print out articles from the SHRM website and articles from the SHRM website and distribute to managers; numerous distribute to managers; numerous websites, books, etc.websites, books, etc.


• 2) Looking into your own unconscious2) Looking into your own unconscious

• Implicit Association Test – timing Implicit Association Test – timing unconscious mental associations - unconscious mental associations - www.implicit.harvard.eduwww.implicit.harvard.edu

• Take note of your first thought when Take note of your first thought when encountering people – “all” or “every” encountering people – “all” or “every” may indicate a bias (even if the thought is may indicate a bias (even if the thought is positive)positive)

• Explore how you may have learned biasesExplore how you may have learned biases

http://www.implicit.harvard.edu/


• Thought stoppingThought stopping

• Inhibiting expressionInhibiting expression

• Unlearning biases – must acquire Unlearning biases – must acquire accurate information and accurate information and experiencesexperiences

• Reframing from “discrimination” to Reframing from “discrimination” to focus on fair treatment and respectfocus on fair treatment and respect

Overcoming Hidden BiasesOvercoming Hidden Biases• Cultural ExperiencesCultural Experiences• ““Travel is fatal to prejudice, bigotry, and narrow-mindedness, and Travel is fatal to prejudice, bigotry, and narrow-mindedness, and

many of our people need it sorely on these accounts. Broad, many of our people need it sorely on these accounts. Broad, wholesome, charitable views of men and things cannot be wholesome, charitable views of men and things cannot be acquired by vegetating in one little corner of the earth all one's acquired by vegetating in one little corner of the earth all one's

lifetime.”lifetime.” –Mark Twain–Mark Twain


• 3) Minimizing Risk3) Minimizing Risk• Interviews – structured interview with two Interviews – structured interview with two

managers; scoringmanagers; scoring• Conduct an analysis of hiring, promotion, Conduct an analysis of hiring, promotion,

pay increase practices, etc.; share the pay increase practices, etc.; share the resultsresults

• Educate hiring managers about unconscious Educate hiring managers about unconscious bias*bias*

• Require cultural diversity trainingRequire cultural diversity training• Be a role model; take actionBe a role model; take action

Overcoming Hidden BiasOvercoming Hidden Bias

• *The “Self-Check” Technique*The “Self-Check” Technique– Will this decision adversely affect the Will this decision adversely affect the

employee?employee?– Is the employee in a protected class?Is the employee in a protected class?– What potential biases (cs or uncs) could What potential biases (cs or uncs) could

affect my judgment?affect my judgment?– Am I doing this for the right reason or is Am I doing this for the right reason or is

a bias influencing my decision?a bias influencing my decision?

Discussion/IdeasDiscussion/Ideas

• What are you doing at your What are you doing at your workplace to try to overcome hidden workplace to try to overcome hidden biases?biases?

ResourcesResources

• The Hidden BrainThe Hidden Brain – Shankar Vedantam – Shankar Vedantam

• BlinkBlink – Malcolm Gladwell – Malcolm Gladwell

• SHRM websiteSHRM website

• unconsciousbias.orgunconsciousbias.org

• Facebook.com/unconsciousbiasFacebook.com/unconsciousbias

• Harvard.implicit.eduHarvard.implicit.edu

• Search for “unconscious bias” on the Search for “unconscious bias” on the internetinternet

unconscious bias

Documents

unconscious prejudice

unconscious biascontext

unconscious biason

conscious people

hidden biasunconscious

conscious level

conscious beliefs

conscious awarenessfreud