Workshop Objectives
Have an understanding behind how the brain processes thinking;
Understand where unconscious bias comes from;
“Us” and “Them”/In & Out Groups
Gender and Stereotypes
Importance of Diversity in the Workplace and it’s implications
Recognise some of your own biases and reactions
Discover different perspectives and ways of dealing with bias.
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BIAS
• Bias means that a person prefers an idea and possibly does not give equal chance to a different idea.
• A person who is influenced by a bias is biased. The expression is not “they're bias,” but “they're biased.”
• Also, many people say someone is “biased toward” something or someone when they mean biased against.
• To have a bias toward something is to be biased in its favour.
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TYPES OF BIAS
• Decision-making, belief, and behavioural biases
• Social biases - attribution bias people evaluate or try to find reasons for their own and others' behaviours
• Memory error biases
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Decision Making Bias
Confirmation Bias
The tendency to search for, interpret, focus on and
remember information in a way that confirms one's
preconceptions
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Social Bias
False Consensus Effect
The tendency for people to overestimate the
degree to which others agree with them
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Memory errors biases
Bizarrness Effect Bias
Bizarre material is better remembered than common material
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Fast • Impulsive – driven by emotions
• Involuntary, always on, multi tasks
• Intuitive – network of associations
• Executor of habitual routines
•Manager of mental models of the world
•Detects hostility, facial expressions, body
language, energy
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Slow • Effortful, intentional choice
• Voluntary, will power, deliberate
• Seat of self control, concentration
• Learn new models, makes plans, orderly
steps
• At times controls automatic responses
• Assessments and comparisons
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Strategy for intentional thinkingFast Slow
G A PStimulus Response
Pause: Ask questions• Mindfulness• Self aware• Self Management• Other awareness• Relationship managementHead Honchos Consulting Ltd.
What happens with “Like Us” to Diversity…
1. Outer Circle
• = Many acquaintances – most diverse group
2. Inner Circle
• = Fewer people (about 10% of outer circle) but know and trust more – less diverse group
3. Sanctum
• = Trusted 10 – give most promotions, responsibility, jobs –least diverse group
Relationship Circle
Outer Circle
Inner Circle
Sanctum Trusted 10
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Change….it is a comin’
Questions• Do I behave differently around
certain people?
• How do I behave/feel in unexpected situations?
• Is this what I would do if it was someone who looked like me?
Things to do• Expose yourself to new things to
move forward expected vs unexpected
• Pay attention to the assumptions you and others make
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Socrates solution
“If what you want to say is neither true, nor good or kind, nor useful or necessary, please don't say anything at all.”
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Discrimination in the workplace still exists in 2019!
• Employment pay gap: black workers get paid 8.3% less than white workers
• Qualifications pay gap: black workers whose highest qualifications are A-levels earn 10% less than their white peers
• Type of employment: BME workers are over a third more likely than white workers to be stuck in temporary or zero-hours work.
• Abuse at work: more than a third (37%) of BME workers have been bullied, abused or singled out at work.
• Guardian survey found that 43% of those from a minority ethnic background had been overlooked for a work promotion in a way that felt unfair in the last five years – more than twice the proportion of white people (18%) who reported the same experience.
• Fake candidates applied for 100 jobs as business managers in the competitive field of advertising sales in London. After two and a half months, Adam was offered three times more interviews than Mohamed.
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On average, companies with the highest % of women board directors outperformed those with the least by:
1. Return on Equity• 53%
2. Return on Sales• 42%
3. Return on Investment Capital• 66%
Catalyst Report
www.catalyst.org
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Top 10 benefits of workplace diversity
Higher employee
engagement
Reduced employee turnover
Increased creativity
Faster problem solving
Increased profits
Higher innovation
Increased profits
Variety of different
perspectives
Better company reputation
Improved hiring results
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PRIMER• “Does this person’s resume remind you in any way about
yourself?”
• “Does it remind you of somebody you know? Is that positive or negative?”
• “Are there things about the resume that particularly influence your impression? Are they really relevant to the job?”
• “What assessments have you already made about the person? Are these grounded in solid information or are they simply your interpretations?”
• If you have a strong feeling about something – STOP. Take time to put yourself in that persons shoes, try to be them and see if your perspective changes.
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Other strategies…
• Have clear goals and objectives and match your decisions against them
• Put in protocols
• Have a few people also interview potential hires
• Have structured interviews
• Delete names, addresses, universities, year in which they studied
• Sleep on it
• Scaffold change on existing habits or procedures
• When I notice x, I will do y
• Make a rule sheet/strategy sheet
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Awarness/Action Strategies
• Pay attention to your reactions to people, news, social media posts,
• Take the Implicit Associations Test.
• Label stereotypes that impact your biases -is having the courage to call them what they are.
• Learn to recognize and avoid generalizations.
• Counter stereotypes with positive images
• Practice individuation.
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Awarness/Action Strategies
• Expose yourself to the people and things that make you feel uncomfortable
• Put yourself in others’ shoes. Also known as “perspective taking,”
• Focus on concrete factors rather than gut feelings
• Think positive thoughts around people you have stigmatized
• Increase opportunities for contact with a diverse range of people
• Learn from people who are more tolerant than you.
• Surround yourself with open-minded media
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