Engaging With Difference: Maximizing our Work Relationships Prepared by Jennifer Stollman Ph. D. Academic Director, William Winter Institute for Racial Reconciliation

Who Are We? We are made up of many identities Carry up to 15 identities These include our race, class, ethnicity, religious affiliation, sexuality, gender, age, educational attainment, interests, and a host of other ways we identify ourselves. These identities are fluid, intersect and are ever changing to create who we are. So any one person can be made up of many different and illuminated identities.

Why is Diversity Good? Different Life Experiences= Variety of viewpoints Increased adaptability Increases creativity Encourages innovation Provides relief from diversity anxiety Increased happiness Reflects real life

Understanding Implicit Bias The brain is subjected to 11 million sensory triggers at any one time and we can only absorb about 40-50. Implicit bias is unconscious and occurs when someone consciously rejects stereotypes and supports anti-discrimination efforts but also holds negative associations in his/her mind. Implicit bias can come from brain stimuli and schema. Based upon visual and aural cues, individuals make automatic judgments about what category a particular person fits within and we often act on those judgments. Serves primal survival needs and human needs to understand the complicated and complex world. Implicit bias responses often begin with the limbic system (describe) and our need to unconsciously categorize along simple lines of safety/danger. Things become less constructive and more violent when the brain, which automatically generalizes starts to categorize and conclude in ways that are unproductive and discriminatory.

Understanding Implicit Bias Thus, implicit bias does not mean that people are hiding their racial prejudices. They literally do not know they have them. According to brain science, biases are often positively or negatively triggered by past experiences, memories and conditioning and, thus, unintentionally different things get linked together. Implicit bias creates embedded stereotypes that heavily and arguable always influence our decision-making without our conscious knowledge. Once a group or category has been defined through brain processes and cultural conditioning, humans tend to exaggerate the differences between different groups and to presume homogeneity. Repeated brain science and cultural conditioning reinforces implicit biases in an unwieldy cycle that unless addressed head on, sustains and reinforces discriminatory action and thinking. Implicit Bias creates inequity in power.

Countering Implicit Bias Describe and accept the concept of neural plasticity. Recognize that implicit bias is always operating and a normal part of the human experience. Be aware of your own biases--Acknowledge your own reactions, interpretations, and judgments Consciously identify and navigate through unconscious bias--Stereotype replacement Encourage individuation. Examine one’s own narrative traditions especially our narratives about different groups of people. Develop the capacity for self-observation, empathy, or perspective taking. Practice constructive uncertainty.

Countering Implicit Bias Pay attention to what’s happening beneath the judgments and assessments Interrupt the behavioral effects of implicit bias. Understand the other possible reactions, interpretations, and judgments that may be possible. Search for the most constructive, empowering, or productive way to deal with the situation. Explore awkwardness or discomfort Direct intergroup contact

Dos and Don’ts of Diversity Understanding, comprehension, and celebration of diversity must move beyond discrete moments, heroes and holidays Need to be cognizant of how race and diversity is always part of the conversation in both positive and negative ways. Need to be aware of identity interactions and etiquette

Do’s and Don’ts of Diversity Avoid stereotypes Avoid racialized questions and comments Speak in the “I” and avoid generalizations and assumptions Be transparent and honest during interactions Be the Active Bystander: interrupt oppressive speech and behavior

Ground Rules for Successful Workplace Communities Assume that everyone wants to learn and understand each other’s experiences. Find out appropriate group names and titles that re the most comfortable for people and use them. Learn why some of these names offend some people. Speak from the “I” of personal experience rather than making general statements about people. Look out for people who might feel silenced because of their gender, race, background or personality.

Ground Rules for Successful Workplace Communities Assume that everyone wants to learn and understand each other’s experiences. Find out appropriate group names and titles that re the most comfortable for people and use them. Learn why some of these names offend some people. Speak from the “I” of personal experience rather than making general statements about people. Look out for people who might feel silenced because of their gender, race, background or personality.

Questions and Comments?