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Moving Beyond Unconscious Bias Good People Matter! Julie Koesmarno @MsSQLGirl Cindy Gross @SQLCindy
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Good People Yes, we are!
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https://implicit.harvard.edu/implicit/user/agg/blindspot/tablet.htm Harvard Implicit Association Test
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Patterns and Categories 4
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Intuition and Slow Thinking 5 System 1 & System 2 Thinking
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And system 2 slow thinking is tiring! We’re good people! 6
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So What? How does this impact ME?
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Personal and job satisfaction Diverse teams are interesting I learn more I can relax It matters to me 8
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The future? Industry, Community, You 9 Source: https://code.org/promotehttps://code.org/promote
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Better working environment Attract and retain talented people A better product, a better bottom line Higher productivity Increased creativity It matters to my org 10
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12 Source: http://www.aauw.org/files/2015/04/Solving-the-Equation- executive-summary-nsa.pdfhttp://www.aauw.org/files/2015/04/Solving-the-Equation- executive-summary-nsa.pdf Source: http://www.mckinsey.com/Insights/Organization/Why_diversi ty_matters http://www.mckinsey.com/Insights/Organization/Why_diversi ty_matters
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Mind Tricks
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Or do we? We know what we see
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Or do we? What’s the first picture in your mind for…. We know how we categorize 15
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Astronaut
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Single Parent 17
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Introvert 18
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Doctor 19
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CEO 20
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21 Women Leading the Way
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Programmer 22
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#ILookLikeAnEngineer 23
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We’re good people! 24
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Science of Bias
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John or Jennifer Jennifer rated less competent & hireable John offered $3-5k more + more mentoring Justifications sound rational, but… One more: Kim = no job offers, Mr. Kim = job offer Resumes – What’s in a name 26
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Black kids get less ER pain med, especially for vague pains Medicine 27
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No one is just one thing Add ‘em up Privilege changes with context Intersectionality 28
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We’re good people! 29
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Moving On
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Take the IATs Talk about your own biases Update your mental categories Consciously choose system 2 thinking when important Reach out to one person Spend time with someone who makes you uncomfortable Make it personal
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Teach jr high/high school kids to code Recruit beyond your current network Post jobs on diversity sites Reach out to diverse groups Consider non-traditional backgrounds Pipeline 32
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Participate in local meetups Teach kids to code Join diversity focused groups – that don’t match your own “diversity”! #HourOfCode: https://hourofcode.com/ushttps://hourofcode.com/us Community 33
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Call out the firsts 34
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Bossy vs Executive Leadership Aggressive vs go-getter Emotional vs passionate Sorry, Can I ask a question, Is it all right if I…. Words Matter 35
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Required vs preferred Leader vs. specific type of leader Extreme words State that you value a diverse team Subtle stereotypes: best, rock star, action-oriented Job Descriptions 36
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Blind auditions – without names, cities, and years Choose criteria and priorities early Look for people who fill gaps vs. replicate people you have Slow down, review while alert Reading Resumes 37
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Diversity in the loop and the decisions Reference diverse people in the field before an interview Remind ourselves of positive diverse people Don’t confuse confidence with competence Value different ways of approaching problems Geek <> competent Interviewing 38
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Just do it Hiring 39
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We’re good people! 40
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Let’s Do It!
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Many flowers make a beautiful bouquet @IsisAnchalee 42
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What is your personal pledge today? We’re good people! 43
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Thank You
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Moving Beyond Unconscious Bias Good People Matter! Julie Koesmarno @MsSQLGirl Cindy Gross @SQLCindy
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