1. Director of Diversity and Inclusion
Beyond Bias –
The Unconscious
Alaina M. Di Giorgio
Director of Diversity and Inclusion
Elms College

2. Workshop Goals/Outcomes
Understand the importance and value of inclusivity in the workplace
Brainstorm ideas surrounding diversity that are relative to your work environment
Become aware of what factors might be leading to unconscious bias
Develop strategies to continue challenging bias in your every day

3. TPS: Goals & Hesitations
What is one goal you have in attending this presentation? What is your biggest cause of hesitation regarding this presentation?

4. Ground Rules Do Don’t Listen Respond Ask Questions
Challenge Your Comfort Zone
Interrupt
React
Make Assumptions
Use Offensive Language/Terminology –EVER!

5. Guiding Principles
Bias IS NOT Bad – what you do based on bias could potentially be harmful.
Being different and recognizing differences is “okay.”
Our view of the world (worldview) is shaped by values, perceptions, assumptions and expectations.

6. TPS: First Impressions
Who is Alaina M. Di Giorgio?

7. How Can Bias Training Be Difficult?
Feelings of blame/shame
Discussing diversity in a mixed group
Denial or minimization of prejudice
Dichotomous thinking

8. TPS: Personal Experience
Recall an incident in your life in which you felt different from the people around you.
Describe:
What happened?
Where were you?
How did it make you feel?
How did this incident inform your future decisions?

9. Inclusivity Helps Us ALL!
Increased Job Satisfaction
Lower Turnover
Higher Productivity
Improved Creativity and Innovation
Improved Problem Solving
Increased Flexibility

10. Unconscious Bias in the Workplace
Hiring
Recruitment
Performance Reviews
Audience
Supervisory Decisions
Marketing
Mentoring
Job Interviews Pay Scale Performance Reviews Resumes

11. What is “Unconscious” Bias?
The term “unconscious” is a mystification used for reasons of convenience
Some experiences we are aware of and some which we are not

12. Unconscious Bias Preferences – both natural or influenced
Biological instinct is to prefer those who are similar to us
Often called “intuition,” social categorization occurs as a way to decipher friend from foe – bypasses logical thinking

13. TPS: Bias In Action
An employer is deciding whether to promote Jones or Smith to a supervisory position at its firm. Jones is White; Smith is Black. The employer thinks that both employees are excellent. The employer promotes Jones.
On the basis of a “gut feeling” that Jones would be a better fit for the job.
Smith would have been chosen if both candidates were white.
On the ground that employees and customers will be "more comfortable" with a White employee in the supervisory position.

14. Challenging the Perceptions

15. TPS: Perceived Identities
What is your most salient identity?
What are some things you have heard about people who share this identity?

16. Retraining Our Minds Use the “flashlight” to expose our biases
Harvard Implicit Bias Test
Understand and redirect such thoughts – don’t try to suppress them
Question yourself: Where are these thoughts coming from? How can I actively redirect it?
Continue to educate yourself and those around you

17. Once We See It… How Can We Change It?
Assess the climate of your organization/company
I have been treated unfairly in the workplace.
I have been discriminated against in the workplace.
Inquire into the decisions and policies you create and enforce
NFL – the Rooney Rule
Create opportunities for positive exposure
Collect and retain data

18. “Examining Our Unconscious Bias and Perceptual Lens”
References
This presentation was adapted from a presentation given by Britt Gamble
Cornell University
“Examining Our Unconscious Bias and Perceptual Lens”
Bereczkei, T., Gyuris, P., Koves, P., & Bernath, L. (2002). Homogamy, genetic similarity, and imprinting; parental influence on mate choice preferences. Personality and Individual Differences, 33(5),
Jolls, C., & Sunstein, C. R. (2006). The law of implicit bias. Cal. L. Rev., 94, 969.
Lee, A. J. (2005). Unconscious bias theory in employment discrimination litigation. Harv. CR-CLL Rev., 40, 481.
Ross, H. (2008). Exploring Unconscious Bias ‘. Diversity best Practices.
Rupp, D. E., Vodanovich, S. J., & Crede, M. (2006). Age bias in the workplace: The impact of ageism and causal attributions. Journal of Applied Social Psychology, 36(6),