1. Diversity: Diversity: The role of Unconscious Bias & Language Di Airey

2. 2 Why should we look at Unconscious Bias? 40 years of equality legislation & decades of training has not made enough difference40 years of equality legislation & decades of training has not made enough difference Diversity strategies, policies and equality schemes are just intentions unless backed up by actionDiversity strategies, policies and equality schemes are just intentions unless backed up by action Our action or behaviour is driven by what we consciously AND unconsciously thinkOur action or behaviour is driven by what we consciously AND unconsciously think

3. 3 Basic Bias Theory… Everyone has prejudicesEveryone has prejudices In a complex world we need to group and categorise people/ thingsIn a complex world we need to group and categorise people/ things Our brain makes shortcuts and links between information all the timeOur brain makes shortcuts and links between information all the time These implicit associations are based on perception; and perception is not necessarily realityThese implicit associations are based on perception; and perception is not necessarily reality And most of the above is unconscious…..And most of the above is unconscious…..

4. 4 An example of implicit association... + DANGER = FEAR

5. 5 History of measuring associations  Late 19 th C – measure inaccessible mental processes through the speed of the process  Late 20 th C – first implicit association tests using modern technology (Harvard University)  21 st C – commercial bias tests being used as coaching & training tools

6. 6 REDGREENBLUEYELLOWPINK ORANGEBLUEGREENBLUEWHITE GREENYELLOWORANGEBLUEWHITE BROWNREDBLUEYELLOWGREEN PINKYELLOWGREENBLUERED

7. 7 GREENBLUEYELLOWPINK ORANGEBLUEGREENBLUEWHITE GREENYELLOWORANGEBLUEWHITE BROWNREDBLUEYELLOWGREEN PINKYELLOWGREENBLUERED

8. 8 What do you see?...

9. 9

10. 10 Stereotypes – Prejudice – Discimination continuum

11. 11 Bias within HR?... 37% bias against men; 1% against women37% bias against men; 1% against women 35% bias against people with disabilities; 7% bias against people without disabilities35% bias against people with disabilities; 7% bias against people without disabilities 51% bias against overweight women; 4% bias against slim women51% bias against overweight women; 4% bias against slim women 13% bias against younger people; 14% against older people13% bias against younger people; 14% against older people

12. Common biases can remain unchallenged and become part of the system The challenge of tackling bias... Organisational Bias… Stephen Lawrence Inquiry “discrimination by unwitting prejudice”

13. The challenge of tackling bias... Breaking through Personal Bias… RELAX SEEK OUT EXCEPTIONS CHALLENGE ASSUMPTIONS TAKE YOUR TIME BE CURIOUS

14. 14 Combating Organisational Bias Combating Organisational Bias Creating plans – both goals and implementation intentionsCreating plans – both goals and implementation intentions Combating negative images – using loaded imagesCombating negative images – using loaded images Clarifying the question – select on meeting criteria rather than reject on not meeting itClarifying the question – select on meeting criteria rather than reject on not meeting it Confrontation – hold a mirror up to ourselves and othersConfrontation – hold a mirror up to ourselves and others Changing our viewpoint or perspectiveChanging our viewpoint or perspective Ref. Binna Kandola

15. 15 Combating Organisational Bias… Re-categorisation & De-categorisation – seeing two groups as one; seeing individuals within the groupRe-categorisation & De-categorisation – seeing two groups as one; seeing individuals within the group Contact – with equal status, common goals and co-operationContact – with equal status, common goals and co-operation Championing Diversity – going beyond toleranceChampioning Diversity – going beyond tolerance Creating the Right ConditionsCreating the Right Conditions Ref. Binna Kandola

16. 16 The World of Words… Coloured Wheelchair bound Queer The Disabled

17. 17 Sensitive Language Principles… Person first; difference second Avoid negative language Allow self-identification Aim to be inclusive by being more specific Be wary of ‘in-group’or reclaimed words Think of equivalent terms

18. 18 Find out more…  Project Implicit (Harvard University) – www.implicit.harvard.edu  The Value of Difference – Binna Kandola Di@diversity-dynamics.co.uk www.diversity-dynamics.co.uk