View
2
Download
0
Category
Preview:
Citation preview
WHY DON’T I “FIT”?UNDERSTANDING AND PREVENTING THE NEGATIVE IMPACTS OF
UNCONSCIOUS BIAS, STEREOTYPES, AND MICROAGGRESSIONS IN
THE WORKPLACE
PRESENTED BY
TRACI GATEWOOD
➢ PROGRAM HANDOUTS: HTTP://ALASKA.SHRM.ORG/SLIDES
➢ BOOKMARK OUR PAGE: HTTP://ALASKA.SHRM.ORG
➢ FOLLOW US ON FACEBOOK HTTP://WWW.FACEBOOK.COM/AKSHRMSTATECOUNCIL
Why Don’t I “Fit?”U N D E R S T A N D I N G A N D P R E V E N T I N G T H E N E G A T I V E I M P A C T S O F U N C O N S C I O U S B I A S , S T E R E O T Y P E S , A N D M I C R O A G G R E S S I O N S I N T H E W O R K P L A C E
Learning Outcomes• Understand unconscious bias and how it can lead to stereotyping
and microaggressions in the workplace.
• Identify biases that impact employee recruitment, selection, and retention.
• Recognize that commonly accepted phrases and actions are microaggressions.
• Formulate actions that can be taken to create more inclusive work environments.
2
traci@g2diverse.com
Timeline
3
20202008200819901973196719641963
Equal Pay ActAge Discrimination in Employment Act
Americans with Disabilities Act
Americans with Disabilities Act--Amendments Act of 2008
Title VII of the Civil Rights Act
Rehabilitation Act Genetic Information Nondiscrimination Act
Supreme court ruling protects LGBTQ individuals from discrimination
traci@g2diverse.com
Unconscious (AKA Hidden) Bias Defined
Negative associations that people unknowingly hold. They are expressed automatically, without conscious awareness. They can apply to anything, including:• race • personality• accent• religion• gender• education• appearance• weight
4traci@g2diverse.com
Unconscious Bias Basics• Common &
pervasive• May not align with
declared beliefs• Tend to favor our
own in-group
5traci@g2diverse.com
Costs Associated with BiasEmployees who perceive bias against them are:• nearly three times as likely to
be disengaged at work• more than three times as
likely to quit their jobs• 2.6 times as likely to withhold
ideas as their peers
Employee disengagement costs U.S. corporations $450 billion to $550 billion per year.
6traci@g2diverse.com
Unconscious Bias, Stereotypes, and Preference▪ Bias is an
inclination or predisposition for or against something.
▪ Stereotypes are oversimplified ideas about a particular type of person or group of people.
▪ Preference is the act of choosing one alternative over others.
7
traci@g2diverse.com
Three Common Unconscious Biases
8
traci@g2diverse.com
Confirmation BiasInterpreting new information as confirming your existing beliefs.
9traci@g2diverse.com
Affinity BiasBiased in favor of someone because you share something with them.
10This Photo by Unknown Author is licensed under CC BY-SA traci@g2diverse.com
Attribution BiasSeeing some groups such as minorities as less competent than those in the majority, which can lead to undervaluing their accomplishments and overvaluing their mistakes.
11traci@g2diverse.com
“Unconscious bias isn’t always negative, but it is always problematic.”
12traci@g2diverse.com
Organizational Risk Factors
13
traci@g2diverse.com
Causes of Workplace Unconscious Bias
14
Employees who feel angry or disgusted, regardless of what
they’re upset about
Ambiguity
Obvious social categories or
hierarchy amongst employees
Employees who are tired, disengaged or disinterested in their
work
Decision-making situations that are
rushed, pressured, or distracted
Lack of feedback and/or accountability
when employees make decisions
traci@g2diverse.com
Reducing BiasWHAT CAN YOU DO?
15
traci@g2diverse.com
Unconscious Bias TrainingREQUIRE IT!
16traci@g2diverse.com
Actionable Steps• Give every person an equal
chance to speak in meetings
• Gather as much information as possible before making a decision
• Interact with employees from different ethnic groups, genders, and ages
• Don’t make assumptions
• Act as an ally; speak up if you witness bias, harassment, discrimination or bullying in action
17traci@g2diverse.com
Engage Hesitant Employees
Focus on empathy and business results, not on blaming and shaming!
18traci@g2diverse.com
Don’t Play FavoritesBe objective and consistent!
19traci@g2diverse.com
Mental HealthPrioritize it!
20traci@g2diverse.com
Actionable Steps• Promote a healthy work/life balance by encouraging time off and
offering flexible work hours.
• Train managers to recognize employees who are struggling and how to help them.
• Including mental health treatments in your company’s benefits plan.
• Compile a list of mental health resources that all employees can access, such as crisis hotline numbers, local practitioners’ contact information, and educational information on mental health symptoms and signs.
• Organize stress-busting events, such as yoga, therapy dogs, or painting.
21traci@g2diverse.com
Recruiting and Hiring PracticesReview and update!
22traci@g2diverse.com
DEI GoalsDetermine, commit to, and act on them!
23traci@g2diverse.com
MicroaggressionsWHAT ARE THEY?
24
traci@g2diverse.com
Microaggressions Defined
Everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership.
25traci@g2diverse.com
Types of MicroaggressionsMicroassaultsOvert discrimination or criticism done intentionally to discredit a marginalized group
MicroinsultsComments that communicate that the demographic group is not respected, but the target is seen as an exception to the stereotype
MicroinvalidationsComments or actions that dismiss the experiences of historically disadvantaged group members
26
traci@g2diverse.com
Age-Related Microaggression
Wrong“Are you old enough to be in charge?”
InsteadSay nothing.
27
traci@g2diverse.com
Minority-Related Microaggression
Wrong“Oh, sorry, wrong person.”
InsteadLearn your co-workers’ and employees’ names.
28
traci@g2diverse.com
Mental Health-Related Microaggression
Wrong“I think I have PTSD from that meeting.”
Instead
Use objective terms to describe concerns with meeting.
29
traci@g2diverse.com
Disability-Related Microaggression
Wrong“The way you’ve overcome your diability is so inspiring.”
Instead
Say nothing.
30
traci@g2diverse.com
Linguistic-Related Microaggression
Wrong“Your name is so hard to pronounce.”
Instead
Ask them how to pronounce it.
31
traci@g2diverse.com
Gender-Related Microaggression
Wrong“This is Bob, our male nurse, and Sarah, our female engineer.”
InsteadCommunicate about and with employees WITHOUT gender tags.
32
traci@g2diverse.com
Preventing & Addressing Microaggressions
WHAT CAN YOU DO?
33
traci@g2diverse.com
Company CultureInfluence it!
34traci@g2diverse.com
Anti-Discrimination PoliciesCreate and update!
35traci@g2diverse.com
Employee FeedbackSeek and encourage it!
36traci@g2diverse.com
Respectful CommunicationTeach and require it!
37traci@g2diverse.com
DEI Professional DevelopmentRequire it!
38traci@g2diverse.com
Knowledge, commitment & training matter!
39
traci@g2diverse.com
Questions?
Traci Gatewood, Owner
G2 Diversified Services
G2diverse.com
traci@g2diverse.com
WHY DON’T I “FIT”?UNDERSTANDING AND PREVENTING THE NEGATIVE IMPACTS OF
UNCONSCIOUS BIAS, STEREOTYPES, AND MICROAGGRESSIONS IN
THE WORKPLACE
PRESENTED BY
TRACI GATEWOOD
➢ CERTIFICATE FOR PROFESSIONAL DEVELOPMENT CREDITS:
HTTP://WWW.ALASKA.SHRM.ORG/CERTIFICATE
➢ PROGRAM HANDOUTS: HTTP://ALASKA.SHRM.ORG/SLIDES BOOKMARK OUR PAGE HTTP://ALASKA.SHRM.ORG
➢ FOLLOW US ON FACEBOOK HTTP://WWW.FACEBOOK.COM/AKSHRMSTATECOUNCIL
Recommended