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Crea%ngMindfulInclusion:BuildingOrganiza%onsthatMi%gateBias
HowardRoss,FounderCookRossInc.
If you would like a synopsis of the presentation and
several thought papers on UB, please leave your
business card after the presentation or contact
[email protected] @HowardJRoss
Arerestaurants
good?
Does joining the gym get you in
shape?
We don’t think the way we think we
think!
4'
The McGurk Effect
A tendency or inclination that results
in judgment without question.
What is Bias?
What function does bias serve?
Bias in Action
Katherine Milkman,Wharton, Modupe Akinola, Columbia University, Dolly Chugh, New York University
Women had 35.2% more emails ignored…and 59.9% more meetings declined
Law firm partners were sent a memo from “Thomas Meyer” with 22 spelling, grammar, technical analytic errors…
4.1/5 10.2 Errors Found
“HAS POTENTIAL” “GOOD
ANALYTICAL SKILLS”
“GENERALLY GOOD WRITER
BUT NEEDS TO WORK ON...”
3.2/5 14.6 Errors Found
“NEEDS A LOT OF WORK”
“AVERAGE AT BEST”
“CAN’T BELIEVE HE WENT TO
NYU…” 9"*&(;##<#1(
17
Christine Kolehmainen, MD MS Veterans Administration Hospital Journal of Academic Medicine, 2014
“Witchy With a B”
Researchers found that female doctors were “resented” and then apologetic when they were leading CPR efforts
Even Female Hurricanes Get No Respect!
=>#?$.#(8-""*0$($"#(+#$+.*#"(78$&(?$.#(8-""*0$@(A$%2&$.(90$+#?B(2,(C0*#&0#1D(E-&'D(C8$<*FD(G*1H$&$78$&D($&+(I*.J#D()$B(KLMN((
Researchers studied the 47 most damaging hurricanes, from 1950-2012 (excluding
Katrina and Audrey)
KO($<#"$'#(+#$781(
NP($<#"$'#(+#$781(
JohnFe(erman• MayorofBraddock,PA(asuburbofPiFsburgh)–thetaFooonhisarmisthezipcode!
• HasaMaster’sdegreeinPublicPolicyfromHarvard• ServedintheAmericorps• Receivedinterna%onalmediaaFen%onfortheeconomicrevitaliza%onprogramminghestartedinhiscommunity
TedBundy• Americanserialkillerandrapist.• Confessedtokilling30women
We make stuff up about people…
Height Sexual Orientation
Appearance
Weight
Accent
Skin Tone
Hand Dominance
Race Gender
Name
Religion
Disability
Age
Height Sexual Orientation
Appearance
Weight
Accent
Skin Tone
Hand Dominance Hand Dominance
Race Gender
Name
Religion
Disability
Age
Which are ours?
The road to unconscious bias is paved with good
intentions!
Bias will never go away, but systems can be created that
help mitigate the impact of bias in our
organizations
Interventions occur in four domains:
• Education • Priming • Systems and structures
• Accountability
Interventions occur in four domains:
• Education
8 Key Elements of Effective
Unconscious Bias Training
1 We cannot function without
bias! Normalize it rather than
demonizing it. Stop trying to make it go away, but instead
learn to navigate it and mitigate it’s impact
2 Be evidence-based
3 Speak to common ground rather than
differences
•! =Z?V$78#%0(&#-"$.("#1V2&1#1[+#0"#$1#+(1*'&*\0$&7.B(H8#&(V$"%0*V$&71(<*#H#+(,$0#1(2,(278#"("$0#1@((
•! ]*$2^*&'(]-D(]*$&'B-(_-2D(]*$2B*&'(`$&'D($&+(C8*8-*(I$&D(R#Q*&'(a&*<#"1*7B(
•! =`8#&(78#(7$"'#7(*1($&(2-7b'"2-V(?#?J#"D(V#2V.#(?$B(8$<#(V2H#",-.(?2%<$%2&1(&27(72(0$"#($J2-7(2"(8#.V(c78#(278#"YX@(
•! )*&$(!*Q$"$D(!$"&#'*#()#..2&(a&*<#"1*7BD(Z?*.#(4"-&#$-D()/dD($&+(;#J#00$(C$e#D()/d((
•! =Z?V$78B(*1(+*?*&*18#+(H8#&(V#2V.#(SJ.$0Q(2"(H8*7#T(H82(82.+("$0*$.(J*$1#1(1##(78$7(V$*&(*1(J#*&'(*&f*07#+(2&(7821#(2,($&278#"("$0#Y@(
•! C$.<$72"#()$"*$(9'.*2%(2,(C$V*#&6$(a&*<#"1*7g(+*(;2?$(
4 Provide an
understanding of the human mind
“Workshops or other learning modules that help professionals
learn about non-conscious processes can provide them
with skills that reduce the impact of bias when they interact with
(non-dominant) group members.”
Moscowitz,LehighUniversityMSandStone,Univ.ofArizonaMS
Does Diversity Training Work?
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0*"0-?17$&0#(
>$17(SZ?2%2&$.T(
4"$*&(
C.2H(Sd8*&Q*&'T(4"$*&(
SLB CFLTK CFLTK
SPRND HLMG CFLTK
SLB SPRND SLB
SPRND HLMG CFLTK
HLMG SPRND CFLTK
John Ridley Stroop, 1935
RED GREEN YELLOW
BLUE GREEN BROWN
RED YELLOW BLUE
BROWN BROWN BLUE
YELLOW GREEN RED John Ridley Stroop, 1935
Create applicable experiential
learning…don’t just talk about it!
" !Based on reading the resume and narrative about this individual, how likely would you be to recommend that they get hired?
iL( jL( PL( jL( jL( jP(jP( iL( jP( kP( PL( kL(iL( jL( NL( lL( iL( jL(lL( iL( jP( ML( jL( MLL(lL( jP( kO( iL( iL( KP(
lL(
KK(
iO( jP( kM( kO( jL( kk(
ML( MLL(
16%
0%
84%
68%
32%
5 Assume good
intentions. Diminish blame,
shame and guilt and encourage
responsibility …people do not want
to be “fixed”!
6 Make it relevant and applicable to their
world
7 Shift awareness and
behavior!
8 Focus both
individually and collectively
“The odds of limiting the constraints of biases in a group setting rise when discussion of
them is widespread.” Daniel Kahneman
Building a Culture of Inclusion and Cultural Competency
“Change means movement. Movement means friction. Only in the frictionless vacuum of a nonexistent abstract world can
movement or change occur without the abrasive friction of
conflict.” Saul Alinsky
Recruitment
Interviewing
Hiring
Orientation, Development &
Learning Resources
Mentoring/ Coaching
Benefits
Marketing/ PR
Business Development/
Sales
Community Relations and
Customer Service
PERFORMANCE
Attrition/ Retention
Cultural Competency
Internal Communication
& Information
Sharing
Leadership & Employee Behaviors
Metrics
Promotion/ Advancement
Structure
Leadership &
Employee Resource Groups
I*172"B( Z&<*"2&?#&7$.((
)*11*2&D(G*1*2&D(G$.-#1(
5"'$&*6$%2&$.(!-.7-"$.(
Vendor Relationships
Interventions occur in four domains:
• Education • Priming
“We see what we look for, and we look for what we know.”
Goethe
SO_P
SO_P
SOAP
SOUP
SO_P Soup
Soap
Priming Effect
John Bargh, Yale University
d*&&$(A*#.1#&D(h*1$(n#V*&1Q*(n#V*&1Q*
Nudges
Inclusion Nudges • “AnonymousCVsProcess”:Removeiden%fyingdetailsfromallCVsforfirstscreenings
• ForExecu%veposi%ons,havethesearchconsultancydelivertheshortlistofcandidatesanonymously
• “BlindInterview”:Haveatleast1interviewpanelistpar%cipatebyphone(notseeingthecandidate).
• Insteadofhavingadiversitygoalof“30%women”,flipthegoaltobe“notmorethan70%ofanyonegender”
TinnaNielsenandLisaKepinski
What nudges can you create?
Performance Support Tools
Decision Aid: Job Assignments
Interventions occur in four domains:
• Education • Priming • Systems and structures
•! Remove names from resumes •! Check your anchoring biases (e.g. schools
or “qualifications”) Recruiting
•! Provide interview questions early •! Be aware of the “climate” •! Use “decision aids”
Interviewing
•! Watch assumptions/language in references •! Use diverse panels for hiring •! Create clear decision criteria
Hiring
•! Explore alternatives to rated assessment •! Watch for urgency, recency, and primacy
biases
Performance Review
Remember, lack of structure promotes
bias; structured processes encourage
equity and accountability
Create “if-then” statements for leading people to more mindful
behaviors
Neuro-LeadershipIns%tute
If-Then Statements “IFthisorthatdoesordoesnothappen,THENIwilldothis”
IFIamthemostseniorpersonin
theroom
THENIwillsharemyideaslast
If-Then Statements
“IF this or that does or does not happen, THEN I will do this”
/>(/(8$<#($&(#e0*%&'(
2VV2"7-&*7B(,2"(2&#(2,(?B(17$o(
dIZA(/(H*..("#V.$0#(78#(='272(V#"12&@(H*78($(
=:@(
Interventions occur in four domains:
• Education • Priming • Systems and structures
• Accountability
Use ongoing analytics to track results of
processes by group identity to identify
patterns
“Wait a minute…OMG…aren’t you talking about….”
QUOTAS!?
Batching Metrics
% Candidates Applying for
Jobs
% Candidates
Offered Positions
% Candidates Accepting Positions
% Successful Candidates
After Six Months
25% 12% 25% 12% 25% 12% 12%
20
25
30
35
40
45
Pipeline Offers Acceptance Successful
Women’sInclusionData
Target 2011 2013 2015
If you would like a synopsis of the presentation and
several thought papers on UB, please leave your
business card after the presentation or contact
[email protected] @HowardJRoss
ReInvent ingDIVERSITY
Transforming Organizat ional Community
to Strengthen People ,
Purpose , and Per formance
HOWARD J. ROSSForeword by Jul ianne Malveaux
@HowardJRoss
Orchestras & Symphonies
