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VallotKarp 1October 28, 2015
Leveraging Emotional Intelligence “EQ” to Help
Identify and Reduce Implicit Bias
VallotKarp 2October 28, 2015
Objectives
Review key concepts of implicit bias and emotional
intelligence [“EQ”]
Provide examples of how implicit bias show up
Discuss ways EQ is being uses to assess career
potential
Explore how EQ skills can help increase awareness
of bias and be leveraged to reduce bias
VallotKarp 3October 28, 2015
Link between EQ and bias
AWARENESS
ACTION
EQ Self Awareness
Social Awareness
IDENTIFYING
BIAS
INTERRUPTING
BIAS
EQ Self-Management
Relationship
Management
VallotKarp 4October 28, 2015
Understanding Implicit Bias
VallotKarp 5October 28, 2015
Implicit bias: Not me!
“I don’t discriminate.”
“I’m a fair person. I’m not biased.”
“I’ll work with anyone who is good.”
“We are a meritocracy.”
“I’m color blind and gender blind.”
VallotKarp 6October 28, 2015
Defining bias
A preference FOR or AGAINST a person or group that one
is aware of
Unconscious/Implicit bias
A preference FOR or AGAINST a person or group – that one
is not aware of – but that is nevertheless communicated
through statements or actions
Conscious bias
VallotKarp 7October 28, 2015
How the brain processes information
SYSTEM 1
Automatic
Unconscious
Instinctive
Fast
Driven by emotions and associations
SYSTEM 2
Reflective
Conscious
Reasoned
Slow
Uses calculation to make decisions
Daniel Kahneman, Thinking Fast and Slow, 2011
VallotKarp 8October 28, 2015
RED GREEN BLUE YELLOW
BLACK GREEN BLACK RED
BLUE RED YELLOW
From left to right, read aloud the color of each word as quickly
as you can
VallotKarp 9October 28, 2015
From left to right, read aloud the color of each word as quickly
as you can
RED GREEN BLUE YELLOW
BLACK GREEN BLACK RED
BLUE RED YELLOW
VallotKarp 10October 28, 2015
Implicit Association Test
Harvard Study
(www.implicit.harvard.edu)
VallotKarp 11October 28, 2015
Implicit Association Test
Source: Facebook Managing Unconscious Bias presentation, 2015
VallotKarp 12October 28, 2015
IAT test-takers with higher levels
of bias are more likely to make
biased employment decisions
“In-group favoritism”– in effect –
results in excluding those who
are different from us
The conscious desire not to be
biased does NOT eliminate
unconscious bias
Implicit Association Test
VallotKarp 13October 28, 2015
How Implicit Bias Shows Up
VallotKarp 14October 28, 2015
Racial bias: Recruitment
University of Chicago
Resume Study
[Bertand & Mullainathan]
Jamal Smith John SmithJamal Smith
VallotKarp 15October 28, 2015
Gender bias: Recruitment
ABC VIDEO
VallotKarp 16October 28, 2015
Gender bias: Success and likeability
While business students
found both female and
male entrepreneurs
equally competent, they
described the female
entrepreneur as less
humble, more power
hungry and self-promoting
[Columbia Business School]
Heidi R. Howard R.
Prof. Joanne Martin, “Gender-Related Material in the New Core Curriculum”, Stanford Business School, 2007
VallotKarp 17October 28, 2015
Racial bias: Writing skills
Changing racial identity of
“author” of legal memo resulted
in different evaluations and
finding more errors
[2014 Nextions study involved 53 partners from 22 law firms]
Type of Error AfAm W Total Errors
Grammar 5.8 2.9 7.0
Technical 4.9 4.1 6.0
Error in fact 3.9 3.2 5.0
Overall Rating 3.2 4.1
VallotKarp 18October 28, 2015
Gender bias: EvaluationsSame behavior: different interpretation
Category MEN WOMEN
Aggressive
behavior“Tom really knows his stuff.” “Melinda could be a little less
abrasive.”
Hesitance “Mike is really thoughtful.” “Susan’s hesitation is
unnerving.”
Ratings“He’s doing a very good
job.”
[given “5” out of 1-5 scale]
“She’s doing a very good
job.”
[given “4” out of 1-5 scale]
“Fair Measure: Toward Effective Evaluations” 2nd edition, ABA Commission on Women
VallotKarp 19October 28, 2015
Exploring bias in decisions and day-to-day interactions
Common types of unconscious bias
Racial/ethnic background
Gender
Education
Age/generation
Marital/family status
Geography/region
Physical ability or appearance
Sexual orientation
Religious identity/beliefs
How might any of
these biases impact:
Recruitment/hiring
Work projects
Feedback/performance
reviews
Informal socializing
Mentoring/professional
development
VallotKarp 20October 28, 2015
Understanding
Emotional Intelligence
VallotKarp 21October 28, 2015
What is Emotional Intelligence ?
The ability to manage ourselves and our relationships
effectively
4 components:
Awareness Action
Self-Awareness Self Management
Social Awareness Relationship Management
VallotKarp 22October 28, 2015
Self
Awareness
Self
Management
Social
Awareness
Relationship
Management
Emotional
self-awareness
Accurate
self-assessment
Cognizant of
personal values,
beliefs and
assumptions
Emotional
self-control
Adaptability
Transparency:
acting
congruently with
one’s values
Seeing things from
others’ point of
view
Taking an active
interest in others’
concerns
Paying attention to
nonverbal cues &
power dynamics
Ability to
influence others
Guiding groups
and individuals
Ability to
collaborate and
work toward a
shared goal
EQ skills and behaviors
VallotKarp 23October 28, 2015
Testing for EQ
VallotKarp 24October 28, 2015
Measuring EQ
Increasing numbers of employers are using personality
tests to assess potential hires
Personality/EQ tests can be a useful tool in assessing
skills and abilities as long as they are not used as the
sole criteria for making hiring decisions
When selecting a personality/EQ test employers should
choose tests that are valid, reliable and legally
sustainable
VallotKarp 25October 28, 2015
Types of personality/EQ tests
Personality tests
Myers-Briggs Type Indicator (MBTI)
Caliper
Hogan Assessment
DiSC
EQ tests
Emotional and social competency inventory (ESCI)
Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)
Bar-On Emotional Quotient Inventory (EQ-i)
VallotKarp 26October 28, 2015
Using EQ metrics for hiring/promotions
Advantages Disadvantages
Can reduce time and cost of
recruiting
Helps round out a
candidate’s profile
Adds structure to the hiring
process – makes it more
systematic
Can provide a baseline for
further assessing
candidate’s self-awareness
and social awareness
EQ self/peer assessments are
subject to self-bias (men tend to
“over-rate” and women tend to
“under-rate”)
Assessment snapshot may
reflect test-taking ability rather
than underlying skill
Tendency to conflate “people
skills” with “leadership skills”
(e.g., overlooks critical thinking)
VallotKarp 27October 28, 2015
Takeaways
Identifying and interrupting implicit bias is an ongoing
challenge for individuals and organizations
We can train ourselves to be more intentional about
noticing and interrupting implicit bias
EQ can help increase your awareness of implicit bias
and enhance your ability to both notice and find ways
to interrupt bias
VallotKarp 28October 28, 2015
How to Leverage
EQ to Identify and Interrupt Bias
VallotKarp 29October 28, 2015
4 steps for reducing bias
1. Acknowledge that bias may exist
3. Track and monitor individual behaviors and patterns in the organizational culture
2. Explore your own biases and assumptions
4. Be willing to challenge the status quo and modify behavior
VallotKarp 30October 28, 2015
Link between EQ competencies and bias
Self Awareness
&
Social Awareness
Self-Management
&
Relationship Management
Explore your own biases
and assumptions
Track and monitor
behaviors and patterns Acknowledge that bias may
exist
Be willing to challenge the
status quo and modify
behavior
AWARENESS ACTION
VallotKarp 31October 28, 2015
Acknowledge that bias may existEnhance your self-awareness
Recognize the human tendency to operate on “automatic
pilot” and categorize people
Be willing to listen to concerns raised about potential bias
and/or stereotyping
• Don’t assume that just because you don’t see/experience
bias, it doesn’t exist
• Encourage people to share their observations/experiences
• Don’t attack the messenger
Take the Implicit Association Test
Commit to enhancing self-awareness
VallotKarp 32October 28, 2015
Explore individual and organizational assumptionsEnhance your social awareness
What assumptions am I making about an individual/group?
What previous experiences may be influencing my
objectivity?
Would I feel/react the same way if the person were a
member of a different group?
Do we typically hire the same type of person?
Are women, POC, LGBT and individuals from other under-
represented groups held to different
expectations/standards?
VallotKarp 33October 28, 2015
Monitor and track behaviors and patterns Enhance your self-management
Slow down and use System 2 thinking
Notice who is/isn’t in the inner circle and take steps to
broaden it
Consider demographics of hiring, promotions and lay-offs
Collect and compare relevant data
• Performance ratings (by race and gender)
• Types of project assignments given to different
individuals/groups
VallotKarp 34October 28, 2015
Be willing to challenge the status quo/modify behaviorEnhance your relationship management
Challenge the tendency to engage in “group think”
Initiate conversations with colleagues about potential bias
Don’t use meritocracy as a defense against the existence
of potential bias
Ask “why” questions to surface underlying assumptions
Seek out regular feedback on your own behaviors and
actions from trusted and objective colleagues
VallotKarp 35October 28, 2015
VallotKarp Consulting LLC
1501 Broadway #1310
New York, NY 10036
(212) 222-0339
Angela Vallot Mitchell Karp
E [email protected] E [email protected]
Thank you!
