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Unconscious bias

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Unconscious biases affect our perceptions, decisions, and interactions every day. How do we address biases if we don't know about them? In this talk, you will learn how to recognize and counter the biases that play a part in interviewing, meeting a new team member, and day-to-day interactions. You’ll also see common scenarios and how to address bias as it happens or after the fact. Together, we can make Asynchrony a more diverse and inclusive place to work.

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Unconscious Bias #aic16-bias

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Close your eyes

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• Saves you time and effort from processing everything helping your brain categorize information • Influenced by our background, our cultural environment, and our personal experiences • If we try to believe that everyone has good intentions, then most bias falls under the category of unconscious bias Bias = prejudice in favor or against a person, group, or thing compared to something or someone else

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What will I learn? Common vocabulary Common biases Consequences of the biases Decoupling bias How to act in certain situations

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Implicit Association Test

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70% of white people have a preference for white people 50% of black people have a presence for white people implicit.harvard.edu 76% of people have a preference for able-bodied people 76% of people more readily associated males with career and females with family

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Out-group Group that you do not identify with Judge on accomplishments In-group Group that you identify with Judge on potential

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Intersectionality Interconnected nature of social categorizations such as race, class, and gender as they apply to a given individual or group Microaggression A subtle but offensive comment or action directed at a nondominant group, often unintentionally or unconsciously Sometimes the bias is ridiculous, sometimes it’s dangerous, and sometimes it’s a low to high buzz that won’t go away

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Perception that everyone believes this stereotype Get nervous and anxious about playing into the stereotype Get tired of fighting to be heard and stop talking as much Do not have the same influence as before Become less confident and engaged Do not perform as well Spend energy holding back your authentic self Stereotype Threat

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We want to hire and retain the best talent Why do we care? Perceived bias effects commitment, job satisfaction, work place tensions, and someone’s feelings of belonging and worth Diverse teams tackle complex problems better and have more innovation

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1.12x More Discretionary Effort 1.57x More Team Collaboration 1.42x More Team Commitment 1.19x Higher Intent To Stay

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1% Bias • Doughnuts can get rated 101%, cupcakes can get rated only up to 100% • 15% attrition at each level, backfill from the next highest performer • Simulation was run 20 times L8 L7 L6 L5 L4 L3 L2 L1 50 50 50 50 50 50 50 50 50 50 50 50 50 50 50 50

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A little bias goes a long way L8 L7 L6 L5 L4 L3 L2 L1 47 50 52 52 54 57 61 65 53 50 48 48 46 43 39 35

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rework.google.com

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“Well, I know this stuff happens, but it’s not that bad, is it?” “I’ve never heard it myself” “This stuff doesn’t happen here” “This is blown out of proportion"

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Hiring

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Favor people with similar backgrounds to our own Assumptions about why they have their background Think a certain profile will succeed at a certain role Unintentionally overlook candidates that don’t fit that profile Pattern Recognition Stereotype Incongruence

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Male Female Recommended for Hire

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Recommended for Hire No PTA PTA

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European sounding name African-American sounding name Recommended for Hire Brendan Gregg Emily Anne Brendan Emily AishaTyroneRasheedTamika Equivalent: 8 years of experience

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Recruiting Pick between school smarts and street smarts Bias towards street smarts Pick between male and female candidates Bias towards male candidates Articulate expectation of street or school smarts ahead of time Bias was removed

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Structured Interviewing: Same criteria and data-driven questions Ask for Evidence: Don’t fill in the blanks with your own assumptions Minimum Qualifications: Evaluate using these instead of shifting standards Understand Culture Fit: Don’t classify your feelings, point to values in a rubric Remove names and dates: Does this have potential for bias? Play Devil’s Advocate: “Would we think this of an [x] candidate?”

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Daily Interactions

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Peas Unseasoned Soggy Broccoli Delicious Crisp

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Heidi Selfish Self-promoter Howard Likable More Appealing

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“I don’t know any serious female developers” “Statistically, there are more men than women so using ‘he’ makes sense” / “Using ‘he’ is grammatically correct” Gender “God didn’t make men and women to be the same; women are just worse at logic”

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“I always forget that you’re not white. You just seem so normal” Using accents or dialects: “Hey sistah gurl” Race and Ethnicity “I have a [race/ethnicity] friend who…”

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Sexual Orientation “When other people could talk about their spouses, I felt like I needed to hide mine. I wasn’t ashamed of my relationship, but I didn’t want it to hinder me professionally”

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Gender identity “A coworker was talking about how they thought transgender people were sick people, abominations. I felt like I was going to vomit — I had just spent an hour telling my transgender sibling that everything would be okay”

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Citizenship “We went from joking around about our children to someone asking me if I was allowed in the secure side of the building. They didn’t ask anyone else. I felt like a second-class citizen”

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Abilities/ Disabilities AgeInvisible Illnesses Learning Styles Weight/ Body Mass Clothing New Team Member Kids/ No Kids Introversion/ Extroversion Client Knowledge ReligionVerbal Slurs

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Unconscious bias

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“I question everything” How do you speak? “You always say that” | “We never do that” “The [client/person/group] is wrong/doesn’t know what they’re talking about”

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Who is in your meetings? “At a client site, we were at a meeting and the team lead introduced themselves and not me. When I spoke up about an issue, the clients didn’t have any context as to why I was in the room and what my role was.” “I was new on a team and the person who brought me to a meeting didn’t think to introduce me. As a result, everyone thought I was the client and treated me differently” “At a client site, we were at a meeting and the team lead introduced themselves and not me. When I spoke up about an issue, the clients didn’t have any context as to why I was in the room and what my role was.” “I was new on a team and the person who brought me to a meeting didn’t think to introduce me. As a result, everyone thought I was the client and treated me differently”

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“I asked a candidate an interview question, and he looked at the male interviewer when answering instead of me” “I brought up an issue and the team didn’t look at me until someone else restated it and actively redirected the conversation” Who do you look at when you speak? “When no one on the team knows something, they look immediately to the person who they trust the most to have the answer.”

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Solicit input from everyone Listen carefully Call out when someone has an idea Interrupt the interrupters Assign responsibilities Ground Rules for Meetings Introduce everyone

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Cupcakes are too pretty to be a tasty dessert Uhh… what?

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Disappointment: Why isn’t anyone saying anything? Worry: Will this person be receptive to hearing this is wrong? Hope: Maybe someone will say something Shock: I can’t believe they said that Anger: #$%& that person. What a jerk.

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Did something happen?

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Welp, that was awkward Option 1: Say nothing Option 2: Wait until later to say something to the person affected • Bad: “They didn’t mean it” | “It was just a joke” | “You’re overreacting” • Good: “I understand that was a bad thing. How do you want me to support you?”

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Woah, that was so not cool Option 1: Say nothing Option 2: Call it out! • Bad: Negatively comment about the offender or humiliate them • “Hey, that really wasn’t okay” • “What did you mean by that?” • “Why do you think that?”

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What are they thinking? • “I believe this because the majority of people I’ve encountered fit this" • “This is a funny joke” • “I don’t know that this is offensive”

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While getting called out: Don’t play it off or act like it didn’t happen • “It was just a joke, lighten up” • “I was just being sarcastic” • “It doesn’t mean what you think it means” • “Everyone else found it funny” • Shame: “I was wrong and now I feel bad…”

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How do I recover? Learn to apologize sincerely • Bad: “I’m sorry you felt that way” • “I didn’t realize that it was offensive” • “I’m sorry I said that” • “Can we talk about why it was offensive?” • “Can you continue to call me out if I do this again?”

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I’m sorry It’s okay

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Flip the Narrative Increase Exposure to Outgroups Focus on Successful Outgroup People Question Yourself Think From Their Perspective Hold Yourself and Others Accountable Decoupling Bias

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Listen, Believe, and Acknowledge Challenge and Counter Stereotypes Be Aware and Understand the Impact Assess Your Relationship with Outgroups Check the Context of Information Be an Active Bystander Become a Scientist of Your Own Behavior What Can I Do?

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We have all been a help and a harm to people. Let’s just try to help more often At the end of the day… Be caring in how you call it out and thank others when they do Keep an open mind, keep learning and growing, and we’ll all move forward

More Related Content

Unconscious bias

  • 3. • Saves you time and effort from processing everything helping your brain categorize information • Influenced by our background, our cultural environment, and our personal experiences • If we try to believe that everyone has good intentions, then most bias falls under the category of unconscious bias Bias = prejudice in favor or against a person, group, or thing compared to something or someone else
  • 4. What will I learn? Common vocabulary Common biases Consequences of the biases Decoupling bias How to act in certain situations
  • 6. 70% of white people have a preference for white people 50% of black people have a presence for white people implicit.harvard.edu 76% of people have a preference for able-bodied people 76% of people more readily associated males with career and females with family
  • 7. Out-group Group that you do not identify with Judge on accomplishments In-group Group that you identify with Judge on potential
  • 8. Intersectionality Interconnected nature of social categorizations such as race, class, and gender as they apply to a given individual or group Microaggression A subtle but offensive comment or action directed at a nondominant group, often unintentionally or unconsciously Sometimes the bias is ridiculous, sometimes it’s dangerous, and sometimes it’s a low to high buzz that won’t go away
  • 9. Perception that everyone believes this stereotype Get nervous and anxious about playing into the stereotype Get tired of fighting to be heard and stop talking as much Do not have the same influence as before Become less confident and engaged Do not perform as well Spend energy holding back your authentic self Stereotype Threat
  • 10. We want to hire and retain the best talent Why do we care? Perceived bias effects commitment, job satisfaction, work place tensions, and someone’s feelings of belonging and worth Diverse teams tackle complex problems better and have more innovation
  • 12. 1% Bias • Doughnuts can get rated 101%, cupcakes can get rated only up to 100% • 15% attrition at each level, backfill from the next highest performer • Simulation was run 20 times L8 L7 L6 L5 L4 L3 L2 L1 50 50 50 50 50 50 50 50 50 50 50 50 50 50 50 50
  • 13. A little bias goes a long way L8 L7 L6 L5 L4 L3 L2 L1 47 50 52 52 54 57 61 65 53 50 48 48 46 43 39 35
  • 15. “Well, I know this stuff happens, but it’s not that bad, is it?” “I’ve never heard it myself” “This stuff doesn’t happen here” “This is blown out of proportion"
  • 17. Favor people with similar backgrounds to our own Assumptions about why they have their background Think a certain profile will succeed at a certain role Unintentionally overlook candidates that don’t fit that profile Pattern Recognition Stereotype Incongruence
  • 20. European sounding name African-American sounding name Recommended for Hire Brendan Gregg Emily Anne Brendan Emily AishaTyroneRasheedTamika Equivalent: 8 years of experience
  • 21. Recruiting Pick between school smarts and street smarts Bias towards street smarts Pick between male and female candidates Bias towards male candidates Articulate expectation of street or school smarts ahead of time Bias was removed
  • 22. Structured Interviewing: Same criteria and data-driven questions Ask for Evidence: Don’t fill in the blanks with your own assumptions Minimum Qualifications: Evaluate using these instead of shifting standards Understand Culture Fit: Don’t classify your feelings, point to values in a rubric Remove names and dates: Does this have potential for bias? Play Devil’s Advocate: “Would we think this of an [x] candidate?”
  • 26. “I don’t know any serious female developers” “Statistically, there are more men than women so using ‘he’ makes sense” / “Using ‘he’ is grammatically correct” Gender “God didn’t make men and women to be the same; women are just worse at logic”
  • 27. “I always forget that you’re not white. You just seem so normal” Using accents or dialects: “Hey sistah gurl” Race and Ethnicity “I have a [race/ethnicity] friend who…”
  • 28. Sexual Orientation “When other people could talk about their spouses, I felt like I needed to hide mine. I wasn’t ashamed of my relationship, but I didn’t want it to hinder me professionally”
  • 29. Gender identity “A coworker was talking about how they thought transgender people were sick people, abominations. I felt like I was going to vomit — I had just spent an hour telling my transgender sibling that everything would be okay”
  • 30. Citizenship “We went from joking around about our children to someone asking me if I was allowed in the secure side of the building. They didn’t ask anyone else. I felt like a second-class citizen”
  • 31. Abilities/ Disabilities AgeInvisible Illnesses Learning Styles Weight/ Body Mass Clothing New Team Member Kids/ No Kids Introversion/ Extroversion Client Knowledge ReligionVerbal Slurs
  • 33. “I question everything” How do you speak? “You always say that” | “We never do that” “The [client/person/group] is wrong/doesn’t know what they’re talking about”
  • 34. Who is in your meetings? “At a client site, we were at a meeting and the team lead introduced themselves and not me. When I spoke up about an issue, the clients didn’t have any context as to why I was in the room and what my role was.” “I was new on a team and the person who brought me to a meeting didn’t think to introduce me. As a result, everyone thought I was the client and treated me differently” “At a client site, we were at a meeting and the team lead introduced themselves and not me. When I spoke up about an issue, the clients didn’t have any context as to why I was in the room and what my role was.” “I was new on a team and the person who brought me to a meeting didn’t think to introduce me. As a result, everyone thought I was the client and treated me differently”
  • 35. “I asked a candidate an interview question, and he looked at the male interviewer when answering instead of me” “I brought up an issue and the team didn’t look at me until someone else restated it and actively redirected the conversation” Who do you look at when you speak? “When no one on the team knows something, they look immediately to the person who they trust the most to have the answer.”
  • 36. Solicit input from everyone Listen carefully Call out when someone has an idea Interrupt the interrupters Assign responsibilities Ground Rules for Meetings Introduce everyone
  • 37. Cupcakes are too pretty to be a tasty dessert Uhh… what?
  • 38. Disappointment: Why isn’t anyone saying anything? Worry: Will this person be receptive to hearing this is wrong? Hope: Maybe someone will say something Shock: I can’t believe they said that Anger: #$%& that person. What a jerk.
  • 40. Welp, that was awkward Option 1: Say nothing Option 2: Wait until later to say something to the person affected • Bad: “They didn’t mean it” | “It was just a joke” | “You’re overreacting” • Good: “I understand that was a bad thing. How do you want me to support you?”
  • 41. Woah, that was so not cool Option 1: Say nothing Option 2: Call it out! • Bad: Negatively comment about the offender or humiliate them • “Hey, that really wasn’t okay” • “What did you mean by that?” • “Why do you think that?”
  • 42. What are they thinking? • “I believe this because the majority of people I’ve encountered fit this" • “This is a funny joke” • “I don’t know that this is offensive”
  • 43. While getting called out: Don’t play it off or act like it didn’t happen • “It was just a joke, lighten up” • “I was just being sarcastic” • “It doesn’t mean what you think it means” • “Everyone else found it funny” • Shame: “I was wrong and now I feel bad…”
  • 44. How do I recover? Learn to apologize sincerely • Bad: “I’m sorry you felt that way” • “I didn’t realize that it was offensive” • “I’m sorry I said that” • “Can we talk about why it was offensive?” • “Can you continue to call me out if I do this again?”
  • 46. Flip the Narrative Increase Exposure to Outgroups Focus on Successful Outgroup People Question Yourself Think From Their Perspective Hold Yourself and Others Accountable Decoupling Bias
  • 47. Listen, Believe, and Acknowledge Challenge and Counter Stereotypes Be Aware and Understand the Impact Assess Your Relationship with Outgroups Check the Context of Information Be an Active Bystander Become a Scientist of Your Own Behavior What Can I Do?
  • 48. We have all been a help and a harm to people. Let’s just try to help more often At the end of the day… Be caring in how you call it out and thank others when they do Keep an open mind, keep learning and growing, and we’ll all move forward