Diversity The role of Unconscious Bias Language Di

Diversity: The role of Unconscious Bias & Language Di Airey

About me… • 25 years working with diversity – own business since 2013 • Clients vary from Parliament to Paint distributers ! • Passionate about people having an equal chance in life 2

Why should we look at Unconscious Bias and Language? • 40 years of equality legislation & decades of training has not made enough difference • Diversity strategies, policies and equality schemes are just intentions not always reality • What we do and what we say is driven by what we consciously AND unconsciously think 3

Basic Bias Theory… • Everyone makes assumptions • Everyone has prejudices • In a complex world we need to group and categorise people/ things • Our brain makes shortcuts and links between information all the time • These implicit associations are based on perception; and perception is not necessarily reality • And most of the above is unconscious…. . 4

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

What do you see? . . . 7

What do you see? . . . 8

Example Biases… Height Advantage: 58% of all Fortune 500 CEOs are over 6 ft tall yet only 14. 5% of American men are over 6 ft. Obesity penalty: weight discrimination for women kicks in at BMIs of 27 plus; for men it is 35 plus. Overweight men earn 2. 3% less than colleagues; overweight women it is 6. 2% 9

Example Biases… Accent impact: 63% of people have modified their accent for a job interview. 28% feel they have been discriminated against because of their accent. Birmingham, Glasgow, Newcastle, London(Cockney) & Liverpool have the most disliked accents Beauty Bias: people seen as being generally the most attractive in looks earn 3 -4% more than others. 10

Stereotypes – Prejudice – Discrimination continuum 11

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

The challenge of tackling bias. . . Bias… Breaking through Personal TAKE YOUR TIME RELAX BUILD HYPERAWARENESS BE CURIOUS PAY ATTENTION TO MICROINEQUITIES SEEK OUT EXCEPTIONS CHALLENGE ASSUMPTIONS

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

Combating Organisational Bias… • Categorisation – seeing two groups as one; seeing individuals within the group • Contact – with equal status, common goals and co -operation • Championing Diversity – going beyond tolerance • Creating the Right Conditions Ref. Binna Kandola 15

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

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 17

Find out more… § Implicitly. TM bias testing & coaching by Di § Project Implicit (Harvard University) – www. implicit. harvard. edu for general bias feedback § The Value of Difference – book by Binna Kandola Di@diversity-dynamics. co. uk www. diversity-dynamics. co. uk 18