implicit bias in workplace scenarios

Intro to Implicit Bias in Workplace Scenarios

Objective for the dayDevelop better understanding of key concepts fundamental to

fostering diversity and inclusion in work spaces.Activities for today:

1. Recognize common diversity and inclusion related misconceptions

2. Group evaluation of case scenarios based on bias, stereotypes or misinformation

3. Close the loop survey question

Identity salience is conceptualized (and

operationalized) as the likelihood that the identity will be invoked in diverse situations.

Identities to Consider:

● Race

● Gender

● Gender Identity

● Sexual Orientation

● Religion

● Ability

● Age

● Nationality

Jones & McEwen 2000

Explicit attitudes are attitudes that are at

the conscious level, are deliberately formed and are easy to self-report.

Implicit attitudes are attitudes that are at

the unconscious level, are involuntarily formed and are typically unknown to us.

Explicit Attitudes

Implicit Attitudes

“We don’t rent to __.” Property manager performs background checks on all __ applicants.

Center for Social Inclusion

Stereotypes

are assumptions made about a group of people and are applied to individuals, irrespective of their personal characteristics, because of their affiliation with a certain group. Stereotypes can be positive, negative or neutral.

Positive Neutral NegativeAfrican Americans can dance.

Hispanic families are family-oriented.

Christians are homophobic.

Microaggressions

are the 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.

Verbal Nonverbal Environmental“You are pretty smart, for a girl.”

Touching an African American woman’s hair without permission.

Every counselor at a mental health clinic isWhite.

So how do these concepts actually look and sound?

And what’s the big deal?

You are getting reading for your first case analysis meeting at your new investment firm. Present are two junior analysts both of equal time on the job and education (yourself the only female and one male) and one Senior Analyst (male). The Senior analyst turns to you and says, “while we dive into the background of the case, how about you do the coffee run.”

Photo Credit:Theantiroom.wordpress.com 2010

You just finished presenting business recommendations to the board of your organization. While your recommendations are met with positive feedback, a member of your audience says: “You’re so well-spoken and professional, unlike some others similar to you”

Photo Credit:Fordham University’s Lincoln Center campus 2013

Your department is homogeneous. Your manager is assembling a team for a large upcoming project. At a large department meeting, your manager announces its members and delegates roles. When your manager announces your name, he/she explains that you would contribute diversity to the group.


You and two of your co-workers decide to go get lunch at the new bistro nearby. After you order and receive your food, one of your co-workers asks the waiter for a pair of chopsticks. When the waiter arrives with the chopsticks, your co-worker hands them to you and says “I figured you may need these”.


You are invited to an informational interview. You notice that the interviewer appears to not be sure of where to start the conversation. You break the silence by delivering your elevator speech. The interviewer then asks “So, what are you?”

Photo Credit:Mary Washington University 2012

Which concept most resonated with you today?

1. Identity Salience2. Implicit and Explicit Attitudes3. Microaggressions4. Stereotypes

Which concept would you like to learn more about?

1. Identity Salience2. Implicit and Explicit Attitudes3. Microaggressions4. Stereotypes

implicit bias in workplace scenarios

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