Lindsay’s Previous Bias Work

• Increase women in STEM through Implicit Bias trainings

• 9% increase overall

• 11.9% increase in STEM

Lindsay’s Previous Bias Work

• Form of cognitive short cuts

• Can be a good thing, streamline decision making

• 11 million bits of info/ second - can only process 40 bits/ second

• Good to rely on some (fire = dangerous)

• Others can be more problematic (voting all one way w/ no research)

• Some we definitely need to question why they’re there, and how they got there

Implicit Association Test Review

Developed as device to explore unconscious roots of thinking & feeling

Interpreting results: Not prescriptive Simply a way to understand pathways our brain creates without us thinking about it Can be changed with conscious effort

What exactly is implicit bias?

Form of cognitive short cuts Can be a good thing, streamline decision making 11 million bits of info/ second - can only process 40 bits/ second

Good to rely on some (fire = dangerous) Others can be more problematic (voting all one way w/ no research) Some we definitely need to question why they’re there, and how they got there

How do we learn bias?

• Socialized from an early age • Through different mediums

• Video on socialization, “Black doll, white doll”

Outcome?

Continues to uphold unequal structures Lulls into sense that “this is the way it is” so we don’t criticize

Fuels our bias & assumptions we make on people's: Character Qualifications for public office Effectiveness in work place

Common Bias in Hiring

Resume/ LinkedIn Class Bias LGBTQ Bias In-group Bias Projection Bias Effective Heuristic

Interview Process Projection Bias Selective Bias Expectation Anchor Effective Heuristic

4 Common Types of Gender & Race Bias

• Performance • Performance Attribution • Competence/ Like-ability Tradeoff • Maternal Bias

Performance Bias

Performance Bias in Gender & Race

GENDER • Blind auditions • Identical Resumes • Overestimated for men

with traditionally male fields

RACE • Identical resumes with

black & white sounding names

• Even more pronounced when customer facing roles

Impact of Performance Bias

• Fewer opportunities • Held to stricter standards • Self Fulfilling Prophecies • Women & URM judged based on what they’ve

done, men judged on potential

Impact of Performance Bias

• Fewer opportunities • Held to stricter standards • Self Fulfilling Prophecies • Women & URM judged based on what they’ve

done, men judged on potential

Performance Attribution Bias

Performance Attribution

• When working together, men get more credit for same work

• Men judge themselves 60% more qualified with same qualifications

• See this with job applications as well • Males attribute success to their own skills,

women attribute it to help they get from others

Impact of Performance Attribution Bias

Impact on women from others • Don’t get the same credit • Interrupted more • Blamed for mistakes more

often

Impact on women from themselves • Imposter syndrome • Lower Self Confidence

Competence/ Like-ability

Tradeoff

Competence/ Like-ability Tradeoff Bias

Impact on women from others • Don’t get the same credit • Interrupted more • Blamed for mistakes more

often

Impact on women from themselves • Imposter syndrome • Lower Self Confidence

Impact of Competence/ Like-ability tradeoff

• Double bind for women, especially in leadership positions

• Can’t be too aggressive or they’re “bitchy” can’t be too soft or they’re “emotional”

• The same attributes that folks deem imperative for male leaders, become negative for women leaders

Combatting the Tradeoff

• Push back on like-ability penalty where possible • Recognize accomplishments • Watch words like: aggressive, pushy, abrasive, bossy,

demanding, style

Maternal Bias

Maternal Bias

• Identical resumes, except for PTA buried in volunteer work

• 79% less likely to be hired • 70% less likely to be promoted

Impact of Maternal Bias

• Fewer women in leadership/ decision making roles • Preserves pay gap

Combating Maternal Bias

• Manage family leave, encourage men to take it • Encourage flex time • Encourage a family friendly work environment

Moving Forward

Research Based Suggestions | Hiring

• Structured Decision Making • Set clear criteria related to job performance before

hiring • Set objective standards in advance for evaluating

performance & assigning projects • Make these transparent • Stop & think before making “people-decisions” when

in stressful situations • Encourage accountability to explain decisions for

hiring, evaluations, peer reviews and any other decisions about people

Research Based Suggestions | In The office

• Set ground rules for meetings to ensure all voices heard

• Develop practice to cease interrupters so everyone gets their input

• Rotate responsibilities for “second shift” and office tasks

• If you see something, say something

What You Can Do

• Take note of your 1st impressions of people - are they based on stereotypes or unconscious bias?

• Point it out • Empower others to call out unconscious bias by

calling it out yourself • Actively solicit input from folks, if you get feedback,

say “thanks” • If you get it wrong, apologize

2 Strategy Solution to Override Bias

• Change implicit associations • Educate self • Diversify media

• Consciously override biases

• Both will lead to more effective judgement

2 Strategy Solution to Override Bias

• Change implicit associations • Educate self • Diversify media

• Consciously override biases

• Both will lead to more effective judgement

Resources

• Project Implicit

• Beginners guide

• Documentaries [13th, Missrepresentation, Lives Worth Living]

• Art - #blackatwork exhibit

• Be politically engaged

Closing Thoughts

• Remember these associations were built over the course of 24+ years, won’t change overnight