Much of what is said and done in the name of diversity and inclusion today is, unfortunately, based on an antiquated and flawed paradigm. We stubbornly cling to the idea that there are generally two groups of people in the world; there are “good people,” who are open-minded, nonjudgmental and free of bias, and then there are “bad people,” who are closed-minded, judgmental and dripping with bias. This conveniently leaves most of us completely out of the conversation regarding bias; as long as I am a “good person,” I don’t have any work to do, beyond helping to point out the bad ones…who clearly need to be “fixed.”
We know enough today about human beings, specifically the human brain, to know that there is no such thing as a nonjudgmental human being. We are naturally and even automatically judgmental, there is no hatred or fear required. Bias is not necessarily a good thing or a bad thing, it is simply a true thing, and only becomes a problem when we convince ourselves it is not there. Having an accurate understanding of what bias is and where it comes from, allows us to do something about it, to make sure that we are mitigating its impact on our decisions and interactions.
This is an interactive, information-rich and incredibly actionable message.
• Understand what bias, and unconscious (or implicit) bias are.
• Be introduced to research from the fields of social psychology, behavioral economics and neuroscience regarding the source and impacts of unconscious (or implicit) bias.
• Understand why bias is a natural aspect of the human experience.
• Understand and explore the ways that unconscious (or implicit) bias can undermine individual and group performance in the workplace.
• Leave with individual action items that they can immediately incorporate into their work.
• Be prepared to identify collective opportunities for taking action to reduce the impact of unconscious (or implicit) bias.
• Leave with resources to support additional learning, sharing and action relative to mitigating the impact of unconscious (or implicit) bias.