the ABCs of implicit bias
Hello Karen Robichaud Communications Editor, Payette
@karenelainer @payettepeople
The BSA Equity Roundtable’s goal is to make the conversation about diversity and equity engaging and accessible. Educational and interactive programs throughout the year will focus on making Boston the most equitable place to practice architecture.
ok to be human
Why talk about it? hidden biases are capable of guiding our behavior without our being aware of their role.� Anthony Greenwald & Mahzarin R. Banaji, Blindspot: Hidden Biases of Good People (p. xii)
Demographic is destiny The United States is projected to be a minority majority country by 2050. Jeffrey S. Passel & D’Vera Cohn, “U.S. Population Projections: 2005-2050,” Pew Research Center
Defining Bias [noun] 1
a particular tendency, trend, inclination, feeling, or opinion, especially one that is preconceived or unreasoned: illegal bias against older job applicants; the magazine’s bias toward art rather than photography; our strong bias in favor of the idea.
2
unreasonably hostile feelings or opinions about a social group; prejudice: accusations of racial bias.
Impact of 1% bias Highest Level
Lowest Level
Group A
Group B
8
50%
7
50%
6
50%
5
50%
4
50%
3
50%
2
50%
1
50%
Impact of 1% bias Highest Level
Group A 8
65%
7
61%
6 5
57% 54%
4
52%
3
52%
2 Lowest Level
Group B
1
50% 47%
Implicit Bias Unlike explicit bias (which reflects the attitudes or beliefs that one endorses at a conscious level), implicit bias is the bias in judgment and/or behavior that results from subtle cognitive processes (e.g., implicit attitudes and implicit stereotypes) that often operate at a level below conscious awareness and without intentional control. The underlying implicit attitudes and stereotypes responsible for implicit bias are those beliefs or simple associations that a person makes between an object and its evaluation that are automatically activated by the mere presence (actual or symbolic) of the attitude object.
Defining Stereotype
ster·e·o·type [noun] 1
a widely held but fixed and oversimplified image or idea of a particular type of person or thing: the stereotype of woman as caregiver.
Stereotypes do not take special effort to acquire. Quite the opposite — they are acquired effortlessly, and take special effort to discount.” Anthony Greenwald & Mahzarin R. Banaji, Blindspot: Hidden Biases of Good People (p. 109)
Stereotype threat Stereotype threat is a situational predicament in which people are or feel themselves to be at risk of confirming negative stereotypes about their social group. Stereotype threat has been shown to reduce the performance of individuals who belong to negatively stereotyped groups.
Man wearing a suit ...
First impressions Âť
Instaneous evaluation about intentions of another person based upson visual clues has a strong connection with biological evolution.
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It takes just one-tenth of a second for us to judge someone and make a first impression. More time = more confidence in the impression.
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Non-verbal behaviors are particularly important to forming first impressions when meeting in a business setting. (social expressivity)
Bias: Case Studies Âť
As late as 1970, top five orchestras in the U.S. had fewer than 5% women. By 1997, those orchestras were up to 25% female.
Bias: Case Studies Âť
As late as 1970, top five orchestras in the U.S. had fewer than 5% women. By 1997, those orchestras were up to 25% female.
Âť
Identical resumes with one variant: race of the applicant. Resumes were not evaluated purely on merit.
Bias: Case Studies Âť
As late as 1970, top five orchestras in the U.S. had fewer than 5% women. By 1997, those orchestras were up to 25% female.
Âť
Identical resumes with one variant: race of the applicant. Resumes were not evaluated purely on merit.
Âť
Among those with no criminal record, white applicants were more than twice as likely to receive a callback relative to equally qualified black applicants.
Ingroup favoritism »
an ingroup is a social group to which a person identifies as being a member
»
an outgroup is a social group with which an individual does not identify
»
ingroup favoristism is when under certain conditions people will prefer and have affinity for one’s ingroup over the outgroup, or anyone viewed as outside the ingroup. This can be expressed in one’s evaluation of others, linking, allocation of resources and many other ways.
Sample architecture firm
Sample architecture firm
Sample architecture firm
Sample architecture firm
Sample architecture firm
Sample architecture firm
Sample project team
Sample project team
Categories of bias POSITION
PROJECT
RACE GENDER
SIZE
ETHNICITY
‘STYLE’ DESIGN REGION
ACCENT AGE
SCHOOL
RELIGION
Categories of bias POSITION
PROJECT
RACE GENDER
SIZE
ETHNICITY
‘STYLE’ DESIGN REGION
ACCENT AGE
SCHOOL
RELIGION
Categories of bias POSITION
PROJECT
RACE GENDER
SIZE
ETHNICITY
‘STYLE’ DESIGN REGION
ACCENT AGE
SCHOOL
RELIGION
Business Case Without a variety of voices contributing ideas, the workplace becomes a homogenized environment where potential brilliance may never be achieved. Diversity should rightly be seen as a benefit to growth, not an obstruction to avoid.� Mark S. Luckie
In a diverse & inclusive workplace, employees report
12% 19%
more discretionary effort
greater intent to stay
57% 42%
more collaboration on teams
greater team commitment
(corporate executive board, 2012)
At firms with diverse leaders, employees reported
60%
more likely to see ideas developed
75%
more likely to see innovation implemented
(center for talent innovation 2013)
Excuses »
Expanding diversity means “lowering the bar.”
Excuses »
Expanding diversity means “lowering the bar.”
If companies are having trouble finding underrepresented candidates, there are unacknowledged problems with their hiring practices and — far too often, office cultures that negatively affect reputation and retention.” Mitch and Freada Kapor, “Dear Investors: So You Want to Take Diversity Seriously (Part 1),” medium.com
Excuses »
Expanding diversity means “lowering the bar.”
»
We’re already doing everything we can.
Excuses »
Expanding diversity means “lowering the bar.”
»
We’re already doing everything we can.
»
Inequity is important, but it’s not “mission critical” to our organization.
What can I do? Âť
Check your own bias and be a bias interrupter
What can I do? Âť
Check your own bias and be a bias interrupter
Âť
Set clear, objective criteria in advance; hold yourself and others accountable
What can I do? »
Check your own bias and be a bias interrupter
»
Set clear, objective criteria in advance; hold yourself and others accountable
»
Build a common language; the more you talk about it, the easier it becomes
Small change can have a big impact.
Small change can have a big impact. Do not underestimate the importance of individual relationships.
What Works: Gender Equality by Design [video]
thank you!