In this engaging session by Kimberly Mill, Ph.D., the topic of bias was discussed in depth. The presentation started with defining the differences between implicit and explicit biases and had audience members providing descriptions of both. The audience participation brought out several unique, sometimes humorous examples that solidified the definitions provided by the presenter. The examples underlined the point being made – humans are hard-wired to quickly sort people into “boxes” in their minds based on a rapid but often flawed assessment of some trait that an individual has or displays. We then look for information to reinforce that belief.
The presentation then went into more details, defining and covering topics such as anchoring bias, group think and stereotype threat. Some of these types of bias impact those around us, while others impact ourselves and may limit our successes and advancements in life. The session also dove into the relationship between bias and power, through processes such as micro inequality, micro-advantages and privilege.
The final topic covered was identifying and limiting our own biases. While this could be briefly summarized by one quote by the presenter – “You have to be aware of how your emotions influence you and how they promote biases.” – it was much more in-depth. The first and most effective way of reducing individual bias is to be aware of your own biases. Being skeptical of your first impression and categorization of individuals, spending time with those different than yourself, and inviting feedback and differing views are all good ways to identify implicit biases. You can also limit bias in your organization through processes such as ensuring social activities are inclusive and creating checklists, criteria and anchors for interviews, promotions and evaluations to ensure a fair process. This session gave audience members the tools necessary to identify and limit implicit biases in their lives and organizations.
By Daniel Rohrbach
