Solutions

Want to Hire Veterans? Look Past Your Biases, Misconceptions (2016)

This article looks at how employing veterans can be beneficial for an organization. It also goes over how to remove biases or misconceptions that someone may have about hiring veterans.

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Gurchiek, Kathy. “Want to Hire Veterans? Look Past Your Biases, Misconceptions.” Society for Human Resource Management (SHRM). April 28, 2016. https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/want-to-hire-veterans-look-past-your-biases-misconceptions.aspx

Unconscious Bias Towards People with Disabilities in the Workplace (2017)

This article goes over a few different statistics that show how people with disabilities are affected by unconscious bias. The article also outlines different tools and solutions that exist to help mitigate some of the biases.

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Maciujec, Shelly. “Unconscious Bias Towards People with Disabilities in the Workplace.” Ability Magizene. 2017. https://abilitymagazine.com/unconscious-bias-pwds-workplace/

Do Contact and Empathy Mitigate Bias Against Gay and Lesbian People Amon Heterosexual First-Year Medical Students? (2015)

Since lesbian and gay individuals face discrimination from health care providers, they asked for research on providers’ attitudes. Medical school is viewed as a critical juncture for improving future providers’ treatment of sexual minorities; therefore, this study examines implicit and explicit bias against lesbian women and gay men among first-year medical students, focusing on two predictors of such bias, contact and empathy.

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Citation (Chicago):

Burke, Sara E., MPhil, Diana J. Burgess, PhD, John F. Dovidio, PhD, Rachel R. Hardeman, PhD, MPH, David B. Nelson, PhD, Sylvia P. Perry, PhD, Sean M. Phelan, PhD, Julia M. Przedworski, MPH, Michelle van Ryn, PhD, MPH, Mark W. Yeazel, MD, MPH. “Do Contact and Empathy Mitigate Bias Against Gay and Lesbian People Amon Heterosexual First-Year Medical Students? A Report from the Medical Student CHANGE Study.” Academic Medicine, Vol. 90, No. 5. May 2015.

A Gender Bias Habit-Breaking Intervention Led to Increased Hiring of Female Faculty in STEMM Departments (2017)

This study looks at how a gender bias intervention led to an increase of gender bias awareness and self-efficacy to promote gender equity in six different STEMM (Science, Technology, Engineering, Mathmatics, Medicine) departments at the University of Wisonsin – Madison. The intervention was shown to have undeniable and practical significance on the advancement of women in science.

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Citation (Chicago):

Devine, Patricia G., Patrick S. Forscher, William T. L. Cox, Anna Kaatz, Jennifer Sheridan, Molly Carnes. “A Gender Bias Habit-Breaking Intervention Led to Increased Hiring of Female Faculty in STEMM Departments.” Journal of Experimental Social Psychology. August 17, 2017.

Long-term reduction in implicit race bias: A prejudice habit-breaking intervention (2012)

This 12-week study examines how to create a habit-breaking intervention in order to reduce people’s long-term implicit racial bias. The intervention led to dramatic reductions in implicit race bias and led to participants having a greater concern about discrimination and awareness over their own biases.

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Citation (Chicago):

Devine, Patricia G, Patrick S. Forscher, Anthony J. Austin, William T. L. Cox. “Long-term reduction in implicit race bias: A prejudice habit-breaking intervention.” J Exp Soc Psychol. November 2012.

How Mindfulness Can Help Dislodge Unconscious Racial Biases (2014)

This article shares some research findings on how white people have a quicker response time for positive words associated with white faces than positive words associated with black faces, as well as a quicker response time for negative words when paired with black faces then white faces, and stronger associations between young and good, as well as old and bad. Practicing mindfulness might impact racial biases, according to this study.

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Citation (Chicago):

Gregoire, Carolyn. “How Mindfulness Can Help Dislodge Unconscious Racial Biases.” The Huffington Post. Dec 09, 2014. https://www.huffingtonpost.com/2014/12/09/mindfulness-racism_n_6288040.html

Training Resources

Training Resources:

Stereotype, Prejudice, and Discrimination training from Penn State’s Student Affairs
Re:Work with Google; Unbiasing training
Managing Unconcious Bias with Facebook
- Slides used in Facebook training.
  
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Inclusion: Diversity, The New Workplace & The Will To Change (2017)

Inclusion: Diversity, The New Workplace & The Will To Change

by Jennifer Brown

June 1, 2017

GoodReads.com description:

“In the rapidly changing business landscape, harnessing the power of diversity and inclusion is essential for the very viability and sustainability of every organization. Talent who feel fully welcomed, valued, respected, and heard by their colleagues and their organizations will fuel this growth. We will only succeed in this transformation if those in leadership pivot from command and control management styles to reinvent how we look at people, every organization’s greatest asset. It’s also critical that we build systems that embrace diversity in all its forms, from identity and background to diversity of thought, style, approach, and experience, tying it directly to the bottom line. Inclusion: Diversity, the New Workplace & the Will to Change stands up and embraces what true diversity and inclusion represent to any organization in any industry-an opportunity. Open your heart and prepare to be inspired as award-winning entrepreneur, dynamic speaker, and respected diversity and inclusion expert Jennifer Brown shares proven strategies to empower members of your entire organization to utilize all of their talents and potential to drive positive organizational change and the future of work.”

3 Keys to Defeating Unconscious Bias: Watch, Think, Act (2015)

3 Keys to Defeating Unconscious Bias: Watch, Think, Act

by Sondra Thiederman Ph.D.

June 30, 2015

Book description:

“Have you ever had a biased thought? If the answer is “yes,” join the club. Everybody has biases and, although that doesn’t make us bad people, it does mean we compromise our ability to get along with people who are different from us. The good news is, there’s a lot we can do to defeat bias. Calling on Dr. Sondra Thiederman’s twenty-five years of experience in the diversity/inclusion field, the book lays out an innovative WATCH, THINK, ACT strategy that each of us can immediately apply to the task. Easy-to-read and filled with anecdotes and activities, 3 Keys shows the reader:

How to WATCH their thoughts, experiences, and actions to identify unconscious biases and target them for extinction.
How to THINK in such a way as to weaken and control our biases.
How to ACT to defeat our biases and cultivate the kind of common ground that we know to be inhospitable to the survival of bias.

Designed to motivate real change, the answer to defeating our biases is in these pages. The rest is up to you.

“Simplicity at its finest. We all have those moments of truth when we recognize a bias in our thinking. Sondra’s book gives us a refreshingly practical way to call bias out and change our behavior to defeat it.” — Grace Figueredo, Vice President, Workplace Culture, Chief Diversity & Inclusion Officer, Aetna, Inc.”

Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives (2014)

Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives

by Howard J. Ross

September 9, 2014

BarnesandNoble.com description:

“If you are human, you are biased.

From this fundamental truth, diversity expert Howard Ross explores the biases we each carry within us. Most people do not see themselves as biased towards people of different races or different genders. And yet in virtually every area of modern life disparities remain. Even in corporate America, which has for the most part embraced the idea of diversity as a mainstream idea, patterns of disparity remain rampant. Why?

Breakthroughs in the cognitive and neurosciences give some idea why our results seem inconsistent with our intentions. Bias is natural to the human mind, a survival mechanism that is fundamental to our identity. And overwhelmingly it is unconscious.

Incorporating anecdotes from today’s headlines alongside case studies from over 30 years as a nationally prominent diversity consultant, Ross help readers understand how unconscious bias impacts our day-to-day lives and particularly our daily work lives. And, he answers the question: “Is there anything we can do about it?” by providing examples of behaviors that the reader can engage in to disengage the impact of their own biases. With an added appendix that includes lessons for handling conflict and bias in the workplace, this book offers an invaluable resource for a broad audience, from individuals seeking to understand and confront their own biases to human resource professionals and business leaders determined to create more bias-conscious organizations in the belief that productivity, personal happiness, and social growth are possible if we first understand the widespread and powerful nature of the biases we don’t realize we have.”