Creang Mindful Inclusion: Building Organizaons that Migate...

Crea%ngMindfulInclusion:BuildingOrganiza%onsthatMi%gateBias

HowardRoss,FounderCookRossInc.

If you would like a synopsis of the presentation and

several thought papers on UB, please leave your

business card after the presentation or contact

Howard.Ross@cookross.com @HowardJRoss

Arerestaurants

good?

Does joining the gym get you in

shape?

We don’t think the way we think we

think!

4'

The McGurk Effect

A tendency or inclination that results

in judgment without question.

What is Bias?

What function does bias serve?

Bias in Action

Katherine Milkman,Wharton, Modupe Akinola, Columbia University, Dolly Chugh, New York University

Women had 35.2% more emails ignored…and 59.9% more meetings declined

Law firm partners were sent a memo from “Thomas Meyer” with 22 spelling, grammar, technical analytic errors…

4.1/5 10.2 Errors Found

“HAS POTENTIAL” “GOOD

ANALYTICAL SKILLS”

“GENERALLY GOOD WRITER

BUT NEEDS TO WORK ON...”

3.2/5 14.6 Errors Found

“NEEDS A LOT OF WORK”

“AVERAGE AT BEST”

“CAN’T BELIEVE HE WENT TO

NYU…” 9"*&(;##<#1(

17

Christine Kolehmainen, MD MS Veterans Administration Hospital Journal of Academic Medicine, 2014

“Witchy With a B”

Researchers found that female doctors were “resented” and then apologetic when they were leading CPR efforts

Even Female Hurricanes Get No Respect!

=>#?$.#(8-""*0$&#1($"#(+#$+.*#"(78$&(?$.#(8-""*0$&#1@(A$%2&$.(90$+#?B(2,(C0*#&0#1D(E-&'D(C8$<*FD(G*1H$&$78$&D($&+(I*.J#D()$B(KLMN((

Researchers studied the 47 most damaging hurricanes, from 1950-2012 (excluding

Katrina and Audrey)

KO($<#"$'#(+#$781(

NP($<#"$'#(+#$781(

JohnFe(erman•  MayorofBraddock,PA(asuburbofPiFsburgh)–thetaFooonhisarmisthezipcode!

•  HasaMaster’sdegreeinPublicPolicyfromHarvard•  ServedintheAmericorps•  Receivedinterna%onalmediaaFen%onfortheeconomicrevitaliza%onprogramminghestartedinhiscommunity

TedBundy•  Americanserialkillerandrapist.•  Confessedtokilling30women

We make stuff up about people…

Height Sexual Orientation

Appearance

Weight

Accent

Skin Tone

Hand Dominance

Race Gender

Name

Religion

Disability

Age

Height Sexual Orientation

Appearance

Weight

Accent

Skin Tone

Hand Dominance Hand Dominance

Race Gender

Name

Religion

Disability

Age

Which are ours?

The road to unconscious bias is paved with good

intentions!

Bias will never go away, but systems can be created that

help mitigate the impact of bias in our

organizations

Interventions occur in four domains:

• Education • Priming • Systems and structures

• Accountability

Interventions occur in four domains:

• Education

8 Key Elements of Effective

Unconscious Bias Training

1 We cannot function without

bias! Normalize it rather than

demonizing it. Stop trying to make it go away, but instead

learn to navigate it and mitigate it’s impact

2 Be evidence-based

3 Speak to common ground rather than

differences

•! =Z?V$78#%0(&#-"$.("#1V2&1#1[+#0"#$1#+(1*'&*\0$&7.B(H8#&(V$"%0*V$&71(<*#H#+(,$0#1(2,(278#"("$0#1@((

•! ]*$2^*&'(]-D(]*$&'B-(_-2D(]*$2B*&'(`$&'D($&+(C8*8-*(I$&D(R#Q*&'(a&*<#"1*7B(

•! =`8#&(78#(7$"'#7(*1($&(2-7b'"2-V(?#?J#"D(V#2V.#(?$B(8$<#(V2H#",-.(?2%<$%2&1(&27(72(0$"#($J2-7(2"(8#.V(c78#(278#"YX@(

•! )*&$(!*Q$"$D(!$"&#'*#()#..2&(a&*<#"1*7BD(Z?*.#(4"-&#$-D()/dD($&+(;#J#00$(C$e#D()/d((

•! =Z?V$78B(*1(+*?*&*18#+(H8#&(V#2V.#(SJ.$0Q(2"(H8*7#T(H82(82.+("$0*$.(J*$1#1(1##(78$7(V$*&(*1(J#*&'(*&f*07#+(2&(7821#(2,($&278#"("$0#Y@(

•! C$.<$72"#()$"*$(9'.*2%(2,(C$V*#&6$(a&*<#"1*7g(+*(;2?$(

4 Provide an

understanding of the human mind

“Workshops or other learning modules that help professionals

learn about non-conscious processes can provide them

with skills that reduce the impact of bias when they interact with

(non-dominant) group members.”

Moscowitz,LehighUniversityMSandStone,Univ.ofArizonaMS

Does Diversity Training Work?

!$7$.B6*&'(V#"12&(2"(

0*"0-?17$&0#(

4$0Q'"2-&+(

!$7$.B6*&'(V#"12&(2"(

0*"0-?17$&0#(

>$17(SZ?2%2&$.T(

4"$*&(

C.2H(Sd8*&Q*&'T(4"$*&(

SLB CFLTK CFLTK

SPRND HLMG CFLTK

SLB SPRND SLB

SPRND HLMG CFLTK

HLMG SPRND CFLTK

John Ridley Stroop, 1935

RED GREEN YELLOW

BLUE GREEN BROWN

RED YELLOW BLUE

BROWN BROWN BLUE

YELLOW GREEN RED John Ridley Stroop, 1935

Create applicable experiential

learning…don’t just talk about it!

" !Based on reading the resume and narrative about this individual, how likely would you be to recommend that they get hired?

iL( jL( PL( jL( jL( jP(jP( iL( jP( kP( PL( kL(iL( jL( NL( lL( iL( jL(lL( iL( jP( ML( jL( MLL(lL( jP( kO( iL( iL( KP(

lL(

KK(

iO( jP( kM( kO( jL( kk(

ML( MLL(

16%

0%

84%

68%

32%

5 Assume good

intentions. Diminish blame,

shame and guilt and encourage

responsibility …people do not want

to be “fixed”!

6 Make it relevant and applicable to their

world

7 Shift awareness and

behavior!

8 Focus both

individually and collectively

“The odds of limiting the constraints of biases in a group setting rise when discussion of

them is widespread.” Daniel Kahneman

Building a Culture of Inclusion and Cultural Competency

“Change means movement. Movement means friction. Only in the frictionless vacuum of a nonexistent abstract world can

movement or change occur without the abrasive friction of

conflict.” Saul Alinsky

Recruitment

Interviewing

Hiring

Orientation, Development &

Learning Resources

Mentoring/ Coaching

Benefits

Marketing/ PR

Business Development/

Sales

Community Relations and

Customer Service

PERFORMANCE

Attrition/ Retention

Cultural Competency

Internal Communication

& Information

Sharing

Leadership & Employee Behaviors

Metrics

Promotion/ Advancement

Structure

Leadership &

Employee Resource Groups

I*172"B( Z&<*"2&?#&7$.((

)*11*2&D(G*1*2&D(G$.-#1(

5"'$&*6$%2&$.(!-.7-"$.(

Vendor Relationships

Interventions occur in four domains:

• Education • Priming

“We see what we look for, and we look for what we know.”

Goethe

SO_P

SO_P

SOAP

SOUP

SO_P Soup

Soap

Priming Effect

John Bargh, Yale University

d*&&$(A*#.1#&D(h*1$(n#V*&1Q*(n#V*&1Q*

Nudges

Inclusion Nudges •  “AnonymousCVsProcess”:Removeiden%fyingdetailsfromallCVsforfirstscreenings

•  ForExecu%veposi%ons,havethesearchconsultancydelivertheshortlistofcandidatesanonymously

•  “BlindInterview”:Haveatleast1interviewpanelistpar%cipatebyphone(notseeingthecandidate).

•  Insteadofhavingadiversitygoalof“30%women”,flipthegoaltobe“notmorethan70%ofanyonegender”

TinnaNielsenandLisaKepinski

What nudges can you create?

Performance Support Tools

Decision Aid: Job Assignments

Interventions occur in four domains:

• Education • Priming • Systems and structures

•! Remove names from resumes •! Check your anchoring biases (e.g. schools

or “qualifications”) Recruiting

•! Provide interview questions early •! Be aware of the “climate” •! Use “decision aids”

Interviewing

•! Watch assumptions/language in references •! Use diverse panels for hiring •! Create clear decision criteria

Hiring

•! Explore alternatives to rated assessment •! Watch for urgency, recency, and primacy

biases

Performance Review

Remember, lack of structure promotes

bias; structured processes encourage

equity and accountability

Create “if-then” statements for leading people to more mindful

behaviors

Neuro-LeadershipIns%tute

If-Then Statements “IFthisorthatdoesordoesnothappen,THENIwilldothis”

IFIamthemostseniorpersonin

theroom

THENIwillsharemyideaslast

If-Then Statements

“IF this or that does or does not happen, THEN I will do this”

/>(/(8$<#($&(#e0*%&'(

2VV2"7-&*7B(,2"(2&#(2,(?B(17$o(

dIZA(/(H*..("#V.$0#(78#(='272(V#"12&@(H*78($(

=:@(

Interventions occur in four domains:

• Education • Priming • Systems and structures

• Accountability

Use ongoing analytics to track results of

processes by group identity to identify

patterns

“Wait a minute…OMG…aren’t you talking about….”

QUOTAS!?

Batching Metrics

% Candidates Applying for

Jobs

% Candidates

Offered Positions

% Candidates Accepting Positions

% Successful Candidates

After Six Months

25% 12% 25% 12% 25% 12% 12%

20

25

30

35

40

45

Pipeline Offers Acceptance Successful

Women’sInclusionData

Target 2011 2013 2015

If you would like a synopsis of the presentation and

several thought papers on UB, please leave your

business card after the presentation or contact

Howard.Ross@cookross.com @HowardJRoss

ReInvent ingDIVERSITY

Transforming Organizat ional Community

to Strengthen People ,

Purpose , and Per formance

HOWARD J. ROSSForeword by Jul ianne Malveaux

@HowardJRoss

Orchestras & Symphonies