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Unconscious Bias Agile Indy
- 2. Neem Serra Developer at Asynchrony St. Louis Women Techmakers lead @TeamNeem
- 4. • Saves you time and effort from processing everything helping your brain categorize information • Influenced by our background, our cultural environment, and our personal experiences • If we try to believe that everyone has good intentions, then most bias falls under the category of unconscious bias Bias = prejudice in favor or against a person, group, or thing compared to something or someone else Bias Categorize information into patterns Influenced by the world around you
- 6. 70% of white people have a preference for white people 50% of black people have a preference for white people implicit.harvard.edu 76% of people have a preference for able-bodied people 76% of people more readily associated males with career and females with family
- 7. Out-group Group that you do not identify with Judge on accomplishments In-group Group that you identify with Judge on potential
- 9. We want to create experiences for a interconnected world Why do we care? Perceived bias effects commitment, job satisfaction, work place tensions, and someone’s feelings of belonging and worth Diverse teams tackle complex problems better and have more innovation
- 11. 1% Bias • Doughnuts can get rated 101%, cupcakes can get rated only up to 100% • 15% attrition at each level, backfill from the next highest performer • Simulation was run 20 times 50 50 50 50 50 50 50 50 50 50 50 50 50 50 50 50 L… L… L… L… L… L… L… L…
- 12. A little bias goes a long way 35 39 43 46 48 48 50 53 65 61 57 54 52 52 50 47 L… L… L… L… L… L… L… L…
- 14. The Power of Names
- 16. European sounding name African-American sounding name Recommended for Hire Brendan Gregg Emily Anne Brendan Emily AishaTyroneRasheedTamika Equivalent: 8 years of experience
- 18. Gender AgeRace/Ethnicity Abilities/ Disabilities Weight/ Body Mass Verbal SlursSexuality Kids/ No Kids Introversion/Extrov ersion Invisible Illnesses ReligionClothing
- 20. How do you speak?
- 21. How do you speak? Who is in your meetings?
- 22. How do you speak? Who is in your meetings? How do you attribute traits?
- 23. How do you speak? Who is in your meetings? Who do you look at when you speak? How do you attribute traits?
- 24. Listen, Believe, and Acknowledge Challenge and Counter Stereotypes Become a Scientist of Your Own Behavior Assess Your Relationship with Outgroups Check the Context of Information Be an Active Bystander Be Aware and Understand the Impact What Can I Do?
- 25. We have all been a help and a harm to people. Let’s just try to help more often At the end of the day… Be caring in how you call it out and thank others when they do Keep an open mind, keep learning and growing, and we’ll all move forward
Hinweis der Redaktion
- People are wedded to the idea that they are able to assess something by looking at it and perceive it objectively but they’re wrong catch yourself before someone else does
- 5 million people have taken it When people are shown images of black and white people, we are more quickly able to associate a white person’s picture with a positive word and a black person’s photo with a negative word
- Does not necessarily mean that you act on it, or that you’re consciously aware of the bias, but it can lead to prejudice
- Opportunities are critical - we aren’t giving people the opportunity to try You’re held to stricter and higher standards. You’re judged on what you did instead of your potential
- Not only will the minority act differently, but the rest of the group stops engaging in group think and starts coming up with different ideas Companies with higher proportions of women board directors outperform those with lower proportions by 53%, with a 42% higher return on sales and 66% higher return on invested capital. Stats from corporate executive board 2012
- Diverse teams tackle complex problems better and have more innovation - Not only will the minority act differently, but the rest of the group stops engaging in group think and starts coming up with different ideas Companies with higher proportions of women board directors outperform those with lower proportions by 53%, with a 42% higher return on sales and 66% higher return on invested capital. Stats from corporate executive board 2012
- How many of you in here design or build products at work?And how many of you are only building products for the people on your immediate team? You’re building your products and experiences for users all over the world, with a diverse set of skills, abilities and use cases. When YouTube first launched the video upload app for iOS, 5-10% of user-uploaded videos were upside down. Were people shooting videos incorrectly? It was optimized for right-handed users and didn't account for the unique perspectives of lefties. We don't have mean-spirited engineers or any malice for left-handed users: What happened was we unconsciously created an app that worked brilliantly for our almost exclusively right-handed developer team.
- 5:8 male Maternal bias - two identical resumes but one said member of the PTA on it. 79% less likely to be recommended for hire, offered an average of 11k less. you’re either 100% focused on your job or 100% focused on your family. you can’t do both • Theassumptionthat“affirmative action” is helping minorities or women adds to this – another reason women/minorities are perceived as not succeeding on their own The ones with the male names were seen as more competent, more hirable, and the average pay was higher
- In this study two groups of resumes were sent out for the same entry level sales and marketing jobs. 50% more. Imagine the impact this has over time on someone’s career possibilities. Law partners were given a mistake-heavy law memo to grade 10 • When a partner thought the author was black, the memo scored a 3.2 grade whereas the same memo scored a 4.1 where they thought the author was white • There was also a drastic difference in the qualitative comments. White authors were described as having ‘potential’ whereas the black authors got comments like “I can’t believe he went to NYU” 77% of black women feel like they have to prove themselves over and over again Blacks and latinos with clean records were just as likely to get a job/callback as whites with criminal records. Affirmative action - some people feel that certain groups are given handouts and then people in that group feel self conscious bc people think that you’ve been given a handout
- “People think that older people don’t pick up new things as easily as younger people” “Statistically, there are more men than women so using ‘he’ makes sense” / “Using ‘he’ is grammatically correct” Othering Assuming people feel safe to tell you when you're being offensive We assume that people are lazy or making excuses or playing sick because they have a disability or illness that can’t be seen. Often, the person doesn’t want to talk about it because it is viewed as a weakness, especially in women
- You always say that Your voice always sounds so [full/devoid] of emotion You talk too [fast/slow] “I question everything” “When no one on the team knows something, they look immediately to the person who they trust the most to have the answer.”
- You always say that Your voice always sounds so [full/devoid] of emotion You talk too [fast/slow] “I question everything” “When no one on the team knows something, they look immediately to the person who they trust the most to have the answer.”
- You always say that Your voice always sounds so [full/devoid] of emotion You talk too [fast/slow] “I question everything” “When no one on the team knows something, they look immediately to the person who they trust the most to have the answer.”
- You always say that Your voice always sounds so [full/devoid] of emotion You talk too [fast/slow] “I question everything” “When no one on the team knows something, they look immediately to the person who they trust the most to have the answer.”
- There is this term called micro-aggression - it refers to the very small behavioral cues that signal whether our contributions are valued, whether I want to talk to you, whether you’re being included or not, etc - unconsciously driven yet influence our behavior. 3.What drove a strong reaction? Take a moment to slow down and think about your decisions and reactions 4. Be aware and conscious — try to understand the impact 5. this black woman vs our project manager 6. Look deep into your perception and Who is in your circle? Who’s missing? Authentic relationships 7. Be an active bystander Improve process, policies, procedures Do not interrupt anyone, introduce everyone, get input from everyone, not the loudest people Walk towards your discomfort Have the courage to stay stuff to people you love - in front of your kids! Don’t shelter them because other people can’t shelter their kids
- Sometimes you have to talk to people where they are instead of where you’re at *Progress is the goal, more you stand up, others do There’s a balance that you need to find with you and your teammates. This balance is constantly moving. People are not really allies or non-allies all the time. They’re really either helpful or not helpful in a moment.