What is bias? How did we develop it? And, most important, what can you do about your own personal bias? Join us for an interactive presentation that will draw upon videos, vignettes, and personal experiences to help you better understand “unconscious bias,” explore how it shows up in your life at work and beyond, and make a specific action plan to counteract your biases.
5. • Bias – Preference that inhibits impartial judgment
• Prejudice – Strong feelings or beliefs about a
person or subject; pre-judging others without
reviewing facts or information; often based on fear.
• Stereotype – Assumption that everyone in a group
is the same.
Basic Definitions
8. Strategy 1: Watch Your 1st Thought
Altering Your Patterns of Thought
Source: Creative Common License
9. Strategy 2: Use the Power of Logic
Seriously?
Source: Unknown Author, licensed under CC BY-SA
10. Strategy 3: Hit the Pause Button
Limbic System Switch
Source: Unknown Author, licensed under CC BY-SA
11. Strategy 4: Act as if the Bias Does Not Exist
Bias?
Source: Unknown Author, licensed under CC BY-NC
12. Strategy 5: Cultivate Common Ground
Common Ground…
Source: Unknown Author, licensed under CC BY-NC-SA
13. •Strategy 1: 1st Thought
•Strategy 2: Use Logic
•Strategy 3: Hit Pause
•Strategy 4: Act as if Bias Non-existent
•Strategy 5: Common Ground
5 Strategies for Defeating
Unconscious Bias
14. • Implicit Associations Test.
• Examine your level of bias related to things like gender, sexuality, ethnicity, religion, body
type, and more.
• The IAT is available online, free of charge, via Project Implicit
(implicit.Harvard.edu)
• Researchers have indicated that the IAT has shortcomings,
Implicit Association Test
15. All That We Share
https://www.youtube.com/w
atch?v=jD8tjhVO1Tc
29. The chances of dying in a vehicle accident is 1 in 84, as
opposed to a 1 in 5,000 chance of dying in a airplane
crash…
Are you more afraid of the shark or the lion?
The World Health Organization estimates that more
than 1 million people die yearly due to mosquito
bites.
Statistics show that falling coconuts are a much more
likely to hit us than to be attacked by a shark.
31. The nicely dressed doctor on the left is on German TV daily to give his
expertise for advertisement purposes only. He has nothing to do with
health concerns nor is he a doctor.
The smoker was Germany´s Chancellor
for 8 years – Helmut Schmidt
32. • What most of us normally see
or experience doesn’t rise to
the most extreme levels—but
there’s still pain and conflict
• Quick dialogue
• What have you seen, heard
about or experienced within the
last year that seemed to reflect a
culture clash?
33.
34.
35.
36.
37. PRIVILEGE IS WHEN YOU THINK
SOMETHING IS NOT A PROBLEM
BECAUSE IT IS NOT A PROBLEM
TO YOU PERSONALLY
38.
39. *LEARNING OR ATTENTION
DISORDER (e.g. ADHD) SWGS 6050: OPPRESSION & SOCIAL
SOCIAL
PRIVILEGE,
POWER & STATUS
e.g. Access to
Opportunities/
Resources
45. MALE PRIVILEGE AT NETWORKING EVENTS
1. My relationship is NOT a primary topic of conversation
2. I rarely have to worry abut unsolicited sexual advances at a
professional social gathering
3. I never feel anxious about “sticking out” as one of the few
members of my gender in attendance
4. Acquaintances greet me with a handshake rather than a hug or
kiss.
From “White Privilege: Unpacking the Invisible Backpack” by Peggy
McIntosh
46. University of san Francisco:
check your privilege campaign
“We live in a society that is often oppressive to certain groups of
people. However, we all carry particular types of privilege(s) that
allow us to advocate for social justice and change in various
situations.”
This campaign was designed to begin the discussion around
privilege and social inequalities in an effort to raise critical
awareness of the institutional oppression often seen in the United
States of America. Goals included:
• To increase knowledge and improve beliefs about privilege.
• To heighten awareness of privilege among the USF community.
• To encourage the use of privilege to advocate for others.
58. Acknowledgments:
Derek Moore – Presenter
Karyn Westervelt – Moderator
Special thanks to Dr. Jessie Legros
Anne Dillard Glenn, Global Grant Chair - Rotary Club of Dunwoody
Joel Lesko, Filmmaker - SunShower Learning
Vicki Clark, Diversity and Management Leadership Coach
Therese & Edouard Legros – My Parentals
59. This presentation and others
from throughout the convention
are available through the
convention mobile app and on
SlideShare at
www.SlideShare.net/Rotary_International.
60. Rate this session in the Rotary
Events app, available in your
Apple or Android app store.
Hinweis der Redaktion
1
Learn about the different types of bias. Overcoming unconscious biases is a complex process because there are so many different types of biases and they manifest in different ways. To make it easier for you to identify when you may be showing an unconscious bias, learn about the different types of bias and how they usually manifest. These types include:[5] Normative bias. Having an idea of how things ought to be or how a person should be, which affects your ability to see the positives of things that are outside of these definitions.
Performance bias. Overestimating someone’s abilities based on their background, such as by associating a person’s name with experience in their field.
Confirmation bias. Looking for information that will confirm a bias, such as by scanning a person’s Facebook profile for evidence that what you think about them is true.
Performance and attribution bias. Attributing the success of someone from a high performance group to their abilities, and attributing the success of someone from a low performance group to the help they received from other people.
Personal filters and competence/likeability tradeoff. Assessing someone based on how much you like them or think they would fit in with your community, rather than by looking at their actual qualifications.
Maternal bias. Doubting someone’s commitment to their chosen field because of things like their age, sex, ethnicity, sexual orientation, family status, or disability.
Maternal bias. Doubting someone’s commitment to their chosen field because of things like their age, sex, ethnicity, sexual orientation, family status, or disability.
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