Evidence Based Solutions for D&I in the workplace

Anyone involved in HR and Diversity Issues knows - what we are doing isn't really working. We still have bias. We still have discrimination. We still have problems with inclusion. And none of the initiatives seem to make a dent. Some do, it specific cases, but as a problem plaguing society and our workplace, it's pretty sticky.

This is why I want to share the Evidence Based D&I HR Magazine article: https://www.dropbox.com/s/amz5hisptr6d036/Evidence-Based%20D%26I%20HR%20Magazine%20May17.pdf

We need to use more science to help us solve these problems.  One of the ways we try to solve D&I problems is by compiling reports about experiences of black, asian, minority and ethnic people in organizations to ask about their experiences. And these stories are useful to help us understand the impact of the dynamics and experiences that people are having in an organization.

What this doesn't do is help us come up with solutions to fix them. It is simply not enough to tell stories to try and get people to care. There are other sciences we can bring in to help us. Like, behavioral science, or sociology or psychology.

Another thing that won't work is "solutioneering" which I refer to as proxy problems. Where people decide that the problem is we have not instituted a particular solution. When that might not be the problem at all.

One of these "solutions" is unconscious bias training. But the evidence is that this training doesn't actually change behavior. (http://humanisthappiness.blogspot.com/2018/11/does-unconscious-bias-training-work.html) There are several reasons why that is the case - one of which is what I teach - the science behind how behaviors are actually changed. https://humanistlearning.com/change1/

The advice they give is please don't just act so you can be seen to be doing something. Do something that will actually work. This requires decision makes to be conscientious, explicit and judicious in seeking out and using evidence to design your intervention. 

FYI - I will be interviewing Rob Briner (one of the co-authors) regarding using evidence based management practice. https://www.eventbrite.com/e/evidence-based-practice-to-make-better-decisions-humanistic-professionals-lunch-and-learn-tickets-53964850320

And if you want to learn some of the science on how to actually get behaviors to change - contact me for a training. https://humanistlearning.com/contact-us/

Is Unconscious Bias Training Worth It?

Unconscious bias training is currently all the rage, and for good reason. Discrimination is still a problem. But that doesn’t mean that training will help you overcome your unconscious biases.

Neuropsychologist Sylvana Storey wrote a wonderful piece explaining what the problem is: http://www.huffingtonpost.com/sylvana-storey/unconscious-bias-making-m_b_8771258.html 

It's an interesting essay and worth clicking through to read. She is right, a training isn't enough. The problem of power within an organization and resistance to change also has to be dealt with. Her example of how some people respond negatively to unconscious bias training was amusing because she seems to be unaware that entrenchment occurs whenever behavioral extinction is attempted. So of course, some people will respond negatively. That just means what they learned, they didn't like. It doesn't mean the training was ineffective.

Do hidden biases effect hiring decisions?

Yes, of course they do. We all have our biases. The question is: how can employers / hiring managers avoid letting those biases (whether based on race, gender, sexual orientation, or disability) get in the way of hiring qualified candidates?

What systems or HR practices can small-business owners put into place to keep them from letting biases affect their hiring practices and standards?

Uncovering and controlling your unconscious biasThere are actually free online tests you can take to uncover your hidden biases. Once you know what your unconscious biases are, you can work around them by consciously choosing to hire a person you would normally be biased against.

I have a free online program that goes into this subject with lessons and with links to the free online hidden bias testing websites. See:  https://humanistlearning.com/controlling-our-unconscious-bias/  We do offer self certification for the program if you need continuing education credits.

Random Selection

Another very easy thing to do is to choose your new hires randomly. I know this sounds kind of crazy. But there is science to it – see: http://humanisthappiness.blogspot.com/2014/11/randomness.html

Basically – when we don’t have a good reason to do something, we make up a reason – this is called rationalization. It turns out that decisions made this way are worse than making decisions by random chance or random selection. So if you are having trouble deciding on equally well qualified candidates - once you have vetted them as qualified - choose the one you hire randomly. Literally: pull their name out of a hat or something of that nature. This will help prevent you from introducing your bias into the hiring process through rationalization.

Random selection works in nature and it works in hiring too.

Affirmative Action

When you combine your awareness of your hidden biases with the knowledge that random selection actually works better than bad reasoning, this brings you to a word that has come to have negative associations and that is affirmative action.

It doesn’t matter if you are a small business owner or entrepreneur or even a seasoned hiring manager at a large firm, don’t be afraid of affirmative action. Affirmative action is a way to correct for your bias consciously. It’s not a legal hassle. What it is, is a reminder that you have to take affirmative action and consciously choose to hire people you wouldn’t normally hire because of your biases. Otherwise your biases will control your hiring decisions and your company will suffer as a result.

Diversity is good for your business and its good business. In order to get the benefit of diversity, you have to put some effort into. It won’t happen on its own. You have to make the effort to get out of your comfort zone and actively look for people who challenge your biases.  How often have we been told, oh – we just don’t have enough good women candidates to choose from or enough black candidates to choose from.  If you are saying that, the problem is – you aren’t actively looking for them.

Consider Yourself

To correct for your bias and achieve better results, you have to take affirmative action!!!!!!  If you aren’t willing to take affirmative action to get something done, then perhaps you aren’t suited for a position in leadership.

Good Leaders Check Their Biases

We all have biases. We all have things we prefer and things we dislike. The problem is that biases cause us to have blind spots.

We overlook problems in things we like and see problems where they don’t exist in things we don’t like. There is a term for this. It’s called rationalizing. Deciding why you like or don’t like something after we’ve decided that we like or don’t like it, whatever it is.

We see this most clearly in the political realm where political opponents and their supporters are flinging mud every which way – even onto things they say they support, if their opponents like them. This is why – changing your mind in politics – is called flip flopping.

In the real world being able to change your mind is a good thing. It helps you avoid problems and solve problems when they arise. Reality and truth matter when you are solving problems. Your biases prevent you from seeing the truth. So, a good leader understands their biases and checks them to ensure they don’t interfere with decision making.

This is harder to do than most people realize because, as it turns out, a lot of our biases are unconscious. We don’t even know we have them! We rationalize our decisions without even realize we are doing so. Even people who pride themselves on not being biases or bigoted do this.

The only way to counteract these biases is to become aware of them. Fortunately, Harvard’s Implicit Bias Project has some free online tests you can take to find out what your hidden biases are so that you can come to terms with them and start working on fixing them. See: https://implicit.harvard.edu/implicit/takeatest.html

For people whose job requires them to treat everyone they meet fairly – which is pretty much everyone in the workforce, but especially those in hiring and management – you need to understand how your unconscious biases are impacting your behavior towards others.

We have systemic problems with discrimination in this country. We discriminate against the disabled and old people. We discriminate because of people’s skin tone and weight. We discriminate against people because of their sexuality or sexual expression and because of religion and ethnic.

The problem is so bad we have enacted laws to stop it. And still the problem persists and infects every area of our social lives (hiring, education, law enforcement, health care access and more).

Very few Americans think they are part of the problem. Other people discriminate. They don’t. The reality is we all do this. We all have these biases. If you truly want to help be part of the solution, find out what your biases are so that you can stop acting on them, consciously.

To learn more about the science of this and how you can use this information to improve your own behavior and responses so that you aren’t accidentally part of the problem take this free online course – Uncovering and Controlling Your Unconscious Biases at: https://humanistlearning.com/controlling-our-unconscious-bias/  It takes about 2 hours to complete and includes the free online implicit biases tests. And if you want to take this for self study credit – we do offer letters of participation.

Hidden Biases

Biases influence our thinking. They steer us in certain directions and blind us to the truth. It’s worth understanding your biases so that you don’t get fooled by them.

We all have hidden or unconscious biases. We don’t know we have them because we aren’t conscious of them. These biases provide our gut reaction to people, places and things.

Bigotry is often rooted in these unconscious biases and even people who don’t think they are biases, may be discriminating against people without realizing it. And yes, there is quite a bit of science to back this up.

The more we can uncover our unconscious or hidden biases they more we can conscious choose to disregard them in our search for the truth.

The process of uncovering your hidden biases requires reflection and a willingness to learn how you might improve. With the help of Abe Markman of the NY Society for Ethical Culture, we created a free online program where you can learn more about the science of unconscious or hidden biases as well as take Harvard’s Implicit Bias tests so that you can learn what your biases really are.

This program will help you explore your own thinking so that you can control your hidden biases and stop allowing your unconscious fears to control you. To learn more or to access this free online resource visit:  https://humanistlearning.com/controlling-our-unconscious-bias/