2 You can change your filters A change in your own circumstances, or new experiences, can realign what your brain pays attention toThey can also alter the way it responds to different cuesWhen pregnant you see others who are pregnantMini drivers always spot other minisWhen you see grab sacks or polished shoes you notice people more
3 Steps to take Be alert to bias – AWARENESS Practice retraining your brain – MINDFULNESSBring about practices that prevent bias affecting an outcome – RESOURCEFULNESS
4 Acknowledge your biases Starts by understanding that we all have biasesActively look for biases in your decision making processQuestions where the biases came fromLearned from experience?Does the bias apply to all people of that group?What can you do to move beyond the bias?This is a slow process but gets quickerIf you have a certain expectation about a type of person you need to ask if it applies to the individual in front of you
5 Awareness Take an implicit bias test (Harvard Implicit Bias Test) Identify how you learned your biasesIndividual workbook questions up to and including page [5 minutes. Go!]Beware your defensive natureNow recall situations in which you will have sought out your kinship group (Page 5)Notice that your defence mechanisms kick inThis is the first thing you have to be mindful of.Defence feeling comes from ambiguity/not knowing what will happen next
6 How might you respond to someone from a different kinship group? Attempt question on Pg 6The outcome of interviews and appraisals can be highly influenced by biasesInterview scenario: two people on panel. First person enters. One of panel gets ‘good feeling’ about person who happens to be similar (same Kinship group). Interviewee stumbles at first Q. Panel member says ‘Take your time, everyone is nervous in these settings’. Interview goes well. Self reinforcing. Similar happens for a second interviewee from a different kinship group. No such support when they stumble at first question. Changes the whole course of interview.
7 Mindfulness This means dissecting your decision making CONSCIOUSLY Try question on page 7 about people who are overweightWhat did you come up with?
8 Ask yourself Take any one of the adjectives that you listed Does that word apply to all overweight people?If no, why do you hold that bias?Would it be better to see the individual rather than the characteristic?If you do this in your daily life it will allow you to pause and be objective
9 Question yourself How many people do I know that conform to this bias? How many people do I know that do not conform to this bias?
10 Finally for this booklet Look at the last pageIn groups of four allocate the words in the box to the facesWhat do you notice?
11 Most people noticeThat, within their groups, people wanted to attach words to different facesFor certain words you were more certain about which face to attach them toThis demonstrates several of the concepts we previously learned about
12 These concepts are:1. Ambiguity exists when you have no experience of a particular group of people. When this is the case you resort to schemas to make their decisions. These may be wildly wrong.2. Some biases are very strong, because of hard wiring. The old, but fast, brain is making these decisions for you.
13 If you exaggerate these features you get a happy face Unconscious brain links trustworthiness to up-arching eyebrows and neutral or smiling lipsIf you exaggerate these features you get a happy faceIf you invert these features you get an angry faceAnd what is silly: not one of these faces is truly linked to trustworthiness.If you do not recognise and evaluate your bias you could get all of this wrong
14 Resourcefulness See the individual Study participants viewed photos of unfamiliar black and white facesBrain response measuredShown faces again. This time given some personal information about individual
15 When shown pictures blue dots are white faces, red dots are black When shown pictures blue dots are white faces, red dots are black. Orange and yellow are lighter dark skins.Note dark = amygdala lighting up. This is your FEAR area.Repeated, this time with personalised information. Now all faces activating same area.
16 Resourcefulness – be positive When you come to think critically of some one STOP.Are you critical because of the way they look or their behaviour?Could you be misreading that person?If you had to say something positive what might it be?
17 Endorse Micro-affirmations Provide little acknowledgments of people’s contributions and accomplishmentsGive public recognition: commend people on the spotProvide an ear or a shoulder when needed
18 Individual betterment Tell the truth to yourselfNotice what influences your decisionGather data about yourselfStretch your comfort zoneStimulate your curiosity about others
20 Changes to your organisation Encourage others to take an implicit bias testDiscuss your resultsHave a frank conversation about they way you currently view people based on their age, gender, colour, religion, sexuality. As a team decide which views are reasonable and which you should challenge
21 Reframe the conversation Don’t do this because of some legal necessityDon’t talk in terms of discriminationInstead get your message out in terms of fair treatment and respectDo it because it is the right thing to doWhen people get angry/revolt ask them to stop and question why that is their response
22 Challenge Other people’s treatment of people from minority groups Negative language and stereotypes: if you don’t know a lesbian how can you know if the stereotype you talk about is real or not?Language really does matter – don’t diminish the effect you have on othersWe often here people saying, The RSM really shouldn’t tell people off by calling them gayBut it doesn’t matter. John is gay and he doesn’t mindDoes John mind? If you asked him, how likely would he be to isolate himself by saying he did mind?
23 Create A culture of acceptance If there is one bisexual man in your unit his fitting in depends on how open to diversity your unit is. It is NOT based on how hard he tries to fit in.Opportunities for people of different kinship groups to interact and debunk mythsAll research in this field shows that most people give up false stereotypes andPrejudices when they get to know people from a minority group. Seeing them as an individual is important.To do this make people of different cultures interact. If you don’t know a gay, get one to reverse mentor youVolunteer your unit’s energies or time to local LGBT groups. Great for recruitment and press. Get the straight people to do this.
24 Celebrate Your unit’s diversity and the Army’s diversity Advertise these groups proudly. Don’t leave promoting diversity groups to the one of two ‘diverse’ individualsAcknowledge people’s work in inclusivity and diversity when writing their reports: make it something you take seriously when reviewing who should go forward for promotionGet messages from the CO that are positive and welcoming – not legal speak.This last point is a vital test of how seriously you take this. Making diversity the problem of the people already being left out is a double blow.Take control of diversity yourself. Be the one to put up the LGBT posters.All white groups were asked to do a test on diversity. Then a mixed colour group did the same. The whites in the 2nd group scored highest.
25 Scrutinise How you perform your MPARs and reports How you decide who goes forward for coursesDoes your unit use the same formula each time?The language used in performance reviews (perky, flamboyant, nice, aggressive, loud etc.)Yourself for biases when performing appraisalsThe temperature of your drink matters: cold drink cold response.Same goes for lighting, time of day, and how much sugar you have had.
26 Commission services Get in house training Address stereotypes Promote an understanding of unconscious biasProvide tools for relearning biases
27 Gauge your successes Anonymous, in house surveys Are you treated differently based on..?Have you had negative experiences because of..?Do colleagues interrupt bad behaviours?Does the CoC actively promote diversity?Don’t rely on complaints or lack of themAny system that requires the person suffering biase ends up being punished twice: once when people demonstrate their bias, again when theyMake a complaint.
28 Enacting policy alone is a key element of failure Gay male soldier receives positive feedback because people worry about having frank discussion about shortcomings. Lack of opportunity to grow reflects in average grades. He approaches his OC to ask what he can do to promote.ProblemsolvingapproachRiskmanagementapproachOC document interactions. May seek advice from RCMO/RAO because of fear ‘gay card’ may be played. Average grades used to explain lack of promotion. No obvious growth areas identified. Soldier stalls.OC reflects on unconscious biases. Realises previous appraisals have not highlighted areas for betterment. Realises this was from fear of ‘being hard’ on soldier. Distributes new assignments and helps guide him through. Grade improvement and potential for promotion gained.
29 Unconscious Bias Tool Kit Eliminate your own biasesProvide a work environment that is welcomingDo not put onus of diversity onto the few individuals who are differentOffer meaningful work and honest feedback to everyoneProvide mentorsBe mentoredFoster cultural awareness: ensure staff interact with people from minority groupsChange ‘necessary diversity training’ (MATT 6) to interactive training that allows between-group mixing/interactionEnsure those who manage careers are truly on board with E&DReward people who make a commitment to E&D
30 Help people be themselves 10 things you can say to someone who comes out:1. Nothing - It’s fine to take a moment and take it in before you respond, so you don’t blurt out something you don’t mean. But eventually you will have to say something2. Thanks for trusting me enough to tell me3. I’m listening and here if you want to talk4. It’s really great that you’re being true to who you are5. I don’t know many gay people, please let me know if I do or say anything that offends you. I wouldn’t want to say anything that upsets you6. I’m not sure what the right thing is to say, but I want to be here and supportive for you7. How can I support you?8. Are you comfortable with other people knowing, or do you want to be the one to tell people?9. Have you come out to anyone else? How’s that been?10. Cool. This doesn’t change how I feel about you. Hope we’re still going for that drink on Friday night?
31 Top 10 Things Not to Say to Someone Who Comes Out to You 1. You’re one of them?2. That’s immoral3. But you’ve got children4. You’re just confused5. You can’t be gay, you used to have a boyfriend/girlfriend6. Have you tried talking to a professional about this?, maybe they can help you7. It’s probably just a phase8. But you’re so pretty, lots of men here like you, you don’t have to be a lesbian9. What? You’re gay, but we go to the gym together. Does that mean you’ve been looking at me ‘that way’ all the time?10. How long have you known you were … you know?
32 Your challenge, should you choose to accept it.. Within the next two weeks, identify personal behaviors that are consistent with bias and commit to deliberately changing at least one of those behaviors.Pursue strategies in your work setting that will encourage others to undertake behaviors that are inconsistent with bias.Display counter-bias material at work.
33 There is a massive pool of diversity. Dive on in!