1. Unconscious Bias Training
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© BCS 2014

2. Introductions and welcome
Please add a picture and bullet points highlighting something about you and 1 thing that no one knows about you.
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3. Agenda
Impress upon you the importance of the work you are undertaking.
Introduce you to the concept of unconscious bias and its impact.
Prepare you to run training sessions on Unconscious Bias for your community.
Identifying the materials in your training pack materials.
Prepare you to tackle potential difficulties when delivering the sessions.
Conducting the wash-up and feedback and reporting/debriefing. 3
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4. Objectives – Why are you all here and why is this important?
What is Unconscious Bias.
Why does it matter?
How are Biases formed?
How does Unconscious Bias show up in the work place and possibly within the Institute?
Identifying our own attitudes to diversity difference.
Investigating specific case studies.
The impact of Unconscious Bias on our organisation.
How can each of us personally make a difference within the institute? 4
© BCS 2014 4

5. The Ambassador’s Role
Why your role is of great importance to the organisation?
Who supports this programme?
Preparing for the delivery of a session.
Creating a Confidential forum.
Actively listening.
Value and Respect for the audience’s contribution.
What to do if someone makes an inappropriate comment.
Coping with trainer stress.
What’s in your pack 5
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6. Course Materials Start Here

7. Vision Diverse membership is good for our organisation and industry
Say more about the vision here
Talk about why our organisation is doing this UB training
Legal drivers – 2010 Equality Act
Protected characteristics: age, gender, race, disability, marriage/civil partnership, religion or belief, sexual orientation, gender reassignment, pregnancy and maternity
But biases apply beyond legal categories: eg physique /capabilities, political/scientific beliefs, dress codes & appearance, health conditions (inc mental health), education, income group
Belief 7
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8. Benefits of Diverse Teams
Diversity increases the range and size of the candidate pool, thus maximizing the chances of hiring the best new faculty or staff.
Modelling diversity in the senior levels in the professions, equity demonstrates to underrepresented minorities that they have a future in our organisation
Equity in salary, promotion, and access to resources maximizes the number of people who will receive the power and resources they need in order to do their best work.
Diversity reduces the possibility that some people are prospering at the expense of others.
Diversity increases the likelihood of innovations in ideas, policies, research, teaching, and scholarship.
Diversity has financial benefits.
Diversity has brand benefits.
Women and minorities, as groups, have less power in institutions than do white men, as a group. Women and underrepresented minorities act as a proxy for those with less institutional power. Without policies that ensure equal access, resources and facilities will flow to those who have the most power in the institution. Without policies that track the progress of different groups within the institution, it is impossible to know whether resources and facilities are being distributed evenly.
o Example: a discovery that women in an institution receive computer support more slowly than men can lead to a rational and systematic way of handling all computer help requests.
o Example: the discovery that women receive less information than do men about how to succeed can lead to the discovery that chairs and heads do not nominate faculty and staff for awards and prizes, do not publicize their faculty's accomplishments, and, more generally, do not see faculty or staff development as one of their most important responsibilities. Attention to women's faculty development can lead to improved development procedures across the board.
o Example: the difficulty of determining how long women stay in the rank of associate professor (or its equivalent) can lead to the discovery that the institution has no effective way of monitoring overall faculty progress and thus no way of determining how to ensure faculty creativity and productivity.
Gender equity in salary, promotion, and access to resources maximizes the number of people who will receive the power and resources they need in order to do their best work. Gender equity reduces the possibility that some people are prospering at the expense of others.
Equity increases the range and size of the candidate pool, thus maximizing the chances of hiring the best new faculty or staff.
o The larger the pool, the greater the choice and the higher the likelihood of finding well-qualified candidates.
o Women job candidates may be slightly more talented than men, given their
Benefits of equity 2
difficulties in accumulating advantage.
Within colleges and universities, successful careers on the part of PhD graduates redound to the credit of the supervisor and the school. Schools become known in part through the quality of the students they educate. Every PhD who is lost is an investment that is not paying off. Supervisors' ideas are spread in part through the people they educate.
Within colleges and universities, a diverse faculty gives students a head start in learning how to appreciate and interact with a range of authority figures.
o Students will graduate into working in a diverse world. The mental flexibility that is necessary for success in a diverse world will be developed in part through experiences with a diverse student body and in part through experiences with a diverse group of faculty and administrators.
By modeling diversity in the professoriate and in senior levels in the professions, equity demonstrates to women and underrepresented minorities that they have a future – a good future – in academia and the professions.
o If they do not have a future, why are we educating them?
o Aspirants do not need to see people exactly like them in senior positions and among the faculty. But the presence of a variety of social groups in positions of authority should have two effects.
 First, diversity suggests that there is room for the aspirant: where there is a lot of variety it is plausible to think that there is room for more.
 Second, and relatedly, diversity will ma
 ke the role of, say, scientist or surgeon or successful business person one which is not sex- or race-specific. It will thus make it easier for everyone to make accurate judgments of the qualifications and value of non-traditional applicants for positions.
Equity increases the likelihood of innovations in ideas, policies, research, teaching, and scholarship.
o Innovations arise from diverse groups of people with diverse perspectives. It is not that people reason differently as a function of their sex or race, but that they will have somewhat different interests and experiences which in turn give rise to different ideas. A diverse group increases the likelihood of a range of solutions.
 Example: the development within the discipline of psychology of new areas as women and underrepresented minorities entered the field.
 Example: "Mixed-gender teams produced the most frequently cited patents—with citation rates that were 26 to 42 percent higher than the norm."
o The acceptance of innovations is more likely among a diverse group of people
Thsnks to Dr. Virginia Valian, Hunter Coll. NY and Gillian Arnold
© Tectre Ltd 2014

9. Exercise 1: Exercise Time!
This exercise is designed to help you understand and audit your own attitudes, It is important that you are completely honest in order to benefit. 9 9

10. What the Quiz results indicate
80 OR ABOVE:, you probably value diversity and are able to work with people who are different from yourself. You are willing to change your behaviour so it does not negatively influence others. Use this opportunity to think how you can use your experience and attitude to help others. There is always room for improvement so also use the chance to reflect upon your own biases and their effects. What can you do to help move the Institute forward?
50-80: you are headed in the right direction, but there is much room for improvement. You are aware of biases but are reluctant to address the behavior of others. Use this opportunity to feel empowered to make changes. Start to make changes in the goal setting part of this training. Take on the challenge!
50 OR BELOW: you probably experience much difficulty working in a multi-cultural setting. It seems you find it difficult to realize when you exhibit offensive behavior and accept stereotypical behavior as fact. Use this opportunity to reflect upon your biases and how they impact others. 10 10

11. What is unconscious bias?
The Oxford dictionary lists the word bias as: Prejudice, partiality, inclination, leaning, bent, disposition, propensity, tendency and proclivity. Bias is an inflexible positive or negative belief about a particular category of people.
When talking about people …. 11
© BCS 2014 11

12. How are Biases formed?
“Both history and societal factors play a crucial role in providing the content of schemas, which are programmed through culture, media, and the material context.”
Binna Kandola 12
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13. What about you? – How were your values formed?
Exercise 2:
Family Values
Please share a story that grew out of your family background.
Examples:
a story about how the family arrived in this country:
a tale of a colourful relative;
an anecdote about a crisis or achievement that happened within the family.
Maybe you have a story about a member of family that served in a different country in a war?
Spend 5 minutes thinking about it for sharing with the group.

14. Why is this important? Our world has changed.
Creating an inclusive environment for all people: Its not just about acting fairly toward women, people of different race or sexual orientation or age.
It’s about raising awareness of the way we interact with individuals & how to make the most of that connection.
Enhancing the quality of our relationships, raising productivity and improving engagement to obtain better results.
Creating a gold standard for how all should behave.

15. Things which can be affected by Unconscious Bias
Hiring Decisions
Mentoring people
Performance reviews
Selection of Board Members
Marketing campaigns
Awarding training or development opportunities
Awarding promotions or Job Assignments
Working with customers
Appearance of cliques?
Discrimination and legal costs
Retention and future hiring costs
© Tectre Ltd 2014

16. The Fairer Sex, Jose vs Joe, Binna Kandola
The Fairer Sex, Jose vs Joe, Binna Kandola Films for if you have the time.
– Part mins
– Part 2 – 9.24 mins
– Binna Kandola
The presenter could run some of these films and have a guided discussion session afterwards if there is time.
© Tectre Ltd 2014

17. What does working in a inclusive environment give?
Raising your awareness benefits you in the following ways:
Ensures your ability to build effective and productive teams.
Raises awareness of how you interact with others and how that can influence the results you get.
Ensures ethical and unbiased recruitment of resources.
Allows you be part of making our organisation a place where people want to volunteer
Reduce the risk of litigation for yourself and the organisation.

18. How might Unconscious Bias effect those working at the in our organisation?
Exercise 3:
Please get into groups and read through the case studies. Please discuss:
What do you believe are the key issues highlighted in the case studies?
How did it affect the individuals?
If this had happened in our organisation, what would have been the impact?
Points to think about and discuss:
What are the key issues?
How would you react if you were a onlooker?
How could the situation be handled more effectively?
If this had happened at (Insert your Company), what would have been the impact?
You can also consider these questions if you have the time
Had you been the person in the study how would you have dealt with the situation?
How would you react in this situation if you were a onlooker?
What will you do to help our organisation as a whole to tackle such problems?

19. What can you do Understand Unconscious and Implicit Bias
Becoming Mindful
Become more aware of your thoughts.
Examine what you think.
Explore your attitude to diversity.
Be vigilant of your behaviour by observation.
Take the Implicit Bias test at.
Taking Personal Action – What can You do?
Think about one thing you will do to help the Institute become a gold standard for diversity and inclusion.
Look back at your questionnaires and reflect on the result

20. The Ambassador’s Role Preparing for the delivery of a session
Actively listening
Value and respect for the audience’s contribution
What to do if someone makes an inappropriate comment
Coping with trainer stress
The power of getting people to say ‘I’
What’s in your pack
Setting up a Session
Confidential Forum – if available in our organisation Access and Use
Other forms of support

21. Summary.
We all have unconscious biases which started forming from childhood.
Behaviours and words are not biased; it is our attitudes which are biased.
Bias can affect judgment and behavior outside of conscious awareness
With knowledge comes power, we CAN choose to change our attitude and behave differently.
Failure to change our attitudes can result in litigation and financial loss and damage to the reputation of the Institute.
People are now using this knowledge to be aware of the impact of their biases.

22. Q& A