The speaker acknowledges having a bias against women leaders despite being a woman leader herself.
Irony noted as the speaker works in human resources, a field where bias should be minimized.
Personal anecdote about differing reactions to pay raise requests from a male and female team member.
Unconscious Bias
Definition and Concept:
Unconscious bias: brain's way to handle excessive information by filtering and creating shortcuts.
Shortcuts are patterns based on life experiences and operate unconsciously.
Can lead to behaviors that do not align with personal values.
Examples and Terminology:
Unconscious equated to being senseless, paralyzed, or comatose.
Bias related to bigotry, intolerance, and unfairness.
Misconceptions and Self-Reflection
Common Misbeliefs:
Many think they can outsmart bias by claiming not to see race or always hiring the best candidate.
Research Insights:
Men are expected to be assertive, strong, and driven.
Women are expected to be helpful, sensitive, and supportive.
Cultural exposure leads to innate gender roles: men take charge, women take care.
Personal Realization:
Speaker noticed perceiving men as providers, influencing her decisions unconsciously.
Realized own life contradicts this view, as she is the primary provider in her family.
Addressing and Testing Bias
Awareness and Testing:
Acknowledge unconscious bias is widespread.
Checking biases by mentally flipping scenarios or roles can reveal unconscious behaviors.
Use mental comparisons as a tool for uncovering bias.
Examples of "Flip it to Test it":
Reverse gender roles in statements or scenarios to identify biases.
Example: "Cleveland Indians" vs. "Cleveland Caucasians."
Conclusion
Encourages self-reflection and testing of biases to ensure actions align with values.
Suggests that checking biases can lead to new perspectives and behavior changes.
Closing Note: The speaker ends by encouraging attendees to challenge their perceptions and behaviors to avoid missing opportunities to see the world differently.