Like many people, I do all I can every day to value people for their character and contributions, irrespective of their ethnicity, religion, age, gender, national origin, cultural heritage, sexual orientation, disability, and size or shape.
But, probably like many of you, I still have work to do to truly know and be aware of my implicit biases—the stereotypes that affect my assumptions and actions in an unconscious way. As a longstanding champion of diversity and inclusion, I realize we are probably better at the diversity part than inclusion, which is much harder—after all, eradicating implicit biases to make all employees feel they belong and are valued equally is incredibly tricky and important.
Diversity vs. inclusion
With diversity, companies can tally up their triumphs, citing the percentages of different types of people they employ. Inclusion, on the other hand, is less tangible, but even more important in creating a great workplace culture. If people sense that others are judging them because they are “different,” this adversely affects their freedom of expression, ability to collaborate, and overall work engagement and productivity. In short, people begin to second-guess themselves.
Implicit bias is not full-out racism, sexism, or any of the other bad –isms. We all are susceptible to rash judgments that have no basis in truth. They’re hardwired into our DNA. We do our best to ignore them, but they’re frustratingly resilient, coloring our decisions in ways we may not even realize.
Bias and basketball
This point came home to me in a recent discussion with a colleague, Jarik Conrad. Jarik is a deep thinker and eloquent speaker, who is African-American. He’s got firsthand experience being on the other end of implicit bias and far worse prejudices. He also has the wisdom and a great sense of humor to recognize his own implicit biases. Growing up in East St. Louis in a largely African-American community, Jarik was a basketball standout. “If two kids came up to us on the court wanting to join us in a game and one was black and the other white, we’d always choose the black kid since white boys can’t jump,” he told me laughing. “Then, I played basketball in college and realized white boys really can jump.”
Jarik tells this story on the speaking circuit and it always gets its share of laughs. Then he explains what it has been like to be a talented, articulate, smart person in a black body. “It’s the first thing anybody ever recognizes about me,” he said. “The same thing happens to other people, based on their gender, sexual orientation, religion, and so on. Our intelligence, skill sets, humor, work ethic, and other productive personal aspects take a back seat.”
Getting past differences
Deborah Dagit knows the feeling. A former chief diversity officer, Deb is a little person. In 2013, she opened her own diversity-consulting business because she was “plain fed up,” she said, with people not seeing her as she truly is. “When I interacted with an employee who’d never met a little person before, they couldn’t get through the shock and awe of the experience,” she said. “It just made the day exhausting to have to educate others about what it is like to be a little person.”
Why are we all so bewildered by others’ differences? Jarik has studied the phenomenon. “The brain has a default mechanism that recognizes someone different as a potential predator or adversary, which sets in motion our `flight or fight’ response,” he explained. “When our brains are not aware of others’ differences, we experience an implicit expectation that they are just like us.”
This makes great sense, but it does not let us off the hook when it comes to doing what is necessary to train our brains accordingly. “The only way to teach our brains not to experience implicit biases is to spend significant time with others who are different from ourselves,” Jarik said.
Deb agreed. “Spending time in conversation and engaged in projects and tasks with groups of people who are different helps many people become more comfortable with each other’s differences,” she said. “But you need a regular diet of such diversity-immersion experiences. It’s not a `one and done’ thing to authentically appreciate and cherish each other’s differences.”
These are excellent strategies. Another is to continually gauge how your diverse workforce actually feels about their work experiences, with special attention paid to their supervision by managers and team leaders. We turned this idea into an opportunity to help organizations via Ultimate Software’s UltiPro Perception™ solution, leveraging advanced natural language processing and machine learning technology to really listen to and understand employees.
Surveys that support inclusion
Most organizations rely on the annual (and massive) employee engagement survey to take the pulse of employees, but by the time the findings are produced, the results are dated. At Ultimate, we’ve developed a timelier and smarter way to understand people’s emotions—soliciting employees’ open-ended feedback on their work interactions via regular and easy-to-complete feedback. Powered by Xander™, our underlying “People First” artificial technology platform, UltiPro can tease out specific cultural themes, as well as deterrents and recommendations, for immediate action. Even good managers can lack communications skills. The problem is they don’t always know it.
As Deb and Jarik would agree, self-knowledge is crucial to creating a work environment that is authentically inclusive. Now that I better understand my own implicit biases and their origins, I plan to spend more time with people who appear different, training my brain to appreciate others’ extraordinariness as extraordinary, because at the end of the day, that’s what has always driven me… people, amazing people.