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heavybit's unconscious bias unconference

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Page 1: Heavybit's Unconscious Bias Unconference
Page 2: Heavybit's Unconscious Bias Unconference

Who are You?

What outcomes do

you want to see from

today?

Page 3: Heavybit's Unconscious Bias Unconference

A Few Reasons Diversity Matters to Orgs

PROFIT & EARNINGS: A McKinsey study of 180 public co’s showed that teams with women BODs on avg had 53% higher ROE and 14% higher EBIT than co’s without.

INNOVATION: Diversity enhances creativity and innovation by encouraging the intro of new ideas towards better solutions.

PROMOTION & HIRING: Diverse leadership teams have a better shot at broadening their pool of candidates and seeing applications from non-traditional but qualified hires.

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1. Barta, Thomas. “Is there a payoff from top team diversity?” McKinsey Quarterly. April 2012.

2. Phillips, Katherine W. “How Diversity Makes Us Smarter.”Scientific American. October 2014.

Page 4: Heavybit's Unconscious Bias Unconference

Unconscious BiasUnconscious bias refers to the info, attitudes, and stereotypes that inform our subconscious information-processing. Common Bias:

Availability: Decisions based on easily retrievable info

Anchor: Relying too heavily on an anchor fact or trait

Similar to Me: Tendency to favor people similar to you

Confirmation bias: Confirms your existing beliefs

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Eg. On resumes sometimes we’re even influenced by whether or not a name is racialized or genderized, home address, school

Page 5: Heavybit's Unconscious Bias Unconference

Where can Unconscious Bias Hurt Diversity?

Bias can affect the organization in a number of ways including: Recruiting Hiring decisions Initial Orientation Employee Mentorship Job Assignments Training Opportunities Listening to people’s ideas and suggestions Making Promotions Giving Performance Reviews Deciding Organizational Policy How we Message and Market Choosing spokespeople, board members and Leaders How we treat customers

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Page 6: Heavybit's Unconscious Bias Unconference

Popular Topics Related to Unconscious Bias

Structured Approaches: Candidate/promotion criteria, questions, scoring and process.

Data Collection: Collect info on candidates, interviews, promotions, job assignments, training, mentorship, leadership.

Evaluate Micro - Aggression: What language, actions, behaviors perpetuate biases or exclude “others”? Sometimes this is even just how a space is designed.

Accountability: Often policies, social pressure + enacting behavioral changes via structured approaches, data collection and auditing microaggressions.

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Page 7: Heavybit's Unconscious Bias Unconference

Group Discussion

& Reporting

Add your notes bit.ly/unconsciousbias-hb

Page 8: Heavybit's Unconscious Bias Unconference

What are your next steps?

I promise to…

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Page 9: Heavybit's Unconscious Bias Unconference

Got Feedback? [email protected]

Continue the Discussion: #inclusion in HB Community Slack

Thanks!


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