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Touchy & True:

Unconscious Bias and You

Catherine Ashcraft

Senior Research Scientist, University of Colorado

Stephanie CoxManager Virtualization Services, Indiana University

Michele Keler 

 I! Strategy "usiness Analyst, Indiana University

Cathy #$"ryan

%irector Client Support, Indiana University

AND YOU!

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Diversity In Tech: The Facts

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Diversity in Tech: The Facts

Source& U'S' %ept of (a)or Statistics, *+* Current -opulation Survey

Black & Hispanic ProfessionalsComprise 16%of U.S.Professional Occupations, but30% of U.S. Population

Black & Hispanic MenHold 9%of U.S.Computing Jobs

Black & Hispanic WomenHold 4%of U.S. ComputingJobs

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We’re Losing The Diversity Already There:

An Unnecessary Corporate Brain Drain

Sources: Athena Factor, 2008

74% love work

% leave

"#% s$ay in workorce

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Why Diversity Matters

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Sources:Workplace Diversity Pays, American Sociological Review (2009),Capitalizing on Thought Diversity, Research-

Technology Management (2009),The Difference, Scott Page (2007),Innovative Potential, London Business School(2007),The Bottom Line,Catalyst(2004).

Increased sales revenue,bigger market share

Higher-than-averageprofitability

Greater return on equityand to shareholders

Diversity Improves Productivity,Competitiveness & Bottom Line

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.hat the Research Says

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Let’s Cut to the Chase

Minority Groups Aren’tBroken

Majority Groups Aren’tThe Enemy

Culprit = Societal BiasesWe All Share

We Can Take ActionTogether

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What do you see?

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ocie$y  Or'ani(a$ional )ul$ure

u*$le

Dyna+ics

,ns$i$u$ional

Barriersche+as-

Unconscious

Biases

.+/loyees

We Bring Unconscious

Bias to Work

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Industry Change Model forInclusive Cultures

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What interested you in the study ofUnconscious Bias in the Workplace?

And/or what personal experienceshave you had with unconscious

bias?

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What are some strategies you’vetried to address biases in the workenvironment and to better retain

underrepresented groups? Andwhat have been the successes and

challenges?

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What role can biases play when

members of a dominant culture seekto be a mentor or ally?

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How can members of a dominant

culture not only be aware of bias butalso their own privilege?

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How can we interrupt unconscious

biases if we feel we are beingsubjected to it, or if we see it in agroup decision-making process?

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How might you respond if someonesuggests that you are exhibitingbiases?

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How should one (and how do the

panelists) employ techniques toactively combat their own potentialbiases?