The topic of diversity training and coaching takes on many forms. Most of these programs have a common focus on how diversity and inclusion (D&I) influence our interaction internally -- and externally -- with associates, clients, and other stakeholders. However, there is one area of D&I that has a significant impact, internally and externally, known as "unconscious (implicit) bias."
What is unconscious bias? The following excerpt from an American Bar Association article provides an excellent description:
"We naturally assign people into various social categories divided by salient and chronically accessible traits, such as age, gender, race, and role. And just as we might have implicit cognitions that help us walk and drive, we have implicit social cognitions that guide our thinking about social categories. Where do these schemas come from? They come from our experiences with other people, some of them direct (i.e., real-world encounters), but most of them vicarious (i.e., relayed to us through stories, books, movies, media, and culture)." - Jerry Kang, Professor of Law @ UCLA School of Law
These biases are a result of our early environments and continued experiences. Though not intentional, these biases are real. They can have a significant impact on behaviors and may distort our view of others. Yet, awareness of these unconscious biases allows each of us to begin to adjust the filters we view others, events, and situations through, thus allowing us to adjust our behaviors and actions.
About the Author
Phil Claybrooke has more than 25 years of executive experience in a variety of leadership positions from small businesses to large corporations such as IBM, Honeywell, and Johnson Controls. His career has included leadership and facilitation roles in diversity & inclusion, and cultural transition coaching and training.
