120 – Overcoming Unconscious Bias and Cultural Divides with Howard Ross

Howard Ross is considered one of the world’s seminal thought leaders on identifying and addressing Unconscious Bias. He is the author of the Washington Post best seller, Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives and ReInventing Diversity: Transforming Organizational Community to Strengthen People, Purpose and Performance. His new book, Our Search for Belonging: How the Need for Connection Is Tearing Our Culture Apart describes how to bridge the divide in our increasingly polarized society.

Top Takeaways: Overcoming Unconscious Bias and Cultural Divides with Howard Ross

Unconscious Bias – automatic responses both positive and negative
These subtle reactions can affect our responses – inclined to like someone or value their work subconsciously, sometimes discounting others by the same unconsciousness
Bias is assumed to be bad or negative, but it is a mental function beyond our control that we need to survive
Our brains have evolved to be good enough most of the time
Start by realizing that bias has an impact – make a conscious decision to open up your mind to options
The question is not DO I have biases but rather WHAT are my biases
- Use tools before going into interviews or performance reviews to stop for a couple of minutes to focus inward to evaluate what’s your attitude towards the resume or the person relative to the job – to turn the flashlight on ourselves
- What’s causing me to react to this person either positive or negative
Not just about equality but about getting the best talent – if you are choosing talent based on unconscious criteria its just like rolling the dice – be intentional
Gut check – who is a good fit in our company culture? What we’re really saying is “are they like me?” “is their style like mine?”
Organizations perform better when there is more diversity among the people
- When everyone thinks similarly decisions can be made quickly; diversity can help with creativity and original ideas
Sometimes the comfort in having someone similar overcomes the rational logic that the organization needs diversity
If you and I think and act the same, one of us is irrelevant within the company
Belonging is a key human need
- I exist because You exist
- Cliques within companies can tear the organization apart
- Society has created “US vs THEM” mentality
- Belonging to your tribe means I ‘m against the other tribe
- No longer a bell curve but now a dumb bell curve – no longer issue oriented but now identity oriented
  - Compromise is considered to be a sell-out
- Begin to understand how much we are participating in our own brainwashing
- Generate conversations with people you disagree with