In my exploration of the concepts of diversity and inclusion, the most impactful learning for me has been the idea that we all have bias. We can’t help it. Not only given how we’re raised but how our human brain is wired. We are taught – and we learn – by being given examples and associations and connections. Growing up white, a girl, lower middle-class and with access to TV I learned all kinds of things which created bias (definition: cause to feel or show inclination or prejudice for or against someone or something). I developed bias around people of color, boys/men, money/wealth and how people conducted themselves (Dallas, Three’s Company, Sanford & Son, Bugs Bunny) – some positive, some negative. As I experienced more of the world, I had cause to question many of those biases Some were confirmed, more were debunked. Others, I still don’t know I have. And neither do you.
Look Ma! Bias!
That people show discrimination or feel prejudice against people of other races is not a question. We do (because of our bias).
Example: If you were going to put together a hip hop dance crew, who comes to mind?
Example: If you were going to put together a college debate team, who comes to mind?
In my mind’s eye I saw black and brown people in the first example and white people in the second. I also saw mostly if not all men in both. My personal brain is wired to think those things first. That’s bias.
The Thing About Bias
We have it. By itself it’s neither good nor bad. Because it just IS. So that’s not where it’s useful to put any judgement. It is what it is. So it’s not necessary to take it personally when someone points it out. What we DO with that bias is the important thing.
Why is it important? Being aware of our bias and being purposeful about what we do with it is important because when white people have unchecked bias against black and brown people then the result is – by definition – racism. HANG ON – let me say this one more thing before I lose you.
It’s Not Me. It’s My Brain.
If you’re like me – that statement gets your back up. Your mind and your moral compass screams: “I AM NOT RACIST and I DO NOT SAY OR DO RACIST THINGS. STOP SAYING THESE THINGS AT ME!!”. In psychological terms, whenever our mind and moral compass is screaming like this it means that our threat response has been triggered. When the brain’s threat response is triggered, it is not able to take in new information and it goes into full on safety defense mode (aka make this horrible mis-accusation go away).
But the Consequences are Real
What this reaction does is prevent us from hearing more, being curious, understanding the rationale behind someone making these assertions and we miss out on important information. Which leaves us in the same place we were. Which leaves us contributing to a system in which bias is embedded. Which perpetuates racism that you or I may not have caused but that now you and I are part of perpetuating.
Examples:
1989 Q: How do we reduce shoplifting at our store? A: Watch people of color (POC) when they are shopping. I hate to say it but it’s usually them that are doing it [Store manager/new employee training]. Bias: POC shoplift > Action: watch POC shop and ignore white people > Result: POC are caught shoplifting and white people aren’t.
1996 Q: Why don’t we have many minorities at our company? A: I don’t know, maybe it’s because as a publishing company we need a strong command of the English language [HR generalist]. Bias: POC have poor English so don’t work here > Action: prioritize resumes from white people over POC > Result: POC don’t work here.
2000 Q: Why don’t we have many minorities at our company? A: I don’t know, maybe it’s because we’re not on the public transportation line [HR Director]. Bias: POC don’t have transportation so don’t work here > Action: prioritize resumes from white people over POC > Result: POC don’t work here.
2010 Q: How can we increase people of color in our company? A: We can hand out our warehouse job listings at the Brockton Stop & Shop and churches [HR VP]. Bias: POC have limited skills suitable only in warehouse > Action: actively recruit POC for warehouse > Result: POC work only in warehouse.
2015 Q: What obstacles are there to increasing people of color in our company? A: When we’ve had performance problems we’re not allowed to fire them [Manager]. Bias: POC cannot be managed > Action: prioritize resumes from white people over POC > Result: POC are not managed.
These are real examples that I have been personally involved in and I have more of them. To not recognize, be aware of, point out and work actively against these biases and the (extremely consequential and by-definition-racist) resulting actions is contributing to systemic racism.
Curiousity Killed the System
The point I’m trying to make and the invitation I am trying to extend is for more of us who don’t want to hear it (I certainly don’t want to hear it) to stand down, relax our shoulders, take a deep breath, get curious and LISTEN. Listen to the reality of being someone other than you. It won’t mean you agree. It won’t mean you don’t have a hard life too. It won’t mean that everyone gets a free pass. It just will mean that you learned a little about someone else’s world view, how the world makes it that way and how you might be able to improve the world a tiny bit.
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