Regardless of your role at work, you may have been either the recipient or facilitator of racism and discrimination in your life or organization. A conversation about “anti-semitism, unwanted sexual advances, or misunderstandings about LGBTQ lifestyles, marginalizing others is poison for your company.” How well one communicates discrimination and unconscious bias will define one’s impact as a leader. But, even more disconcertingly our behavior as humans.
If you were to grade your own bias how would you rate yourself on your impact professionally and individually? Can you make improvements? Many people probably believe they aren't prejudiced. We trust ourselves to be ethical and impartial, too. Inside the workplace, however, we likely believe we’re true decision makers, able to objectively determine a candidate or employee’s overall performance and accomplishing a rational and honest end.
At the risk of being an outlier I am just going to say it by quoting Dr, Martin Luther King Jr., “There is nothing more dangerous than sincere ignorance and conscientious stupidity.” I am convinced black people misunderstand racism and bias as much as white people.
As we do our best to present our “perfect” best at work we sometimes leave instead the remnants of our tattered authentic self. We long to belong despite our imperfections. We know what they are and yet hope they are oblivious to none other. There have been times we have all had to endure the ridicule and isolation of others leaving
I purchased a copy of Eric Schmidt’s book “How Google Works.” I highlighted section after section. I could not wait until my next university class to have the highlights distilled by my students. After all, my teaching was as much about changing behavior as it was about establishing an ethical culture. I had explained there was nothing situational about ethics. The right thing is always the right thing.
My excitement subsided when I recently heard of Google having paid Android founder Andy Ruben over $90 million involving sexual harassment.
Unconscious bias isn’t as apparent as reprimanding an employee for using foul language, recruiting only a certain class or passing someone over for a promotion. In our experience, the most unconscious bias is revealed
Diversity is a powerful word respecting diverse points of view. We need opposing viewpoints. My greatest moments of growth have been when my premise was challenged.
A client following our training was motivated to create a diversity program expected to reflect organizational mandates while maximizing the unique contributions of the entire employee population. The goal was to demonstrate workplace benefits of diversity ....