Unconscious Bias — Felicity Menzies, Culture Plus Consulting, Singapore
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Transcript of Unconscious Bias — Felicity Menzies, Culture Plus Consulting, Singapore
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MINDFUL INCLUSION
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Felicity Menzies is Founder and Principal Consultant at Culture Plus Consulting, a diversity and inclusion consultancy based in
Singapore with expertise in cultural intelligence, global diversity management, and unconscious
bias.
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WHY ARE WE HERE?
Sometimes the behavioural research leads us to completely change how we think about an issue.
For example, many of our anti-discrimination policies focus on finding the bad apples who are explicitly prejudiced.
In fact, the serious discrimination is implicit, subtle and universal.
(New York Times, 2013).
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Because we are, by definition, unaware of our automatic unconscious beliefs and attitudes, we believe we are acting in
accordance with our conscious intentions, when in fact our unconscious is in the
driver’s seat.
“I promote on merit”
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AGENDA
AWARENESS INTENT MITIGATE
The nature and origin of unconscious bias.
Commitment to respond fairly.
Strategies for managing bias.
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AWARENESS
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UNCONSCIOUS BIAS
Beliefs (stereotypes) and attitudes (prejudices) we hold outside of our conscious awareness that influence our interpretations and responses automatically without our knowledge
We likely deny their existence
We can simultaneously hold explicit opposing beliefs and attitudes
EXPLICIT BIAS
Stereotypes and prejudices individuals hold that they are aware of but may choose to conceal because of pro-egalitarian social norms or legal restrictions
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GROUP ACTIVITY
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TAG GAME
SIZE
COLOUR
DIVERSE
SHAPE
Our brains are hard-wired to sortpeople instinctively into different groups
based on their similarities.
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SOCIAL CATEGORISATION
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REFLECTION ACTIVITY
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INGROUP BIAS
We exhibit greater liking, trust and empathy for ingroup members.
We make more favourable assessments and confer greater benefits on people from our own social group.
We are quicker to condemn the failures and non-conforming behavior of outgroup members.
We also more likely to cooperate with ingroup membersbut compete with outgroup members.
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FATHER-SON ACTIVITY
A father and son were involved in a car accident in which the father was killed and the son was seriously injured.
The father was pronounced dead at the scene of the accident and his body was taken to a local morgue.
The son was taken by ambulance to a nearby hospital and was immediately wheeled into an emergency operating room.
A surgeon was called. Upon arrival and seeing the patient, the attending surgeon exclaimed ‘’Oh my God, it’s my son!‘’
Can you explain this?
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STEREOTYPES
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STEREOTYPES
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SCHEMAS
PHYSICAL OBJECTS
ACTIVITIES GROUPS
ROLESINTANGIBLES
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ARE STEREOTYPES GOOD OR BAD?
ARE STEREOTYPES GOOD OR BAD?
By perceiving individuals in terms of their social categories, we can
form assumptions and expectations about others to
guide us in our interactions with them.
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PROBLEMATIC STEREOTYPES
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NEGATIVE BIAS
ECONOMIC BIOLOGICAL MOTIVATIONAL
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SOCIAL JUDGMENTS
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SOCIAL JUDGMENTS
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AUTOMATIC AND CONTROLLED PROCESSING
CONTROLLED
Conscious SlowerRational (Prefrotnal Cortex)
AUTOMATIC
Unconscious Fast < 100ms
Activates stereotypes Emotional (Amygdala)
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WHEN ARE WE MOST SUSCEPTIBLE?
AMBIGUIOUS LOW SELF-ESTEEM MICRO-BIASESMULTITASKINGRUSHED
Even well-intentioned individuals fail to suppress their automatic stereotypes and biases all of the time."
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INTENT
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NEW CLIENTS
NEW SUPPLIERS
TOP GLOBALTALENT
IMPROVED PROBLEM-SOLVING & DECISION-MAKING
INNOVATION
DIVERSITY BENEFITS
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DIVERSITY & THE BOTTOM LINE
01 Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians. (McKinsey, 2015)
02Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians. (McKinsey, 2015).
03 Asia Pacific firms with at least 10 percent women on boards have average ROE of 15.4% compared to 11.8% for those that do not. (Korn Ferry / NUS, 2015)
04 On a sector adjusted basis, Credit Suisse LGBT 270 index has outperformed MSCI ACWI by an excess 3% per annum over the past six years returning, 6.4% on average each year. (Credit Suisse, 2016).
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GROUP ACTIVITY
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INCLUSION
Organisations that give diverse voices equal airtime are nearly twice as likely as others to unleash value-driving insights and their employees are 3.5 times more likely to contribute their full innovative potential
Firms with inclusive cultures are 45% more likely to report a growth in market share over the previous year and 70% more likely to capture a new market.
(Centre for Talent Innovation, 2013)
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EMPLOYEE LIFE CYCLE
RECRUITMENT
FEEDBACKTRAININGSTRETCH ASSIGNMENTS
INCLUSION
INTERNATIONAL ASSIGNMENTS
EVALUATION
PROMOTION
SELECTION PAY
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HIRING FOR FIT
Ingroup bias can lead to a tendency to hire and promote people similar to ourselves.
Elite employers rank ‘hiring for fit’ as one of top three criteria they use in assessment; 50% ranking fit higher than analytical and communication skills (Rivera, 2012)
What does ‘fit’ actually mean? What is driving fit—facts or emotion (it feels right)?
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HIRING FOR CULTURAL FIT
Dissimilarity between organisational and leader culture is a better predictor of firm performance than cultural fit.
Leadership is effective when it provides resources lacking in the organisation’s culture.
(Hartnell, Kinicki, Schurer, Fugate, Doyle, 2016)
Task Relationship Optimal Performance
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DIVERSITY DIMENSIONS
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RACE & ROLE
Stereotypes associated with diversity dimensions interact with role schema to influence assessments of competence.
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RACE & ROLE
When Asian Americans were in roles in which they were perceived to be more technically competent that Caucasian Americans they were still perceived “to be less prototypical leaders” than Caucasians.
(Sy et al. 2010).
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QUIZ
Wong Tung-Sheng John Davis Emily Watson, a 31-year-old Asian American male Caucasian American male Caucasian American female, graduated in 1994 from University of Arizona as a Engineering major. He he she has been employed in the same U.S.-based organization for five years as an Engineer Project Manager. Hishis her responsibilities include managing customer complaints, providing consultation regarding the company’s services, and troubleshooting customer problems. While he heshe sometimes has problems with certain co-workers, he he she is generally good tempered.
How technically competent is this individual?
What is the leadership potential of this individual?
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CULTURE & LEADERSHIP
The criteria that individuals use to judge leadership varies across cultures.
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ETHNIC & RACIAL BIAS
Asian names increased discrimination in short-listing job candidates. Asian minority groups ‘whiten’ resumes by changing their names to "sound more American or ‘white,’” or by using a middle name instead of a first name. Whitened resumes were twice as likely to get callbacks—a pattern that held even for companies that emphasised diversity. (Kang, DeCelles,Tilcsik, & Jun, 2016)
Callback rates are approximately three times higher for a resume with a white name and Canadian education and experience than for an otherwise similar resume with a Chinese name, education, and experience (Oreopoulos, 2011).
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ACCENT
People are less likely to believe factual information when it is delivered by someone whose accent is different than the dominant accent, even when alerted to the phenomenon (Keysar & Lev-Ari, 2010).
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GENDER
GENDER EVALUATION
GENDERED FEEDBACK
GENDER BACKLASH
GENDER PENALTY
Gender evaluation bias is a consistent or systemic devaluing of women relative to men in occupational settings.
Gender backlash is a form of stereotype bias in which women (or men) who behave counter-stereotypically received negative social or economic reprisals.
Gendered feedback involves systematic bias in the terms used to evaluate male and female performance.
Gender penalty refers to harsher condemnation of mistakes made by individuals performing counter gender-stereotypical roles
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GENDER EVALUATION BIAS
Staff in a science faculty rated male applicants for a laboratory manager as more competent than equally qualified female candidates and chose a higher starting salary for male candidates. Women in Science, Technology, Engineering, Mathematics and Medicine (STEMM) departments are just as likely to discriminate against female candidates as their male counterparts (Moss-Racusin et al., 2010).
In post-doctoral fellowships, women had to be 250% more productive (e.g. published journal articles) to be rated the at same level of competence as men (Wenneras & Wold, 1997).
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GENDER EVALUATION BIAS
In hiring for major orchestras, women’s hiring outcomes increased greatly when using screens (Goldin & Rouse, 2010).
Women’s software change recommendations accepted more often than men’s when gender is not identified. But when a woman’s gender is identifiable, they are rejected more often. (Terrell, Kofink, Middleton, Rainer, Murphy-Hill, Parnin, 2016).
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GENDER BACKLASH
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GENDER BACKLASH
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GENDERED BACKLASH
Women's perceived deserved compensation drops by 35%, twice as much as men when they are equally aggressive in workplace communication. (VitalSmarts, 2015)
Using a brief, framing statement - that demonstrates deliberation, forethought, and control -reduces the social-backlash and emotion-inequality effects by 27 percent:
"I'm going to express my opinion very directly; I'll be as specific as possible." (behavior phrase)
"I see this as a matter of honesty and integrity, so it's important for me to be clear about where I stand." (value phrase)
"I know it's a risk for a woman to speak this assertively, but I'm going to express my opinion very directly." (inoculation phrase)
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GROUP ACTIVITY
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GENDERED FEEDBACK
Women receive 2.5 times the amount of feedback men do about aggressive communication styles, with phrases such as “your speaking style is off-putting.”
Women were described as “supportive,” “collaborative” and “helpful” nearly twice as often as men, and women’s reviews had more than twice the references to team accomplishments, rather than individual achievements.
Men’s reviews contained twice as many words related to assertiveness, independence and self-confidence—words like “drive,” “transform,” “innovate” and “tackle.”
Men also received three times as much feedback linked to a specific business outcome, and twice the number of references to their technical expertise.
Stanford University’s Clayman Institute for Gender Research, 2015
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GENDERED MISTAKE PENALTY
Women in counter-stereotypical roles are penalised more for their mistakes. For example, male police chiefs experienced a rating drop of 10% after a mistake, whereas female police chiefs experienced a rating drop of almost 30% for the same mistake. The female chief should be demoted, whereas the male chief should not be.
Similar results for CEO of an engineering firm and chief judge of a supreme court.
However, results were reversed when role was a female gender-stereotypical role. Male presidents of a women’s college judged more harshly for errors than female presidents of a women’s college.
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AGE BIAS
Most age discrimination complaints are > 45 yrs.
30% recruiters given age ‘cap’ assignments.
Use subtle job terms: ‘up-beat’, ‘high flyer’, ‘fast paced’ ‘energetic’, ‘dynamic’, ‘innovative’ to screen out mature people.
Research has found no relationship between age and job performance.
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TEA BREAKENJOY YOUR COFFEE
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COVERING
26% 14% 32% 26%
A strategy through which individuals manage or downplay their differences to avoid negative stereotyping, prejudice and discrimination (Kenji Yoshino).
APPEARANCE ASSOCIATION ADVOCACYAFFILIATION
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COVERING?
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IMPLICATIONS OF COVERING
16% LESS CCOMMITTED TO THE ORGANISATION
14% LOWER SENSE OF BELONGING TO THE ORGANISATION
15% LESS LIKELY TO PERCEIVE OPPORTUNITIES FOR ADVANCEMENT
27% MORE LIKELY TO HAVE CONSIDERED LEAVING THE ORGANISATION
32% NEGATIVE IMPACT ON IMPACT SELF OF SELF
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RECAP
Bias is natural and inevitable; with social, biological/cognitive and motivational origins
Our biases are often unconscious and automatic
Bias affects our judgments and behaviours, even if we explicitly reject the stereotype
We can override automatic biased reflexes with deliberate intention
Cognitive or emotional load increases susceptibility to bias
Bias limits the strategic benefits of diversity for organisational performance
1
2
3
4
5
6
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DENIAL
BIASED ATTRIBUTIONS
CONFIRMATION BIAS
STEREOTYPE THREAT
INTERNALISED BIAS
THE STUBBORN NATURE OF BIAS
THE BIASCYCLE
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CONFIDENCE GAP
Source: Bain, 2014
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GROUP ACTIVITY
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MITIGATING BIAS
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MarthaVigorous
JasonSmallDavid
PowerfulKaren
DelicateGloriaFeatherTony
MightyMatthew
WispyRachelRobust
MALE AND STRONG
MALE AND
STRONG
FEMALE AND
WEAK
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MarthaVigorous
JasonSmallDavid
PowerfulKaren
DelicateGloriaFeatherTony
MightyMatthew
WispyRachelRobust
MALE AND STRONG
MALE AND
WEAK
FEMALE AND
STRONG
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IMPLICIT ASSOCIATION TEST (IAT)
https://implicit.harvard.edu/implicit/takeatest.html
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ECAPS
SLOW DOWN
PERSPECTIVE-TAKING
ASK YOURSELF?
CULTURAL INTELLIGENCE
EXEMPLARS & EXPAND
MITIGATE BIAS
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SLOW DOWN
Create space to override automatic reflexes with mindful responses
Don’t make key decisions when busy, anxious or in a negative mood
Monitor your micro-biases(e.g. eye contact, smiling, mobile use, body language, interrupting)
Be particularly vigilant in situations where your biases are likely to be most influential
Act with a conscious intent to be fair
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PERSPECTIVE TAKING
The active contemplation of another’s psychological experiences—thinking and imagining the feelings and viewpoints of others
Enhances ‘self-other’ overlap—the merging of one’s mental representation of themselves with outgroup members
Increases empathy and reduces the activation of negative stereotypes, prejudices and discrimination
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Inclusion does not mean treating everyone equally. It does mean treating people fairly, instilling an expectation that every individual will have fair access to contribute
and succeed.
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GROUP ACTIVITY
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ASK YOURSELF?
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ASK YOURSELF...
DOES THIS PERSON
REMIND YOU OF YOURSELF?
DOES THIS PERSON REMIND YOU OF ANYONE
ELSE?
IS THAT POSITIVE OR NEGATIVE?
ARE THERE THINGS ABOUT THIS PERSON
THAT PARTICULARLY
INFLUENCE YOUR
IMPRESSION?
ARE THEY REALLY
RELEVANT TO THE JOB?
WHAT ASSESSMENTS
HAVE YOU ALREADY MADE?
ARE THESE GROUNDED IN
SOLID INFORMATION OR
YOUR ASSUMPTIONS?
ROSS, 2015
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CULTURALLY APPROPRIATE ATTRIBUTIONS
CULTURALLY APPROPRIATE ATTRIBUTIONS
Interpreting a person’s behavior in terms of their cultural framework rather than your own
FUNDAMENTAL ATTRIBUTION ERROR
Attributing the cause of a person’s behavior to
character traits / flaws rather than external influences /context
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ATTRIBUTIONS ACROSS CULTURES
She doesn’t speak up in meetings
He doesn’t stick to the meeting agenda
She prefers to work alone
She lacks initiative
He is disorganised
She is unfriendly
He seeks a lot of feedback
He lacks confidence
She responds badly to direct criticism
She is overly sensitive
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CULTURAL VALUES
INDIVIDUALISM VS. COLLECTIVISM
POWER DISTANCE UNCERTAINTY AVOIDANCE
ASSERTIVENESS
ORIENTATION TO TIME BEING VS. DOING HIGH VS. LOW CONTEXT
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MAP CULTURAL DIFFERENCES AND CREATE A THIRD SPACE
TRAIN IN COUNTER-CULTURAL PRACTICES
MAKE THE IMPLICIT EXPLICIT
SEND OUT AGENDAS IN ADVANCE AND CANVAS OPINIONS BEFOREHAND
INVITE ALL PARTIES TO CONTRIBUTE AND ENSURE NO GROUP DOMINATES
CULTURALLY INCLUSIVE WORKPLACES
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CONFLICT RESOLUTION IN MULTICULTURAL SETTINGS
COMPETITIVE
Combative and argumentativewhere most forceful, assertive and dominant party wins
COOPERATIVE
Integrating diverse perspectives and
contrasting viewpoints for a solution acceptable to
all parties
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EXEMPLARS
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EXPAND YOUR CIRCLE
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CASE STUDY
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RESPONDING TO BIAS
Politely challenge decisions—seek factual evidence to support statements “Can you give me an example?”
Encourage a wider perspective “Could there be other factors at play?”
Encourage the use of objective criteriarelevant to job performance “Does that affect job performance? How?”
Politely challenge language used—ask for clarification of vague or gendered language “What do you mean by that?”
Engage in supportive, non-accusatory dialogue and questioning to uncover assumptions.
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REFLECTION & CONCLUSION
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REFLECTION
LEARN SHARE CONSEQUENCE APPLY EXTEND
01
02
03
04
05
What are your main learnings from today’s workshop?
How will you take those messages to your
wider team (managers, peers,
subordinates)?
How will you apply what you have learned
today to mid-year performance reviews?
How does what you have learned today impact results of the
employee engagement survey?
In what other ways can you personally seek to
reduce unconscious bias at a personal, team and
organisation level?
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CONCLUSIONS
Our brains are hard-wired to sort people into groups, and to make fast and automatic social judgments.
Stereotypes are socially-constructed and arbitrary and are often invalid and negatively biased towards outgroups.
Bias in social judgment can occur outside of our conscious awareness, influencing our decisions about and responses to others without us even knowing.
Overcoming bias requires awareness of our hidden biases and the motivation to monitor our responses, challenge our assumptions, and engage in techniques that dismantle social categorisations.
ECAPS
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Q A&
THANKS FOR LISTENING
Q & A SESSION
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CONTACT
https://www.facebook.com/cultureplusconsulting/
@culture_plus1 [email protected]
www.cultureplusconsulting.com
https://www.linkedin.com/FelicityMenzies +65 6408 0682
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L E G A L N O T I C E
©2016 Culture Plus Consulting Pte. Ltd. All rights reserved. You are not permitted to create any modifications or derivative works of this presentation or to use it for commercial or other public purposes without the prior written permission of Culture Plus Consulting Pte. Ltd.
The information and opinions contained in the presentation are provided as at the date of the presentation and are subject to change without notice. Although the information used was taken from reliable sources, Culture Plus Consulting Pte. Ltd. does not accept any responsibility for the accuracy or comprehensiveness of the details given. All liability for the accuracy and completeness thereof or for any damage or loss resulting from the use of the information contained in this presentation is expressly excluded. Under no circumstances shall Culture Plus Consulting Pte. Ltd. be liable for any financial or consequential loss relating to this presentation.
CQ is a registered trademark of the Cultural Intelligence Centre, LLC.