9/8/2023 0 Comments Culture amp case studies![]() ![]() ![]() Travis Bradberry, the author of Emotional Intelligence 2.0, writes in Entrepreneur: “Employees who feel mistreated or ‘Big Brothered’ by their employers are more likely to take longer breaks, extra sick days or even steal from their company.” When leaders design policies to limit unwanted behaviors instead of focusing on desired behaviors, they are sending a tacit message of distrust. Reactance bias is our unconscious tendency to react to rules and regulations by exercising our freedom.ĭr. Strive towards gender-neutral language that doesn't play into stereotypes of masculinity or femininity. Textio’s Tim Halloran speaks to the underlying unconscious bias that often informs word choice: “ Gendered language isn’t always obvious or intuitive.There are plenty of seemingly random examples like "exhaustive," "enforcement," and "fearless" that are statistically proven to skew your talent pool (toward men in this case), and it’s highly unlikely you’re going to hear about those at your company’s unconscious bias training workshop.” TakeawayĪudit the language in your job listings and revise if necessary to appeal to a more diverse, more qualified pool of applicants. As a form of external, public-facing communication, job descriptions should be written in your brand voice and optimized to appeal to the broadest pool of candidates. With highly transparent employer review and recruiting sites like Glassdoor and AngelList, prospective employees aren’t the only audience reading your job postings. Once you've determined where your biases are lurking, you can start challenging the status quo and unlearn the harmful stereotypes you've accidentally internalized. To help you counteract the effect of unconscious bias, we've identified 13 areas where biases may negatively impact your workplace DEI efforts. This is especially important because our unconscious biases can sometimes manifest themselves as microaggressions that corrode the overall company culture and the employee experience. Intentions aren’t good enough.”īecause unconscious biases have the greatest influence over us when we’re stressed or under time constraints – two types of pressure we face often at work – it takes an active effort to recognize when our biases are at play and mitigate the impact they have on your coworkers and customers. yet they are vulnerable to habits of mind. Devine explains: “There are a lot of people who are very sincere in their renunciation of prejudice. Jessica Nordell, a writer for the Atlantic, interviewed Patricia Devine, director of the University of Wisconsin’s Prejudice and Intergroup Relations Lab, who evaluates the pervasiveness of biases. Paradoxically, these unconscious biases can contradict viewpoints we believe ourselves to hold. Think of unconscious biases as stereotypes you’ve accidentally internalized – automatic preferences that influence your opinions. Such biases “are social stereotypes about certain groups of people that individuals form outside their own conscious awareness,” writes UCSF’s Office of Diversity and Outreach. For better or worse, our unconscious biases bolster our emotional responses. ![]()
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