Introduction to Bias in the Workplace

• Bias defined as assumptions about race, gender, religion, sexual orientation, appearance, other traits
• Comes from unconscious part of mind that jumps to conclusions
• Example: Trier Bryant assumed to be receptionist when she was executive
• Creates "invisible tax of resentment and frustration"
• Leads to silence, reduced performance, poor collaboration and decision making
• Good news: bias is not inevitable

Step 1: Create Shared Vocabulary

• Bias often appears in small words/phrases packed with assumptions
• Goes unnoticed in meetings or people don't know how to respond
• Solution: team agrees on shared word/phrase to disrupt biased attitudes/behaviors
• Examples: "bias alert," "stop light," peace sign
• Leaders shouldn't impose words - best words are ones team will actually use
• Recommended example: "purple flag" (not red flag - less threatening)
  • Helps identify blind spots
  • Efficient way to flag bias without stopping work
• Alternative: "I statements" to invite perspective rather than calling out
  • "I don't think you're going to take me seriously when you're calling me honey"
  • "I don't think you meant that the way that it sounded"
• Usually people apologize and correct when bias pointed out clearly and compassionately

Step 2: Create Shared Norm for Response

• Need norm for how to respond when your bias is pointed out
• Shame prevents good response - shared norm helps overcome this
• Recommended response starts with: "Thank you for pointing that out"
  • Acknowledges courage required to disrupt bias
• Two follow-up options:
  1. "I get it" - when you understand the bias immediately
     • Example: Kim used "HR serves three masters" slavery metaphor, immediately understood when flagged
  2. "I don't get it. Could you explain more after the meeting?"
     • Example: Kim invited someone to lunch during Ramadan fasting
     • Shared norm helps listen/learn rather than getting defensive
     • Reassures that others make similar mistakes, all learning together

Step 3: Commit to Disrupting Bias in Every Meeting

• Teams must commit to flagging bias at least once per meeting
• If no bias flagged, doesn't mean no bias present - means nobody noticed or knew what to say
• Silence about bias reinforces it
• Can't be only targets of bias who point it out - observers and leaders must speak up
• All have responsibility to disrupt bias
• Quick, kind disruption prevents escalation to prejudice, bullying, discrimination, harassment

Benefits and Conclusion

• Disrupting bias initially uncomfortable but builds stamina with consistency
• Becomes routine, feels less threatening
• Requires patience with self and others, plus persistence
• Framework: shared vocabulary + shared norm + shared commitment
• Enables full human capacity for collaboration
• Prevents bias from interfering with collective achievement