As we become increasingly aware of the prevalence of the conscious or unconscious racial bias, Tobais Baer provides a timely article that may help address and overcome sneaky biases that affect decisions, opinions, and actions.
The tragic death of George Floyd has triggered a global push to fight racial discrimination. There are many ways how each of us can contribute to this fight; one important way is to fight our own subconscious biases that can heavily influence our decisions – be it major ones like hiring or evaluating staff or making verdicts as a judge or jury member, or be it minor ones like deciding what we do or say when dealing with a sales clerk or customer.
The typical reader of my blog is intelligent, sophisticated, open-minded, and most likely already very supportive of equality and fighting discrimination. The snag: As Sheryl Sandberg powerfully confessed in a private talk I had the privilege of attending, even she, author of “Lean In” and an ardent fighter of gender discrimination, had caught herself espousing gender bias in evaluating her own female staff members.
Points covered in this article:
- Licensing and outgroup bias
- Monitoring body reactions
- Anchoring and signaling
Read the full article, How can you fight your own racial bias?, on LinkedIn.
Surbhee Grover discusses diversity and inclusion and explains why solidarity is the key to forging a new paradigm of equality.
The fashion industry saw one debacle after another in 2018-19 that demonstrated just how wide the gap is between how businesses should behave and how they do. In the recent past, Burberry, Gucci and Dolce & Gabbana have been hurt by adverse publicity highlighting their cultural insensitivity.
Dolce & Gabbana’s “Eating with Chopsticks” commercials showed an Asian model trying to eat spaghetti with chopsticks. People called the ads disrespectful and racist, and the commercials were pulled within 24 hours. It was estimated that Dolce & Gabbana put ~$500 million (a third of its revenue) at risk as a result of the backlash. There have been many diagnoses offered (how did something so obviously offensive slip through the cracks of a diverse, global management team/ workforce?) and the general consensus has been that making strides in hiring for diversity doesn’t mean much if that diversity is not used effectively.
The last couple of years have seen diversity conversations expand to “Diversity and Inclusion”. But even as we fight for respect, religious sensitivities, representation on the Board, and the right to equal pay (for equal work), we might want to re-evaluate if this expansion is sufficient.
Read the full article, Making a Difference to Diversity Might Require us to Deviate from Existing Definitions, on the Thrive Global website.