How to reduce bias in your workplace | The Way We Work, a TED series
Understanding and Disrupting Bias in the Workplace
The Nature of Bias
- Kim Scott introduces the concept of bias, explaining that it encompasses assumptions about race, gender, religion, sexual orientation, and other traits that often go unnoticed.
- Trier Bryant shares a personal experience where he was misidentified as a receptionist despite being an executive, highlighting how bias can hinder collaboration and performance.
- Scott emphasizes that while bias is prevalent, it is not inevitable and can be disrupted through intentional actions.
Steps to Disrupt Bias
Step 1: Create a Shared Vocabulary
- The first step involves developing a shared vocabulary within teams to address biases. This includes using specific phrases like "bias alert" or "purple flag."
- Scott notes that the best terms are those agreed upon by the team rather than imposed by leaders. An example given is “purple flag” for identifying biased comments.
Step 2: Establish Norms for Response
- Team members should respond to identified biases with "I statements," which invite understanding rather than confrontation. For instance, saying “I don’t think you meant that the way it sounded.”
- When biases are pointed out, it's crucial to have a shared norm for responses. Acknowledging the courage of the person who flagged the bias fosters a supportive environment.
Step 3: Commit to Regularly Disrupting Bias
- Teams should commit to addressing at least one instance of bias in every meeting. Silence on bias reinforces its presence.
- Both targets of bias and observers must feel empowered to speak up; this collective responsibility helps prevent biases from escalating into more severe issues like discrimination.
The Importance of Continuous Learning
- Disrupting bias may initially feel uncomfortable but becomes easier with practice. Consistent effort leads to greater awareness and reduces feelings of threat associated with recognizing biases.