In the late 21st Century we have developed strategies to overcome bias by teaching inclusion, respect for diversity and global citizenship. Great strides have been made in this regard, and the obvious result has been a slight improvement in bias-driven decision making by leadership, management, and major institutions. But the fact remains that there is an underlying deeper type of bias called unconscious bias, that still pervades. Is it a part of human nature to be biased towards something, someone or some group? If so, then how can we “go against” human nature, spotting unconscious bias so that we can work towards eliminating it?
Unconscious bias is related to survival and serves a purpose. We go out in the world every day and make decisions about safety, appropriate behavior, likes and dislikes. It is what psychologist Joseph LeDoux has suggested is an unconscious “danger detector” that determines whether or not some thing or one is safe before we can even begin to consciously make a determination about how to act in that situation.
It is part of the current state of things, and the phenomenon of Islamophobia. Read enough press about terrorist, false religious wars, and the frequent use of terms like radical Islam, one will begin to form an unconscious bias towards a group or something that normally would not emote such considerations. A forgotten backpack under a table in a café, a tall dark stranger in a hoodie walking through a crowded shopping mall, a woman in traditional clothing. When the object, animal, or person is assessed to be dangerous, a fear response, what has been called “fight or flight,” occurs. This is from our subconscious. If we fail to recognized it as something irrational connection to fight or flight, unconscious bias takes hold. So we are emotional first; and then if we are “bias aware” we pause and reevaluate to validate that emotion.
Here are some examples and results of apparent unconscious bias:
Consider this: Less than 14% of American men are over six feet tall, yet almost 60% of corporate CEOs are over six feet tall. Less than 4% of American men are over six feet, two inches tall, yet more than 36% of corporate CEOs are over six feet, two inches tall.1 Is this rational?
In the US, black and minority populations represent a larger portion of those incarcerated. While people of color make up about 30 percent of the United States’ population, they account for 60 percent of those imprisoned. The prison population grew by 700 percent from 1970 to 2005, a rate that is outpacing crime and population rates.
Yale University researchers evaluated results from interviews that were conducted by people holding cold and hot drinks and found that those holding hot drinks were more positive about the interviewee than those holding cold drinks. Rational? No. But what does a ‘warm smile” indicate? Or a ‘cold heart’?
The attacks in Germany during New Year’s Eve has resulted in an unconscious bias towards male refugees getting assistance and acceptance in Europe.
The pay gap still exists between men and women because of our unconscious bias towards economic need and performance of women in the workplace.
Social scientists believe that unconscious biases are learned as young as age 3, and maybe fueled by stereotypes perpetuated in the media, or beliefs passed along by parents, peers, and other community members. (Kirwin Institute) To recognize this is the first step in eradicating unconscious bias. It’s not enough to suggest that simply living in a multicultural environment will on its own create tolerance, empathy, acceptance and eradication of bias. Our attitudes, behaviors and tendencies affect the young minds we come in contact with as parents, teachers, mentors and role models. Therefore, building awareness of our unconscious bias, and using learning techniques and training is essential.