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Touchy & True:
Unconscious Bias and You
Catherine Ashcraft
Senior Research Scientist, University of Colorado
Stephanie CoxManager Virtualization Services, Indiana University
Michele Keler
I! Strategy "usiness Analyst, Indiana University
Cathy #$"ryan
%irector Client Support, Indiana University
AND YOU!
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Diversity In Tech: The Facts
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Diversity in Tech: The Facts
Source& U'S' %ept of (a)or Statistics, *+* Current -opulation Survey
Black & Hispanic ProfessionalsComprise 16%of U.S.Professional Occupations, but30% of U.S. Population
Black & Hispanic MenHold 9%of U.S.Computing Jobs
Black & Hispanic WomenHold 4%of U.S. ComputingJobs
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We’re Losing The Diversity Already There:
An Unnecessary Corporate Brain Drain
Sources: Athena Factor, 2008
74% love work
% leave
"#% s$ay in workorce
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Why Diversity Matters
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Sources:Workplace Diversity Pays, American Sociological Review (2009),Capitalizing on Thought Diversity, Research-
Technology Management (2009),The Difference, Scott Page (2007),Innovative Potential, London Business School(2007),The Bottom Line,Catalyst(2004).
Increased sales revenue,bigger market share
Higher-than-averageprofitability
Greater return on equityand to shareholders
Diversity Improves Productivity,Competitiveness & Bottom Line
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.hat the Research Says
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Let’s Cut to the Chase
Minority Groups Aren’tBroken
Majority Groups Aren’tThe Enemy
Culprit = Societal BiasesWe All Share
We Can Take ActionTogether
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What do you see?
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ocie$y Or'ani(a$ional )ul$ure
u*$le
Dyna+ics
,ns$i$u$ional
Barriersche+as-
Unconscious
Biases
.+/loyees
We Bring Unconscious
Bias to Work
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Industry Change Model forInclusive Cultures
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What interested you in the study ofUnconscious Bias in the Workplace?
And/or what personal experienceshave you had with unconscious
bias?
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What are some strategies you’vetried to address biases in the workenvironment and to better retain
underrepresented groups? Andwhat have been the successes and
challenges?
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What role can biases play when
members of a dominant culture seekto be a mentor or ally?
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How can members of a dominant
culture not only be aware of bias butalso their own privilege?
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How can we interrupt unconscious
biases if we feel we are beingsubjected to it, or if we see it in agroup decision-making process?
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How might you respond if someonesuggests that you are exhibitingbiases?
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How should one (and how do the
panelists) employ techniques toactively combat their own potentialbiases?