Unconscious Bias and Microaggressions Greg DeShields.pptx
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The document discusses unconscious bias and microaggressions, highlighting their definitions, types, and the impact they have on individuals and groups. It emphasizes the importance of self-reflection, empathy, and proactive engagement to address and prevent these behaviors in the context of diversity, equity, and inclusion. Strategies for addressing microaggressions include immediate responses, private discussions, and recognizing the importance of acknowledging others' feelings.
Unconscious Bias and Microaggressions Greg DeShields.pptx
- 1. Unconscious Bias and Microaggressions Greg DeShields, CHE, CDE Consultant Diversity, Equity and Inclusion
- 2. Unconscious Bias and Microaggressions • What did I miss? Unconscious Bias The Keys to Change - Striding for Intentional Outcomes • How to Address Unconscious Bias? • Video #1 - Implicit Association Test • What are Microaggressions? A subtle but offensive comment or action directed at a minority or other nondominant group often unintentionally or unconsciously reinforces a stereotype. • Types and Forms of Microaggression • Video #2 – Voices of Microaggression. • Tying it All Together • Question #1 – Types of Microaggressions. • Question #2 - Themes of Microaggressions. • How to Address Microaggressions • How to Prevent Microaggressions • Question #3 - Confronting Microaggressive Acts. • Video #3 – Reverse Voices of Microaggression. • Conclusion Self-reflection and engagement are the beginning steps to make Diversity, Equity, and Inclusion a lived reality. AGENDA (Blended Learning)
- 3. Unconscious Bias What did I miss? The Keys to Change Striding for Intentional Outcomes Committing to Change o Build Relationships Across Differences o Multi-Dimensional Feedback o No Blame or Shame o Organizational Incentives for Change o Self-Awareness o Transparency o Trust
- 4. How to Address Unconscious Bias? (Know Yourself) • The first step in addressing Unconscious Bias is to begin examining your personal: o Attitudes o Beliefs o Perceptions o Values • Challenged through a process of critical reflection. o Tools such as the Implicit Association Test and the Intercultural Development Inventory can help you on this self-discovery journey.
- 6. What Are Microaggressions? • Subtle but offensive comment or action directed at a minority or other nondominant group often unintentionally or unconsciously reinforces a stereotype. • These negative remarks can have a profound negative effect by diminishing the value and humanity of an individual and group. • Microaggressions also can have a detrimental impact on customers and clients.
- 7. Types & Forms of Microaggressions TYPES Racial Sexual Orientation Disability Gender Environmental FORMS • Microassaults: A person intentionally behaves in a discriminatory way while not intending to be offensive. • Microinsults: A comment or action that is unintentionally discriminatory. • Microinvalidations: A person’s comment invalidates or undermines the experiences of a certain group of people.
- 9. TYING IT ALL TOGETHER Implicit Biases, Microaggressions, and Stereotypes are interrelated concepts. Implicit Biases are developed through exposure to Stereotypes and other forms of misinformation over time. These implicit biases can then lead well-intentioned people to commit Microaggressions against people of color, Native people, and others with marginalized identities. Microaggressions (Verbal/Nonverbal Insults) Implicit Bias (Subconscious attitudes and Perceptions) Stereotypes (Judgements)
- 10. QUESTIONS #1 Which of the following is not a type of microaggressions? a. microassault b. microallegation c. microinsult d. microinvalidation
- 11. QUESTIONS #1 Which of the following is not a type of microaggressions? a. Microassault b. Microallegation c. Microinsult d. Microinvalidation
- 12. Question #2 Stating that “I do not see color” is an example of which theme of microaggressions? a. Color-blindness b. Color-ignorance c. Color-sensitivity d. Color-justification
- 13. Question #2 Stating that “I do not see color” is an example of which theme of microaggressions? a. Color-blindness b. Color-ignorance c. Color-sensitivity d. Color-justification
- 14. How to address Microaggressions Let it Go For a long time, the most common default response was choosing not to address offensive comments. Yet silence places an emotional tax. Respond Immediately This approach allows the transgression to be called out, and its impact is explained while the details of the incident are fresh in the minds of everyone involved. Immediacy is an important component of correcting bad behavior. Respond Later A more tempered response is to address the perpetrator privately at a later point to explain why the microaggression was offensive. Here, the risk lies in the time lag.
- 15. How to prevent Microaggressive Behavior Acknowledge People’s Feelings While important to take stock of your own emotions, it’s also our responsibility to acknowledge how others feel by validating the fact that their feelings matter. Embrace Empathy Put yourself in other people’s shoes. Ask yourself how you would feel if you were in their situation. By exploring another person’s perspective, you can glean insight into your behaviors. Try not to get defensive. If you’ve been called out for doing or saying something hurtful, resist getting defensive. Instead, embrace curiosity and ask questions that can help you understand a person’s point of view.
- 16. Question #3 In most cases, when individuals are confronted with their Microaggressive acts, the perpetrator usually believes that the victim has overreacted and is overly sensitive and/or petty. a. True b. False
- 17. Question #3 In most cases, when individuals are confronted with their Microaggressive acts, the perpetrator usually believes that the victim has overreacted and is overly sensitive and/or petty. a. True b. False
- 19. Conclusion Self-reflection and engagement are the beginning steps to make Diversity, Equity, and Inclusion a lived reality. • I will check my own biases and take meaningful action to understand and mitigate them. • I will initiate meaningful, complex, and sometimes difficult conversations with my friends and colleagues. • I will ask myself, “Do my actions and words reflect the value of inclusion?” • I will move outside of my comfort zone to learn about the experiences and perspectives of others.
- 20. THANK YOU Unconscious Bias and Microaggressions Greg DeShields, CHE, CDE