Unconscious Bias – A Rearview Mirror Concept

I have not posted a single, solitary word since George Floyd died on May 25, 2020.  The disbelief and shock stayed  with me long after the images were no longer being replayed, and so, I paused.

During the pause, I reflected on the hours of unconscious bias training I have facilitated, and how I encouraged client organizations to shift from the traditional paradigm of assuming that patterns of discriminatory behavior in organizations are conscious.  I asked them to toss out the good person/bad person paradigm and assume that people make choices that discriminate against one group in favor of another without even realizing that they are doing it.  For me that thinking is no longer credible.  As diversity advocates, does it make sense to explore unconscious bias amid confederate flags, racial unrest, and the politicization of healthcare?

To build inclusive cultures, and socially responsible employment brands, organizations have to take the first step towards a new vision.  This means engaging employees in conversations that while uncomfortable, create a platform  for change.  When an individual realizes they have a bias, it is no longer unconscious.  Now is the time to begin transformational dialogue – about bias – not unconscious bias.  Unconscious bias became a rearview mirror concept on May 25.  We are all consciously aware of our biases, and that bias exists.  Now the springboard question is, “what exactly are we willing to do about it”?  If your organization is willing to take those first courageous steps toward a new vision, connect with me at delorasjones@dialogueandcreativeworks.com.