Anti-Bias Training | Dr. Warren Chalklen | Skillshare
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7 Lessons (30m)
    • 1. What is Diversity and Why is it Important?

      7:20
    • 2. What Are The Benefits of Diversity to an Organization?

      4:03
    • 3. What is The Importance of Diversity Consciousness?

      5:58
    • 4. [Exercise] Shifting Perspectives

      0:45
    • 5. Assessing the Six Areas of Diversity

      0:55
    • 6. Anti bias training

      9:47
    • 7. [Exercise] Use Memory Maps To Test Your Personal Bias

      0:57
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This course is perfect for anyone wanting to learn more about diversity and implicit bias. It is a short, sharp course with fun, engaging activities to help any level of student engage with issues related to diversity. By the end of the course you will understand how to lead across lines of difference.

Meet Your Teacher

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Dr. Warren Chalklen

Education Innovator

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Dr. Warren Chalklen is an education innovator who has taught over 92,000+ students across 179 countries using online and face to face platforms. He is passionate about building individual and organizational capacity in the fields of diversity, policy analysis, and data driven performance with softwares such as Excel, Salesforce and Balanced Scorecard tools. In his spare time he loves to travel and recently returned from a vacation in Cuba!

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Transcripts

1. What is Diversity and Why is it Important?: Hello and welcome to this course. I'm gonna kick us off by giving you some of the most important pieces of information that you need to get through and learn and gain some deep understandings of diversity. The first question is, what is diversity and why is it important? I'm gonna tackle us by looking at this three concentric circles right here on your left. Inside you exist in connection to other people so that you have you in the center and then on the outside you have your immediate family or relationships, but those be friends or family. So you exist in connection to those people. However, they exist in connection to others as well. And so you have yourself, your family and then your broader society. Now, why this is important is because you act in ways, as we all do, to shape the outcomes off your close connections as they do for you, right? You act to shape those outcomes, and in turn, those people are shaping the outcomes of the society. Right? So I'll give you an example. In places where people come up with an amazing idea, they share it with their family and sometimes that idea can ultimately lead to global governmental changes. Right? And so that's the impact that you, as an individual, can have on the close connections around you and ultimately the society around you. However, in the same way the society shapes the ways in which our close connections operate, and those close connections in turn, shape the way we operate. So think about perhaps growing up how certain things that you do were put inside of you or you learned those habits and techniques from those closest to you. But the truth is that many of them learned those same things from us. And so that's how the society and the individual late to each other. The reason why diversity is so important is because understanding the way these things operate can make us more effective and can help us understand ourselves that much better. Understanding diversity and bringing a deeper understanding off yourself and how you your experience of being influenced and shaped from the family and society can help you be incredibly successful at work and can help people stronger family relationships. And so that is one of the core reasons why diversity is important. It's the ways in which we can operate in the world, which is made up of multiple people of different perspectives, and how we can be both culturally sensitive, affirming and in the workplace productive. So with that information, let's talk a little bit about some diversity admits. These are some of the key things that people say often about diversity, and these might be on your mind before you getting started. In this course, I'm going to debunk them right here. And the rest of the course I'm going to do is spend time with you working through some of the main components, so I hope you're excited. Myth number one. Diversity only applies to women and minorities. Okay, let's debunk this. Diversity is not only about certain groups think about, uh, a mad, for example, like myself. I am both a middle class man. I exist in a city and not a rule area. I have a certain religion. I am of a certain age. I speak a certain language. I have a certain nationality, and each of these things makes me divers in certain places, makes me different in certain places. Therefore, because I have these differences and so do you? Diversity applies to all of us, right? It doesn't just apply to certain groups of people. So that Smith number one debunked with number two. Diversity is a new phenomenon. That visit is not a new phenomenon. If you look at the world map, we have over 8.5 billion people in this world. All of them are different and have strengths in different areas. Right? And so diversity is not a new phenomenon, which is talking about it in a way that is inclusive in a way that brings people together in the past. If you think about the history off colonialism and slavery, there has been a very big push to push up any kinds of difference. And what diversity is doing is naming the fact that the reality is that we have a lot of difference already. Okay, that's meant to debunked Myth. Three. Diversity equals deficiency. This is probably one of the biggest myths. Diversity is actually a strip. Think about the fact that when you have people of diverse backgrounds on a team, the creativity, the adopt ability and the innovation increases dramatically. Once you learn the skills to communicate, to understand the ways in which culture operates. You can then use the skills in a productive way to produce outcomes. The problems in the world had been created by a certain mindset, and it takes diversity to shift that mindset and create new solutions. So that's we've made. Three depart myth for diversity equals divisiveness. It is not diversity that equals divisiveness. It is the way we approach diversity that divides us through this course. You will learn skills to bring you together to make sure that diversity is actually inclusiveness, that diversity is actually a strength. And so divisiveness comes from the way in which we interpret difference. Inclusiveness come from the way we embrace difference. Number five diversity is to be feared. Once you get diversity difference. We are all different in multiple ways. I listed a number of them in the beginning of the slide. If we were ostracised or oppressed based on all the different identities, we would have a 0.5 billion people would be living in isolation. The truth is, diversity is something to be embraced. It is something to be, um, utilized as a strength, and our human capacity can be exponentially accelerated. Based on the ways in which we we deal with each other and the ways in which we work together. It's a month, five completely debunked in the next. Parts of those costs were gonna be diving into the diversity and leadership. We're gonna be looking at anti bias training. We're gonna be looking at ways in which you can transform your organization to be inclusive , to bring people together, to be productive members of society and to have some fun along the way. I hope you are enjoying this course so far, and I look forward to seeing you in the next lecture. 2. What Are The Benefits of Diversity to an Organization?: I'm often asked one of the benefits to the organization of diversity. Here are the five key reasons why, firstly, you will have an increase in innovation and adaptability. Remember that it's not diversity. That's the barrier. It's the ways in which we approach diversity in the same way. If you approached the door and you did not know how to open it, you would say that that door is blocking you. However, if you learned how to open the door. In other words, if you learn that skills to for example, turn the handle and open the door, you would then understand the importance off that door. And so, in the same way, diversity itself is not a barrier to the way we approach it. When we approach it in a powerful, inclusive way and some things that you're going to learn in this course, you can then open the door to innovation and productivity and adaptability. The second benefit to your organization is better communication if you think about the ways in which your customer base might be people from around the world. We are a global society, the better you are able to communicate in respectful and culturally responsive ways, the more likely your customers are going to return to your business or service, and the more likely they're able to feel an ownership or a part of the global business community that you you would try and faster. Thirdly, because we recruit from areas all over the world, the cost off training and recruiting new candidates is exponentially high. And so, with a culturally responsive lands with a diversity conscious lens, you could reduce the costs of recruitment by retaining your current staff. And you retain your current staff by creating an environment in which they feel secure, safe and able to be there full Selves. And when they're able to be there full Selves, they will be productive and contribute meaningfully to the organization. Number four. You're less likely to incur costs related toe workplace bias. Let me give you an example. In some cases, you have women who are biased who have been victims off bias, and that means that they are able to access certain opportunities as a result of them being woman. As a result, their particular skill set is not fully utilized. I'll give you an example of NASA when NASA put people on the moon in many ways the Bard, certain women, mathematicians from projects that could have resulted in us landing a human on the moon sooner rather than later. The minute they realized that it was their biased that was creating barriers, and they brought the woman unto the different teams. The woman were solely responsible in many ways for the calculations that eventually landed the national safely on the moon. So this is an example of the costs that bias can have. Had they kept those biases, Perhaps we would still be waiting, maybe 10 years later to have seen a man on the moon. Finally, greater productivity. When you have diversity consciousness, when you're an inclusive organization, you are far more productive. Bringing your strengths and your full Selves to work can result in exponential benefits past just the bottom line and create a great workplace culture. And most importantly, it can create a place in which people see themselves working for longer periods of time and bringing them there Full professional Selves. Those are some of the benefits of diversity consciousness. We're going to dive into some personal ways in which you is a leader as a manager can can fast cities 3. What is The Importance of Diversity Consciousness?: How can we deepen our diversity consciousness? Diversity consciousness describes the ways in which one re leverage differences as strengths. And two, We recognize the ways in which, who we are, impacts of the people both close to us. And I wrote a society an important component of diversity, consciousness, his power and being conscious of the social power that we have in the world. And when we think about the power that we have in the world, we not only need to think about our identities. So, for example, in some cases when you walk into a room, the person in the room make read you first because you are a man, right? And they may serve the woman last being away off. How those social dynamics may operate can is a form of diversity consciousness and can lead to you being a better manager and leader in your organization when you understand how these social dynamics operate. So what are the importance? What is the importance of diversity? Consciousness, right? The first thing it does is if you develop an awareness off, how you impact those around you and how those are impacting the broader society. In addition, to the ways in which society impacts your closest community and then those impacts on you. If you are a way of the ways in which those play out, you can then become a way of how to enhance teamwork. You thinking about how you can interact with those closest to you. You can balance fitting in and being yourself. You can develop respect and recognizing the strengths of others, and you can foster interpersonal relationships and communication. So how do we develop this? Let me develop. Six strategies are outlined. Six strategies that you can foster. Two in Hans who? Diversity consciousness number one. You can examine yourself and your world. I think about you at the center of your close connections. And then at the center of the society. I would like you to ask yourself, How do you impact those closest to you? And how do you impact the society as a whole? And then you need to ask yourself how society is impacting those closest to you and how those people are impacting you. So you need to examine that. Okay, The second thing is expanding your knowledge of others and the world an important thing to do is to not only read one source of information about other people. So when you see news headlines that talk that use stereotypes, it's important for you to think about the different perspectives. And there is no harm in opening up conversations with people that you have never met. Opening up your horizons Thinking about yourself as a global citizen can help you see people less is the other, and more is just a part of this salad. There's multiple world that we live in. Number three Stepping on side of ourselves. There is a very, very important value in being able to step outside of your comfort zone and being vulnerable, thinking about the ways in which you can connect and reach out to those who may be different to yourself. Number four. Gauging the playing Field the level of the playing field It's important as a manager to understand that society is not just happening outside. It's also happening within your organization. So some of the problematic, stereotypical discriminatory pieces that are happening out there in the world are also likely to be happening in your organization because people bring home to their work right and So you need to gauge the ways in which men and women are interacting with each other. You need to gauge the ways in which certain religious groups and your organization may be feeling, even though they may all be managers. They may be some interpersonal dynamics between them that is undermining one group compared to another right. So think about the organisational hierarchy. But then also think about the interpersonal hierarchies that may exist because those hierarchies exist outside in the society, right? Checking up on yourself. It's important to after a situation reflect and think about how, not necessarily thinking about why people reacted the way they did but what you did to force that reaction, right? So human interaction is a two way street. Checking in and yourself is about recognizing the way Is it in which you consciously or subconsciously reinforced some of the power dynamics, So checking in on yourself and even getting perhaps a mentor to help you just work through a dialogue some of the ways in which you can make sure that you are checking your urn, piracies and blind spots finally following through when you make a commitment to being conscious off others being respectful of others. Following through on your promises is a very, very important piece. For example, often managers may make a commitment to getting to know someone from a different culture, and that is a very difficult process. But following through on that commitment and doing your best is a very, very important part of developing those relationships. And so, using these six strategies, you can begin to foster a broader sense off an inclusive organization what that could look like, and we will be outlining some of these in more detail throughout this course. 4. [Exercise] Shifting Perspectives: shifting perspectives in the organization. You are sitting in your boss's office. Your bus enters the room and gives you a note, which says you should act as though you understand everything and not ask questions. You should never raise questions at any time. You should never look directly at me at any time when I'm speaking, answer the following questions in general. How do you feel about these expectations? Why do you feel this way? How does your cultural background influence how you feel about the situation? Talkto another colleague who may work at another establishment. How do they feel about the expectations outlined, and how does their expectations differ from yours? Please feel free to share with the class. 5. Assessing the Six Areas of Diversity: assessing the six areas of diversity consciousness. Imagine you are in charge of professional development at your workplace. You have been asked by a CEO to create an assessment for the employees. Specifically, you are to measure their competency in each of the six areas of diversity. Consciousness for each of these areas creates four specific questions to measure their awareness, understanding and our skills as a reminder. These these diversity consciousness skills are examining ourselves and our worlds, expanding our knowledge of others and the world stepping outside of ourselves, engaging the level of the playing field, checking up on ourselves and following through. Once you've done that, feel free to share this with class in the discussion group, I look forward to hearing what our classes put together. 6. Anti bias training: an important thing to understand is that the ways in which we see the world affect the ways in which we interact with the world. A very important concept to lead is something called bias. I want you to remember a time when you got a new pair of shoes or you bought a new car. All of a sudden you may have noticed that pair of shoes of that car driving everywhere or walking everywhere. And it's not that there are more shoes or more cars, but rather that you are a way of that. And you are looking specifically for that in the world. In a very strange way, That is the way our minds operate. Once we've become away of something or I know we have something, it's a Ziff that peace does not exist in diversity. Um, often we have developed biases that we are not aware off, and what I'm going to do in this specific session is talk a little bit about anti bias or recognizing one's bias. I'm going to begin by talking about personal and social barriers to success in an organization related to diversity. I've identified six main ones. The 1st 1 is stereotypes. The 2nd 1 is limited perceptions, ethno centrism, prejudice plus power, prejudice and discrimination. When we understand the ways in which these six pieces operate in an organization, we can begin to identify ways to mitigate thes. And the result of that is an increased productivity and increased retention rate in your organization. And, most importantly, people feel parts of the organizational culture in an inclusive way. Let's talk about each of these, so the 1st 1 is a stereotype. A stereotype is an unfair oversimplifies, generalized perception off a group. I used this particular picture over here because what it does is it's a very good example of how movies and radio have stereotyped specifically white woman to look, act and behave in certain ways. If we think about the fact that young Children watch Disney movies that showed damsel's and distress, for example, and then we think about the ways in which women are sometimes seen as helpless, we notice that they are stereotypes that are built around those specific things. This can happen for individual groups, and it can happen for large groups. We see this in the ways in which people characterize Gangsters and thugs, for example, and those terms are user stereotypes for specific racial groups. We see the ways in which the words terrorists are used for certain groups and not for others. These are stereotypes, and they are very, very harmful and very, very permanent in most organisations. And the important thing to do is to figure out what stereotypes are at play. One of the ways you can do that is to look at the organizational chart and look at where, for example, women are in that organizational chart on what roles they play. A very stereotypical role for a woman is an administrative role, and in various disputes, stereotypical role for a man isn't in a role of power. And so if you look at your organizational chart and you find that all the secretaries and administrative staff are women and all the people in power are men, there may be something about stereotypes at play that you need to it Look at the next one is limited perceptions. What we see in what we see is our reality. Okay, let me explain that very quickly. When you're looking at the world, there are multiple options for you to see and for you to experience. However, the human brain has helped us limit our perception so that we only look at things that we think matter to us. And so if you bought a purple car all of a sudden, you would notice purple cars everywhere. However, perhaps a year earlier when the purple car was not even on your mind, you would never have a notice the purple car passing you. So when we limit our perceptions, we can also do this with people when we look when we have certain people in our minds that we acknowledge and think about it after those people are very similar to us. And so we begin to create a community off people that are very similar to us, and our mind filters are people that are different to us, and that's what limited perceptions is very, very important. To understand. The next important barrier to success is ethno centrism. Ethnocentrism is the belief that because we are who we are, we are naturally better than others. So, for example, a good phrase to capture this is we are not perfect, but our culture is superior to others. So ethanol essentially Chisholm coming from the word ethnic and the word center center right. Putting your ethnicity at the center of what you do ethno centrism is a way off. People feeling a sense off, not necessarily pride in their identity. Right? That's important, but feeling that that identity is superior in ways compared to other people's identities. And that's where ethnocentrism can become a problem. We could think about words like nationalism. We think about words like racialism, right? These are ways in which people have adopted race and nationalism to feel superior to others , right, very important term that plays out often in workplaces. The next to him is prejudice. And if you have a pen and paper, make sure you write these down. Right Prejudice is an irrational and inflexible opinion formed on the basis of a limited insufficient knowledge. Right. Important prejudice is in your mind. Okay. Prejudice is the ways in which we look at something and form an opinion on that something right, and it leads to inaccurate judgments of people, becomes a source of distraction, results in resentment and fear and impacts. One. Help ones help when we think negatively about someone or something we develop a prejudice for that and that prejudice can have impacts both on the way we think and on the way we act . Talking about act. There's prejudice where you can just look at someone on the street and think something of them. However, when you're in a position of power, that can increase the harmful impact off those prejudices. So, for example, if you're walking on the street, you see someone and you have a prejudicial attitude towards them that does not necessarily have a direct impact on that person. However, if you're a bus driver and you deny someone that opportunity to get on the bus based on your prejudice because you have power, in other words, you're riding the bus. This is when prejudice takes a new level, right, because you have a position of power, you're able to use that power to reinforce your prejudice. So let me talk a little bit about ISMs, right? So this is where racism, xenophobia, homophobia, all the ISMs that we have. I'm coming to play where people with power begin to use that power to reinforce their prejudice right, and that's a really, really important that so prejudices in the mind, but it can also exist in the body in the physical fall. So we see this wind managers, uh, using the biases against women and others, um, and the position of power to reinforce the stereotypes, for example. And finally, we have discrimination. Discrimination is the denial of rights. Okay, now, not letting that person get on the bus is a denial of their right. So prejudice and power right, that they could put a lawsuit for it, and they could probably win a lawsuit based on the fact that they were discriminated against. The difference between prejudice and discrimination is discrimination allows you to actually open up a court case, right? You can use the court system, however, prejudices not always a very cut and dried legal matter. Prejudice can happen in a store. When you walking in, you can see someone, for example, make a slide remark or a store owner not serve a particular customer. That's prejudice, right? It's hard to prove that is discrimination. It's prejudice plus power in many instances, but discrimination are clear cut ways in which people are denied rights, human rights based on whatever identity market they have, whether they have black brown skin. Whether they have a certain religion where they're certain ethnicity, all these kind of pieces play into discrimination and prejudice. So those of the six barriers to success identifying those barriers, identifying the way that they play out in your organization will increase your awareness and understanding the ways in which your biases could play in to both prejudice, power and discrimination. 7. [Exercise] Use Memory Maps To Test Your Personal Bias: welcome to memory maps. Your task is to draw a map from memory alone. Then you're going to compare the map of the world toe a map in an atlas or reputable sauce . What are the major differences between the two, for instance, which hand drawn continents are closest to the actual size and shape what are the least accurately drawn and what is missing? What does your map reveal about the way you see the world? In other words, your biases. And what bias easel gaps? Does it show which areas are the most difficult for you to remember or visualize and why, going through this exercise, you will recognize some of the biases that you have feel free to take screenshots of your mind maps, and I blowed them said the rest of the students can take a look and see our mind maps together.