Unconscious Bias In The Workplace Quotes

I think we should first address conscious and unconscious bias. I believe these conjoined twins set the stage for how office politics erode the workplace, leaving a lot of talented and tenured people overlooked and undervalued—more than likely people of color.

For Ginsburg, therefore, the #MeToo movement, in which women used social media and other platforms to demand the same respect in the workplace as their male colleagues, was a vindication of her vision that women should empower themselves by joining the workplace in numbers and refusing to tolerate unequal treatment, intentional or unintentional. Ginsburg believes that the Constitution should be interpreted to root out unconscious biases that subordinate women. But as she recognized decades ago, true equality requires that men and women work together to root out unconscious bias in families and in the workplace.

I’m done being polite about this bullshit. My list of professional insecurities entirely stems from being a young woman. Big plot twist there! As much as I like to execute equality instead of discussing the blaring inequality, the latter is still necessary. Everything, everywhere, is still necessary. The more women who take on leadership positions, the more representation of women in power will affect and shift the deep-rooted misogyny of our culture—perhaps erasing a lot of these inherent and inward concerns. But whether a woman is a boss or not isn’t even what I’m talking about—I’m talking about when she is, because even when she manages to climb up to the top, there’s much more to do, much more to change. When a woman is in charge, there are still unspoken ideas, presumptions, and judgments being thrown up into the invisible, terribly lit air in any office or workplace. And I’m a white woman in a leadership position—I can only speak from my point of view. The challenges that women of color face in the workforce are even greater, the hurdles even higher, the pay gap even wider. The ingrained, unconscious bias is even stronger against them. It’s overwhelming to think about the amount of restructuring and realigning we have to do, mentally and physically, to create equality, but it starts with acknowledging the difference, the problem, over and over.

Male power and patriarchy are clearly part of the picture. Men historically created the workplace rules and influenced social norms that overlooked sexual harassment. An evolutionary perspective highlights an underlying sexual psychology that influences these male-biased practices. Studies by psychologist John Bargh and his colleagues, for example, explored the unconscious links between power and sex.25 One study found that men experienced an unconscious association between the concepts of power and sex, but this occurred only for men who scored high on a “likelihood to sexually harass” scale. In these men’s minds, concepts like “authority” and “boss” were automatically linked with concepts like “foreplay,” “bed,” and “date.” Their second study primed men to think about power and subsequently asked them to rate the attractiveness of a female confederate in the room who the men believed was just another study participant. Again, only men scoring high in likelihood to sexually harass viewed the woman as especially attractive and expressed a desire to get to know her. In short, power and sex are linked, but primarily in the minds of a subset of men. This may explain why only a minority of men in positions of power over women sexually harass them; many men with power do not.

My call to action goes well beyond asking you to pressure your recruiting team to hire a couple of token employees. That's easy and you've been doing that for years. My call to action is that you dig deeper and place focus on making the work environment sustainable for the minorities you introduce to your team. I'm challenging you to refrain from the habitual practice of listening only to the jaded opinions of people that you are more familiar with. Consider that, although you may be under the impression that your employees have strong ethics, morals and values, there is a possibility that they mat not be telling you the entire truth when speaking about the performance or demeanor of minorities. Furthermore, I challenge you to accept that racism, ageism, ableism, classism, sizeism, homophobia, etc., are real and shaping the semblance of your organization. Accepting that fact does not mean that people you work with and trust are bad people. It simply means that many of them are naïve, fearful, and more comfortable with pointing fingers at the innocent than they are with facing and addressing their own unconscious and damaging biases.

Ginsburg believes that the Constitution should be interpreted to root out unconscious biases that subordinate women. But as she recognized decades ago, true equality requires that men and women work together to root out unconscious bias in families and in the workplace.