Biases & Stereotypes

Some organizations talk about privilege and have developed a common and shared language around what it is as part of their diversity initiatives. Other organizations don’t yet have a common understanding. We can think about privilege as: “Privilege exists when one group has something of value that is denied to others simply because of the groups they belong to, rather than because of anything they’ve done or failed to do. Access to privilege doesn’t determine one’s outcomes,

We’ve all heard that Millennials aren’t loyal, they don’t like to work hard and they love innovation and change. We’ve heard they prefer technology to people and they can’t stand being told they aren’t perfect. Like with almost anything else, you can even probably find some surveys which state all of these things. But what is actually true? Since Jennifer Deal wrote Retiring the Generation Gap: How Employees Young and Old Can Find Common Ground, the idea that the different ge

Having implicit bias means we are not consciously aware of having limiting judgements and pre-conceived opinions about a certain segment of society — whether racial, gender, age or some other defining set of characteristics. Another way to understand implicit (or unconscious) bias is to think of your subconscious automatically, or involuntarily, processing a set of impressions about another person in a way that forms a negative judgement of said person, resulting in unintenti

Previously, I discussed why we might be reluctant to give others feedback and gave some ideas for approaching feedback in a positive way for positive results. This week, I’d like to talk about the downside of not giving feedback and why it’s such an imperative if you want to maintain effective working relationships. What is implicit bias? There is a lot of talk about implicit bias these days. We are grappling to understand what it is and how it impacts …