Please note that much of this slide set is a collection of direct quotes from other sources. It is used for educational purposes only, and sources are listed at the end of the presentation, as well as below. This documents is used as a discussion starter with bi-lingual individuals who may benefit from having a bi-lingual resource. The intended use is for people who are not fluent in either language to have a resource to help bridge language barriers so conversations can be fostered.
TrailHead. 職場のバイアスの認識. N.d. Website. October 15, 2016. https://trailhead.salesforce.com/ja/workplace_equality_inclusion_challenges/we_inclusion_challenges_bias_in_the_workplace
Norton, K. Unconscious Bias at Work. October 15, 2016. https://library.gv.com/unconscious-bias-at-work-22e698e9b2d#.hcxvcz5kj
永田 稔 (Minoru Nagata). Towers Watson Consulting. ダイバーシティマネジメントとUnconscious Bias
(無意識バイアス). April, 2014. Webpage. October 14, 2015
https://www.towerswatson.com/ja-JP/Insights/Newsletters/Asia-Pacific/japan-newsletter/2014/RTC-NL-2014-April-Nagata
Appassionata. 無意識の偏見(アンコンシャス・バイアス. N.d. website. October 14, 2016. http://www.worklifebalance.co.jp/diversity/unconscious-bias.html
Babcock, P. SHRM. Feburary 1, 2006. Web Article. October 14, 2016. https://www.shrm.org/hr-today/news/hr-magazine/pages/0206cover.aspx
British Chamber of Commerce in Japan. Diversity and Mindset: Everyone is responsible. March 4, 2016. Web Artcile. October 14, 2016. https://www.bccjapan.com/news/2016/03/diversity-beyond-gender-everyone-responsible/
3. 職場での偏見
• “ 多くの人が気づかない無意識の偏見や特権的地位は、真に多様性
を受容する能力に影響を与えます。無意識の偏見 ( 暗黙の偏見 ) は
、本人が気づいていない偏見のことで、自分でコントロールできま
”せん。
• “ この種の偏見は、経歴や文化的環境、個人的な経験に影響されて
、脳が人や状況をすばやく判断および評価することで自動的に引き
”起こされます
• “Level Playing Field Institute が実施した全国調査の The Corporate
Leavers Survey ( 企業離職者調査 ) によると、毎年 200 万人以上の
専門家やマネージャが不公平のみを理由に自発的に離職しており、
従業員の入れ替わりによるコストは米国の雇用者全体で年間 640
”億ドルになります。
4. Prejudice in the Workplace
Many people are unconscious of their prejudice and privileged status, and it
affects their ability to truly accept diversity. Unconscious prejudice (implicit
prejudice), because the person is unaware of the prejudice, it is difficult to
control their actions.
This kind of prejudice, is created by the historical and cultural environment,
personal experiences, which cause and influence the brain to quickly
determine and evaluate people and situations….
Level Playing Field conducted a national survey, The Corporate Leavers Survey.
They found more than 2 million professionals and managers each year
voluntarily leave their positions because of bias-related injustice. This costs
employers annually, $64 billion in total US.
6. Everyone has Prejudice and Bias
Incorporating our brain is information, sensed, good or bad it, it has been
found that is a natural process of free or uncomfortable classification. It is of
such an ordinary thing with prejudice. Everyone has a prejudice. Still, We as
human beings, need to recognize when we are acting because of prejudice,
intentional or not. Prejudice exerts a negative and unfair impact on the
people around us, because it appears as prejudice and discrimination. Even
if you are judged to be a kind and fair person, it is possible that your actions,
driven by bias and prejudice are negatively impacting others around
you. However, since the unconscious of the brain that acts contrary to the
intention, we need to suppress it.
8. In the Brain…
Looking at images of the brain’s nerves, when you make a decision you
can see that a particular region of the brain is automatically activated. A
collection of almond-shaped nerves, called the amygdala, in the temporal
lobe, has been attracting attention as an important area in the prejudice
of the study. This is the part of the brain that responds to fear and
threat. Scientists have discovered a correlation between the prejudice-
related decisions and the amygdala. In a recent study at Columbia
University, we found that also involved other parts of the brain.
10. Bias Examples
• I have laughed at racist jokes.
• I feel uncomfortable seeing a gay or lesbian couple expressing affection.
• Overweight people shouldn’t eat unhealthy foods.
• It’s o.k. to make jokes about people being fat
• Giving different responses or treatment to people based on their gender
• Thinking, “men make better leaders.”
• Black women are “angry”.
• Women can work, but motherhood should be their priority.
• Men of Latin decent are lazy.
• Asians have strong technical skills or thinking.
12. In-group / out-group
•We all instinctively know who is "outside" (majority) and "inside" (minority) of the
population. Similar to childhood, when children chose who was or who was not
popular. Children will follow along with the popular opinion to maintain the status
quo. And this is not just obvious social norms. For example, men with beards,
wearing flannel shirt are well known in San Francisco as "hipsters." Social norms
(also referred to as a group norm), who is popular, who can join the “in” group,
who mingles with who, these sorts of networks and connections begin to influence
things like promotion and popularity.
Introvert / extrovert
•An example of the difference to form the in-group and out-group can be seen in
the difference between the introverted person and outgoing person’s
personality. Prejudice exists on either side. People think that introverted people
have no self-confidence, are not actively involved in activities, and think that there
is no motivation. Conversely, people believe extroverted people have aggressive
personalities, like to attract attention, and don’t listen to other people. These
differences, require adaptation and a deeper understanding, as they are negatives
stereotypes and generalizations.
14. Power and gender
•Gender differences appear in a variety of different ways in the workplace.
Men and women are different in their communication methods, and their
views of self-promotion are opposite. For example, generally speaking, men
will often self-promote their work and skill, and see this as a natural thing to
do within an organization. Women, generally will not self-promote, and feel
unnatural when they do. It is often regarded as selfish or prideful for a
woman to self-promote, but not thought of this way for men. Gender-based
prejudice often leads to a sense that “men are better leaders.” However
meta-studies of leadership show that men do not always or necessarily make
better leaders
16. • Discriminatory Intent/Treatment
A discriminatory intent, or discriminatory treatment claim is when an
employee is treated worse by an employer because of his or her status as a
member of protected class or category.
• Disparate Impact
A disparate impact claim is a type of discrimination based on the effect of an
employment policy, rule or practice rather than the intent behind it. The anti-
discrimination laws make it illegal for a seemingly neutral policy, rule or
practice to have a disproportionate adverse affect on members of a protected
class. For example, a strength requirement might screen out disproportionate
numbers of female applicants for a job, or requiring all applicants to receive a
certain score on a standardized test to be eligible for a promotion could
adversely affect candidates of color.
• Retaliation
A retaliation claim is when an employer retaliates against an employee who
engages in conduct that the law protects, like making a complaint about
discrimination, or reporting a safety hazard.
18. Questions to ask:
•Are employees of similar situations treated the same or different?
•Do managers or supervisors regularly make rude or derogatory comments directed
at one employee or at all members of similar people and/or related to their work?
For example, "Women don't belong on a construction site" or "Older employees are
set in their ways and make terrible managers."
•Is the circumstances of employment and/or employees treatment so unusual,
egregious, unjust, or severe as to suggest discrimination?
•Does the employer have a history of showing bias toward different people?
•Are there noticeably few employees of diversity at your workplace?
•Have diverse employees been singled out for adverse treatment or are put in dead-
end jobs?
•Have you heard other employees complain about discrimination, particularly by the
supervisor or manager?
•Are there statistics that show favoritism towards or bias against any group?
•Does the employer violate an employee’s rights by ignoring company rules?
20. Effects of unconscious prejudice has on
the performance of the employee
• We make the decision to go to work every day. In most cases, there is
no intention of trying to discriminate against others. However,
according to studies of the brain, 1,1000 million pieces of information
each day, but only 40 pieces can actually be processed. If you are not
aware of your prejudice and bias, the decisions you make can
negatively impact yourself and those around you.
22. Interview / hiring
•Only hiring people from the same school or university, background, or other
similarities to the recruiter/manager is operating based on biases. In addition, if
there is no diversity representative on the recruitment team, it will be difficult to
find a diversity in applicants. People naturally seek to find people like themselves.
Objective recruitment standards are also important in order to promote equality
in the hiring process and to eliminate prejudice.
Leadership / skill development
•Assuming or basing decisions on stereotypes affects everyone. Considering
someone’s suitability based on their physical or other unrelated characteristics
(such as in considering an employee for business trips or overseas dispatch) is
discriminatory and may lead to a weaker candidate being chosen. Also unfairly
giving negative feedback, refusing to give feedback, or otherwise unfairly
comparing work is operating based on biases. The difference in feedback and
leadership promotion is especially noticeable when the gender is different.
24. Ability evaluation
•Consider the following questions in relation to performance evaluation. Will the
criteria being used to judge be in the favor of one person/group more than
another? Are you using personality types as part of the criteria? Using prejudice or
unfair performance evaluation tools in order to evaluate employees. Are we
promoting a variety of employees or all people being promoted similar (for
example, only or the majority of promotions are only men over 45)?
Exchange of everyday
•Communication between colleagues, employees-supervisors, etc. occurs in a
variety of ways. For some people relationships are built quickly, while for other
employees this takes time, prejudice can affect this length of time. For example, if
you believe young people are untrustworthy. There are a variety of ways to
evaluate and reward, and can often be motivation to continue good performance
and to stay with a company. The important thing is to treat people equally, and
without bias. To do this, you must be aware of the prejudice. The brain is
constantly influencing us subconsciously.
30. Best Practices
• Employees strive to feel like there are a part of a larger group,
encouraging all employees to be in the “in” group and working to
make that a reality. Creation of Employee resource groups, Proposing
the celebration and events to enhance feelings of acceptance,
circulating articles about diversity and inclusion, forums for
discussion. Participate in volunteer activities as an organization that
promote diversity and acceptance.
32. Managers and Leaders
• As a manager, considering hidden qualities, and working to better understand
subordinate employees. Ensuring you are receptive to company's systems and
processes. You do not have a biased view against certain groups and certain
types of people. Please always think about or adopt processes that fairly affect
all employees. If people are discouraged to participate in your team, consider if
there are biases that may be excluding them. Consider if your actions are
prejudice. What kind of human resources do you promote? Are your leaders
diverse? Who is speaking in meetings? Who makes decisions? Are all voices
heard equally?
• As a leader, it is not enough to just idly watch. Create your own plan to increase
the diversity of the organization. How can I improve manager’s own leadership
style? Seek the opinions of employees who are in diverse or minority
groups. Ensure diversity on committees, appointment diverse people to boards,
etc. So that your position is one of accuracy and respect, seek out professional
advice and consultation in order to ensure your plans are diverse and accepting.
39. Positive Outcomes of
DiversityThose who are in control of the company, control the ability of bias, and have can make positive
impacts related to acceptance and diversity. Everyone needs to consider what can be done to
create workplace equality. We can create our own mental toolkits, and have the ability to carefully
make decisions. We can control biases and remain aware of the importance of the outside/inside
group dynamics. Always consider and consciously question one's own judgment, and to actively
work to not be controlled by one’s own biases
How to: Adoption of in-house training, increase the diversity of promotion of human resources, if
we increase the initiative the acceptability of its own attitude, to improve the unintended negative
impact of unconscious bias, to enjoy its benefits I can. As shown in the study, it will lead to
benefits in all aspects by workplace diversity.
•Will lead to the improvement of company outcomes (performance, customer satisfaction, social
contributions)
•Diversity of ideas and innovation will improve.
•Ability to respond to global customer profile and purchasing decisions will increase.
•Employee retention is higher
•Employee engagement increases