Embracing Diversity in Remote Teams

Unconscious Bias, Microaggressions and Allyship

Dr. Sasha Göbbels
https://shrtr.name/embdiv/

Overview

  • About me
  • Short Recap
  • Unconscious Bias
  • Microaggressions
  • Allyship

About me

  • Speaker & Consultant
  • Engineering Manager at
  • PhD in Theoretical Chemistry
  • ADHD, hyperfocus topics include:
    • Diversity & Inclusion
    • Fashion Theory& Fashion
    • Neuroscience & Empathy
  • Extroverted introvert
  • Trans femme

Short Recap

  • Diversity: Having different types of people on your team.
  • Equity: Fair (not equal!) opportunities for everyone.
  • Inlusion: Having those different types of people’s voices heard.
  • Belonging: The feeling of being part of the team and being able to contribute.

Unconscious Bias

Photo by Norbu GYACHUNG

Unconscious Bias

  • We all have biases we're not aware of
  • We all think in categories
    ↝ in-group vs. out-group
  • Numerical facts don’t work
  • Still unsolved problem:
    self-directed mindbugs

Examples

  • Phonebook: Sebastian/Susannah Weissdorf
  • Implicit Association Test (Banaji et al.): +/- to black/white faces
  • Women @ single-sex/co-ed schools: 4 years in weakened gender stereotypes (women as role models)

OK, so what do we do?

Overview
  • Be aware that you can and will have biases
  • Expose yourself to a variety of experiences
  • Blind auditions
  • Bypassing biases

Blind auditions

  • Blind auditions (↦ musicians)
  • If blinding is not possible (like at work):
    • Priming with faces (race, age) before IAT
    • Imagination priming
  • Role models, visibility!
  • These are elastic changes

Bypassing Biases

  • Make avoiding a bias a no-brainer
  • Use guidelines and procedures
  • Example: medicine

Microaggressions

Photo by Jon Tyson

Microaggressions

Definition
Commonplace daily verbal, behavioral or environmental slights, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward marginalized groups

Examples

  • So you have been a man before you decided to become a woman?
  • Did you have the surgery?
  • Non inclusive language, like "Hey guys!"
  • Asking a gay man: So, I guess you're a
    good dancer?

What to do about it?

  • Signalling: exhibit an inclusive attitude
    without an incident
  • Intervention: actively interfere in a situation
  • Pursue the incident later
  • The flamingo emoji!

Allies

Photo by Edgar Chaparro

Allies

Definition
An ally is any person that actively promotes and aspires to advance the culture of inclusion through intentional, positive and conscious efforts that benefit people as a whole.

In Practice

  • Life-long process
  • It's not a self-assigned title
  • It has to be recognized by the
    affected group
  • How to ally:
    • Advocate for others
    • Share opportunities
    • Let venting happen and listen

Hidden Allies

  • Someone who does not openly show support
  • How to identify:
    • They come to you later and express
      their allyship
    • Watch closely when an incident happens

Hidden Allies

How to 'activate' an ally
  1. Talk to them and find out what their position is
  2. Acknowledge their PoV and make clear that you
    see them as an ally
  3. In case of concerns about being open: seek coverage from manager / HR

Questions or Additions?

References