Erasing Institutional Bias | Tiffany Jana

Summary of: Erasing Institutional Bias: How to Create Systemic Change for Organizational Inclusion
By: Tiffany Jana

Introduction

Embark on a journey to understand and dismantle the unseen biases that surround us, as we explore the book summary of ‘Erasing Institutional Bias: How to Create Systemic Change for Organizational Inclusion’ by Tiffany Jana. Delve into the realms of systemic bias, its origins, and consequences on individuals, organizations, and society as a whole. Gain valuable insights into identifying your own biases and the role you play in fostering them, and learn effective strategies to mobilize support for positive change. This summary arms you with the tools to make your organization more inclusive while challenging the status quo through well-orchestrated, data-driven approaches.

Combatting Systemic Bias

Bias is present in individuals and institutions alike, creating systemic bias that gives certain groups an advantage over others in power structures. Systemic bias affects everyone, from job candidates to entire nations, and can only be fought by acknowledging its existence, recognizing past support of it, and organizing to eliminate it. Erasing systemic bias seems insurmountable to an individual, but collective effort can make change possible. Biases have a cumulative effect, presenting an even greater challenge for people facing multiple forms of discrimination. By combatting systemic bias, organizations and society can improve, creating opportunities for everyone to reach their full potential.

Dismantling Systemic Bias

Removing institutional and organizational bias requires personal responsibility and collaboration. A four-step process can help you eliminate biases from the system. First, assess your past part in contributing to systemic bias. Next, plan your approach to stopping systemic bias. Then, build support from others and create momentum for change. Use data to make an unassailable case and find colleagues to join the effort. Working together, you can remove the bias from the system and create a just society.

Fighting Occupational Bias in Hiring Practices

Occupational bias affects individuals by pigeonholing them into low-paying jobs, and it disadvantages people who apply to jobs traditionally associated with another gender. This bias persists even where firms want to attract diverse candidates. To fight it, examine past practices and eliminate hidden biases. Make connections with diverse organizations and insist on diverse candidates in every hiring process.

The issue of occupational bias is a prevalent problem in the workforce, particularly for women and individuals applying to jobs traditionally associated with another gender. This type of discrimination can pigeonhole people into low-paying and dead-end jobs, devaluing the work they may do at home or caring for others. Even when firms claim to seek out diverse candidates, unconscious biases often persist.

To combat this problem, individuals must first examine their own role in furthering occupational bias. They can start by analyzing past recruitment practices, including job postings and sourcing candidates. Hidden biases, such as recruiters screening out individuals with Black or foreign-sounding names, must be eliminated.

To attract diverse candidates, it is also essential to make connections with diverse organizations and insist on a certain number of diverse candidates in every hiring process. Developmental programs such as coaching, mentoring, and succession planning must include diverse candidates.

It is crucial to reject the idea of “cultural fit” in the hiring process, as it often leads to a homogeneous workplace. By examining previous practices and developing a compelling, evidence-based story, individuals can recruit others to their cause and develop a movement to combat occupational bias.

In conclusion, occupational bias is a complex issue that affects individuals and the workforce as a whole. By examining past practices, eliminating hidden biases, and making connections with diverse organizations, we can take steps towards building a more inclusive and diverse workforce.

Confronting Gender and Racial Bias in the Workplace

Despite laws forbidding gender bias, it continues to exist in subtle ways in most organizations today. Women are paid less, promoted less, and suffer more workplace harassment than men. The #MeToo movement has made progress against overt sexual harassment and assault in the workplace, but a more subtle “benevolent sexism” still exists in which women are patronized, undermining their confidence and credibility. Similarly, racism still pervades American society, perpetuated by individuals believing it is only the responsibility of others to change. Victims of racism encounter microaggressions, both unintentional and intentional, on a constant basis. To combat these biases, individuals must first determine what needs to be changed and collect data to analyze the situation. Next, they need to craft a better approach or solution, find allies, take action, set goals, and track progress. Furthermore, achieving racial diversity is not enough; people must feel included and a sense of belonging. Listening sessions and focus groups can be used to complement data from surveys to help executives fully understand how people experience the organization. By following these steps and taking responsibility for addressing systemic biases, individuals can become allies for change in the workplace and beyond.

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