Business, diversity, mindfulness, stereotypes, teamwork, implicit bias, prejudice
Business is crucial in the country's economy, and every qualified person needs to be considered for a vacant position. In this instance, consider a company willing to take innovation and diversity as some of their main achievements to ensure the reputation and image of the company are built effectively. Suppose the company struggles to achieve gender balance in the workforce employed. In that case, its reputation will not be built despite the numerous steps and training initiatives needed to implement diversity. The hiring committee overlooks female applicants even if they are qualified and unconsciously favors male candidates.
[...] Due to their unconscious nature, implicit biases can harm those working in organizations as a team. Bias may be evident, for instance, if members of marginalized groups are not given preference in recruiting and promotion choices (Ruggs et al. 199). However, since the choice may not have been made with explicit or deliberate prejudice, it is more challenging to characterize such skewed results as unfair. Since people do not intentionally want to be biased and often are not even aware that people are adopting biased choices or acting in ways that unfairly harm people based on category membership, such biases are more difficult to identify in the heat of the present. [...]
[...] Perfect or almost perfect correlations, sometimes not even regarded as stereotypes but may be defining traits (e.g., team members' wellness), are of little cognitive importance. When there is less than ideal connection between a characteristic's expression and a teamwork membership, although the characteristic nonetheless sets one group apart from another, this is a psychologically more interesting situation. Thirdly, through processes of cognition - Amodio (671) highlights how mental processes contribute to developing implicit prejudices. In order to make complicated stimuli easier to understand, humans automatically categorize information. However, this classification might result in stereotyped and simplistic views of certain groupings. [...]
[...] Gray, and John F. Dovidio. "The nondiscriminating heart: lovingkindness meditation training decreases implicit intergroup bias." Journal of Experimental Psychology: General 143.3 2014: 1306. https://www.researchgate.net/profile/Yoona-Kang-2/publication/255984098_The_Nondiscriminating_Heart_Lovingkindness_Meditation_Training_Decreases_Implicit_Intergroup_Bias/links/0f3175367d7b84c18c000000/The-Nondiscriminating-Heart-Lovingkindness-Meditation-Training-Decreases-Implicit-Intergroup-Bias.pdf?_sg%5B0%5D=started_experiment_milestone&origin=journalDetail Nelson, Laura K., and Kathrin Zippel. "From theory to practice and back: How the concept of implicit bias was implemented in academe, and what this means for gender theories of organizational change." Gender & Society 35.3 (2021): 330-357. https://journals.sagepub.com/doi/pdf/10.1177/08912432211000335 Rodriguez, Natalia, et al. "Implicit bias recognition and management: Tailored instruction for faculty." Journal of the National Medical Association 113.5 2021: 566-575. [...]
[...] Eventually, choices and cognitive processes should be regularly examined for potential bias. Individuals who wish to lessen the impact of implicit bias on their personal choices, teamwork, and behaviors might actively assess information with greater care and attention. If sufficient work has been accomplished to lessen the influence of subconscious prejudices on evaluation, then conscious attempts to control unconscious prejudice may be successful. Nevertheless, in order to achieve this, people working in teamwork need to be somewhat self-aware. In order to reduce emotional decision-making, remove interruptions, and evaluate the facts logically and thoughtfully rather than depending on preconceptions, preconceptions, and instinct, they need to be aware of how they make decisions rather than just the outcomes of those procedures in the teamwork. [...]
[...] "Discrimination and the implicit association test." Group Processes & Intergroup Relations 10.3 2007: 359-372. https://www.ssoar.info/ssoar/bitstream/handle/document/22831/ssoar-gpir-2007-3-rudman_et_al-discrimination_and_the_implicit_association.pdf?sequence=1&isAllowed=y&lnkname=ssoar-gpir-2007-3-rudman_et_al-discrimination_and_the_implicit_association.pdf Ruggs, Enrica N., et al. "Understanding bias in the workplace and strategies to combat it." Violence and Abuse In and Around Organisations. Routledge 191-210. https://www.researchgate.net/profile/Enrica-Ruggs-2/publication/330592896_Understanding_bias_in_the_workplace_and_strategies_to_combat_it/links/5f1af940a6fdcc9626ada92f/Understanding-bias-in-the-workplace-and-strategies-to-combat-it.pdf Turner, Rhiannon N., and Richard J. Crisp. "Imagining intergroup contact reduces implicit prejudice." British Journal of Social Psychology 49.1 2010: 129-142. https://www.academia.edu/download/3762819/2010BJSP.pdf Whyte, Ayesha. "Council Post: Recognizing Implicit Bias to Promote Diversity and Support a Culture of Inclusion and Innovation." Forbes, www.forbes.com/sites/forbeshumanresourcescouncil/2021/01/29/recognizing-implicit-bias-to-promote-diversity-and-support-a-culture-of-inclusion-and-innovation/?sh=4344c3011cdb. Accessed 11 Apr. [...]
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