Big idea: Towards the end of the Unconscious Bias?

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LinkedIn Talent Solutions

Jeff Turner, EMEA Learning & Development Manager, Facebook

Recrutement & RH

How to overcome biased
recruiting
Jeff Turner
EMEA L&D Manager
Facebook

First Impressions

Hi I’m Jeff.

Who we areWhy is Diversity and Inclusion
so important to us?

The challenges we all face
Attracting diversity
People like…
Growth and attrition?
Unconscious bias – Me? No!
Allowing difference
People managers 
Go native? No thanks!
Difficult convo = mistakes
Institutional barriers
Leaders
The most meritocratic companies
All in?
Unconscious bias – Me? No!

bias
noun
a tendency to believe that some people, ideas, etc., are
better than others that usually results in treating some
people unfairly
verb
cause to feel or show inclination or prejudice for or
against someone or something

implicit
bias
Attitudes or stereotypes that affect our understanding,
actions, and decisions in an unconscious manner
Activated involuntarily and without an individual’s
awareness—developing over the course of a lifetime
through exposure to direct and indirect messages

Impact of a 1% Bias
5 0
5 0
5 0
5 0
5 0
5 0
5 0
5 0
1
2
3
4
5
6
7
8
Lowest Level
Highest Level
Women Men

Impact of a 1% Bias
5 3
5 0
4 8
4 8
4 6
4 3
3 9
3 5
1
2
3
4
5
6
7
8
Lowest Level
Highest Level
Women Men

small changes make a big difference
… and organisations and people who believe they are
meritocratic often have worse outcomes

Gender IAT
more readily
associate “males”
with “career” and
“females” with
“family”
more readily
associate “male”
with science and
“female” with the
arts
have an implicit
preference for
white people over
black people
76% 70% 75%
Gender-Science IAT Race IAT
have an implicit
preference for
able-bodied
people
76%
Disability IAT

Decades of social science research teach us that
stereotypes are self-fulfilling

Four Common Types of Bias
Performance
Competence/Likeability
Tradeoff
Performance
Attribution
Maternal Bias
UNDERSTAND
Impact
SURFACE
Bias
Take action to
COUNTERACT

Four Common Types of Bias
Performance

Four Common Types of Bias
Performance
Attribution

Four Common Types of Bias
Competence/Likeability
Tradeoff

Four Common Types of Bias
Maternal Bias

So what’s next?
•Become aware of your own biases or blind-spots
•Challenge others when you see theirs
•Structure decision-making with clear criteria
•Trial blind CV’s
•Be brave and forgive others when they get it wrong

So what’s next?

©2015 LinkedIn Corporation. All Rights
Reserved.

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CHAPTER 4 Social Perceptions and Managing Diversity ©McGraw-Hill Education. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw-Hill Education. 1 Major Questions You Should Be Able to Answer 4.1 How do I form perceptions of others? 4.2 How can I use awareness of stereotypes to make better decisions and manage more effectively? 4.3 How do I tend to interpret employee performance? 4.4 How does awareness about the layers of diversity help organizations effectively manage diversity? 4.5 What is the business rationale for managing diversity? 4.6 What are the most common barriers to implementing successful diversity programs? 4.7 What are organizations doing to effectively manage diversity, and what works best? ©McGraw-Hill Education. 2 Person Perceptions What is perception? A cognitive process that enables us to interpret and understand our surroundings Important as perceptions affect actions and decisions Perceptions are based on the characteristics of: The perceiver The target The situation ©McGraw-Hill Education. Perception is a cognitive process that enables us to interpret and understand our surroundings. Recognition of objects is one of this process’s major functions. For example, both people and animals recognize familiar objects in their environments. People must recognize objects to meaningfully interact with their environment. But since organizational behavior’s (OB’s) principal focus is on people, social perception is emphasized rather than object perception. 3 Model of Person Perception Jump to Appendix 1 for description ©McGraw-Hill Education. Characteristics of the Perceiver Direction of gaze: Gaze is the first step in the perception process because it focuses your attention and tells the brain what you think is important in the immediate environment. Needs and goals: We are more likely to perceive whatever is related to our goals and to our needs. Experience with target: Our perception of a target is influenced by our past experience with him or her. Category-based knowledge: This knowledge consists of perceptions, including stereotypes, that we have stored in memory about various categories of people that we use to interpret what we see and hear. Gender and emotional status: Women recognize emotions more accurately than men, and experiencing negative emotions such as anger and frustration is likely to make your perceptions more negative. Cognitive load: Cognitive load represents the amount of activity going on in your brain; your perceptions are more likely to be distorted and susceptible to stereotypical judgments if you are tired. Characteristics of the Target Direction of gaze: We form different perceptions of people based on whether they are looking at us while conversing. Facial features and body shape: We often use faces as markers for gender, race, and age, but face and body c.

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Alice in wonderland Syndicate case study

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Employability skills rev 312010

Employability skills rev 312010

Employability skills rev 312010

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This slideshow gives a few exercises and insights into the critical skills required for Management and Leaders to improve employee communication. To full the FULL CIALDINI The Science of Influence Video: https://www.youtube.com/watch?v=cFdCzN7RYbw For further resources or for a free consultation, please contact APROPOS PRODUCTIONS LTD. email: info@aproposltd.com www.aproposltd.com/free NOT FOR RE-SALE: Image copyright and academic models may apply.

Advanced Communication & Emotional Intelligence

Advanced Communication & Emotional Intelligence

Advanced Communication & Emotional Intelligence

Apropos Productions Ltd.

Guide to Passive Communication

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Dc20 beth lang - how not to be a d'ck

Dc20 beth lang - how not to be a d'ck

Dc20 beth lang - how not to be a d'ck

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Organizational Behavior " Personality & Ability "

Organizational Behavior " Personality & Ability "

Organizational Behavior " Personality & Ability "

COMMUNICATION MATTERS

COMMUNICATION MATTERS

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International Edition - Motivate and Empower Globally-Competitive Teams of Co...

International Edition - Motivate and Empower Globally-Competitive Teams of Co...

International Edition - Motivate and Empower Globally-Competitive Teams of Co...

Saiff Solutions, Inc.

Effective communication is the very lifeblood of any organization. If communication is not clear and persuasive between managers and employees, and employees and customers, then other vital goals are forever out of reach. Say goodbye to your aspirations for successful leadership, teamwork, customer service, or even the ability to execute a coherent business strategy. If you want to bring about meaningful improvements in communication skills, the best way to begin is to build a better understanding of personal communication styles and their effects on other people. What’s My Communication Style? is a proven training assessment that identifies an individual’s dominant communication style – Direct, Spirited, Considerate, or Systematic – and the communication behaviors that distinguish it.

What’s My Communication Style: How to Get Along with (Almost) Anyone

What’s My Communication Style: How to Get Along with (Almost) Anyone

What’s My Communication Style: How to Get Along with (Almost) Anyone

How to Overcome Social Inhibition?

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How to Overcome Social Inhibition?

StrengthsTheatre

Emerging as a leader fundamentally alters how many of your co-workers interact with you. While it may appear that these interactions are the same, the balance of power has now shifted. Is a report just as likely to disagree with you as a peer? Would a report be comfortable holding you accountable? How do you determine which ideas are realized and which are scrapped? How do you even answer these questions? In this talk, we'll explore the nature of power dynamics in software development teams. I'll relay personal anecdotes of times I felt undercut by leaders who were unaware of their impact on teams. I'll also illustrate how to better interact with your reports to ensure you get the absolute best of them. When teams feel safe - that's when organizations win.

Navigating Power Dynamics as a Leader

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Navigating Power Dynamics as a Leader

Similaire à Big idea: Towards the end of the Unconscious Bias? (20)

How to overcome biased recruiting | Talent Connect London 2015

How to overcome biased recruiting | Talent Connect London 2015

How to overcome biased recruiting | Talent Connect London 2015

Southern Region Police

Southern Region Police

Southern Region Police

Session 4 uphs

Stakehodler's Attention Deficit Disorder (SADD) Why Organizations Really Fai...

Stakehodler's Attention Deficit Disorder (SADD) Why Organizations Really Fai...

Stakehodler's Attention Deficit Disorder (SADD) Why Organizations Really Fai...

Stakehodler's Attention Deficit Disorder (SADD) Why Organizations Really Fai...

Stakehodler's Attention Deficit Disorder (SADD) Why Organizations Really Fai...

Stakehodler's Attention Deficit Disorder (SADD) Why Organizations Really Fai...

CHAPTER 4Social Perceptions and Managing Diversity©McGra.docx

CHAPTER 4Social Perceptions and Managing Diversity©McGra.docx

CHAPTER 4Social Perceptions and Managing Diversity©McGra.docx

Unconscious bias affects decision-making

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Unconscious bias affects decision-making

Alice in wonderland Syndicate case study

Alice in wonderland Syndicate case study

Alice in wonderland Syndicate case study

Employability skills rev 312010

Employability skills rev 312010

Employability skills rev 312010

Employability skills rev 312010

Employability skills rev 312010

Employability skills rev 312010

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Advanced Communication & Emotional Intelligence

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Guide to Passive Communication

Guide to Passive Communication

A Diverse and Inclusive World (workshop)

A Diverse and Inclusive World (workshop)

A Diverse and Inclusive World (workshop)

Dc20 beth lang - how not to be a d'ck

Dc20 beth lang - how not to be a d'ck

Dc20 beth lang - how not to be a d'ck

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Organizational Behavior " Personality & Ability "

COMMUNICATION MATTERS

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International Edition - Motivate and Empower Globally-Competitive Teams of Co...

International Edition - Motivate and Empower Globally-Competitive Teams of Co...

International Edition - Motivate and Empower Globally-Competitive Teams of Co...

What’s My Communication Style: How to Get Along with (Almost) Anyone

What’s My Communication Style: How to Get Along with (Almost) Anyone

What’s My Communication Style: How to Get Along with (Almost) Anyone

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Driving Change: How to Create a More Equitable and Inclusive Workplace.

Driving Change: How to Create a More Equitable and Inclusive Workplace.

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Shaping Your 2021 Talent Strategy: Asia Pacific Event

Shaping Your 2021 Talent Strategy: Asia Pacific Event

Shaping Your 2021 Talent Strategy: Asia Pacific Event

LinkedIn Talent Solutions

As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape. Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting. You'll learn: • How to drive internal mobility by partnering with learning and development • Why candidates' transferable skills and potential will matter more than their hard skills • What it takes to support your organization in building a diverse workforce

The future of recruiting: How COVID-19 is transforming hiring

The future of recruiting: How COVID-19 is transforming hiring

The future of recruiting: How COVID-19 is transforming hiring

LinkedIn Talent Solutions

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Shaping Your 2021 Talent Strategy: North America Event

Shaping Your 2021 Talent Strategy: North America Event

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Shaping Your 2021 Talent Strategy: EMEA and Latin America Event

Shaping Your 2021 Talent Strategy: EMEA and Latin America Event

LinkedIn Talent Solutions

How to Build a Diverse Talent Pipeline

How to Build a Diverse Talent Pipeline

How to Build a Diverse Talent Pipeline

LinkedIn Talent Solutions

Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come. Whether you're actively hiring or pipelining for the future, explore: · Global and regional hiring trends, powered by LinkedIn data · New product updates designed to deliver an improved candidate experience · Tips and best practices from LinkedIn insights and talent industry experts

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Insights on Talent Management from Europe, the Middle East and Latin America

Insights on Talent Management from Europe, the Middle East and Latin America

LinkedIn Talent Solutions

Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come. Whether you're actively hiring or pipelining for the future, explore: · Global and regional hiring trends, powered by LinkedIn data · New product updates designed to deliver an improved candidate experience · Tips and best practices from LinkedIn insights and talent industry experts

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Moving Forward Together: Insights on Talent Management from Asia Pacific

Moving Forward Together: Insights on Talent Management from Asia Pacific

LinkedIn Talent Solutions

Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come. Whether you're actively hiring or pipelining for the future, explore: · Global and regional hiring trends, powered by LinkedIn data · New product updates designed to deliver an improved candidate experience · Tips and best practices from LinkedIn insights and talent industry experts

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Moving Forward Together: North American Insights on Talent Management

Moving Forward Together: North American Insights on Talent Management

LinkedIn Talent Solutions

Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates. Presenters: • Sankar Venkatraman, Global Product Evangelist, LinkedIn • Karin Kimbrough, Chief Economist, LinkedIn • Melissa Thompson, SVP, Talent Acquisition, Nielsen • Brendan Browne, VP, Global Talent Acquisition, LinkedIn

Navigating the new world of work

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LinkedIn Talent Solutions

As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities. Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment. Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work. Navigate this new work-from-home world by: · Finding out which three skills are becoming more important · Getting tips to foster engagement and productivity · Learning the technology that can help you, your team, and employees succeed

Virtual Event: How to Lead a Remote Team

Virtual Event: How to Lead a Remote Team

Virtual Event: How to Lead a Remote Team

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Intro to LinkedIn Talent Hub

Intro to LinkedIn Talent Hub

Intro to LinkedIn Talent Hub

LinkedIn Talent Solutions

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Future of Recruiting Webinar

Future of Recruiting Webinar

LinkedIn Talent Solutions

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Quarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements

Quarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements

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LinkedIn Talent Hub Webinar

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LinkedIn Talent Solutions

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Intro to LinkedIn Talent Hub

Intro to LinkedIn Talent Hub

LinkedIn Talent Solutions

Get an in-depth look at all the new features rolling out this quarter. New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results. Live Demos: Get an in-product demonstration of the updates with our product experts. Presenters: Maridawn Lamb, Customer Success Manager Brad McIntyre, Customer Success Manager Sankar Venkatraman, Global Product Evangelist

Quarterly Product Release Webinar: Summer Edition

Quarterly Product Release Webinar: Summer Edition

Quarterly Product Release Webinar: Summer Edition

LinkedIn Talent Solutions

When it comes to investing in diversity, 71% of talent professionals report that achieving gender parity* at their company is a top priority.1 And while there is a long way to go to get there, a thoughtful, data-driven recruiting strategy can help you make meaningful gains toward that goal. To understand how gender impacts the candidate journey, we analyzed LinkedIn data on billions of interactions between companies and candidates from job applications to recruiter outreach and hires. The results show that while women and men explore opportunities similarly, there’s a clear gap in how they apply to jobs — and in how companies recruit them. The good news is that this data is actionable. This report will help you improve every step of the job seeker journey on LinkedIn, from how you position your employer brand and interact with candidates, to benchmarking your gender diversity hiring goals against your industry. Your push for #BalanceForBetter can start today.

Gender Insights Report: How Women and Men Find Jobs Differently

Gender Insights Report: How Women and Men Find Jobs Differently

Gender Insights Report: How Women and Men Find Jobs Differently

LinkedIn Talent Solutions

How the number of women of leadership can impact overall gender balance

How the number of women of leadership can impact overall gender balance

How the number of women of leadership can impact overall gender balance

LinkedIn Talent Solutions

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Shaping Your 2021 Talent Strategy: Asia Pacific Event

Shaping Your 2021 Talent Strategy: Asia Pacific Event

The future of recruiting: How COVID-19 is transforming hiring

The future of recruiting: How COVID-19 is transforming hiring

The future of recruiting: How COVID-19 is transforming hiring

Shaping Your 2021 Talent Strategy: North America Event

Shaping Your 2021 Talent Strategy: North America Event

Shaping Your 2021 Talent Strategy: North America Event

Shaping Your 2021 Talent Strategy: EMEA and Latin America Event

Shaping Your 2021 Talent Strategy: EMEA and Latin America Event

Shaping Your 2021 Talent Strategy: EMEA and Latin America Event

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How to Build a Diverse Talent Pipeline

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Insights on Talent Management from Europe, the Middle East and Latin America

Insights on Talent Management from Europe, the Middle East and Latin America

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Moving Forward Together: Insights on Talent Management from Asia Pacific

Moving Forward Together: Insights on Talent Management from Asia Pacific

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Moving Forward Together: North American Insights on Talent Management

Moving Forward Together: North American Insights on Talent Management

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Virtual Event: How to Lead a Remote Team

Virtual Event: How to Lead a Remote Team

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Intro to LinkedIn Talent Hub

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Future of Recruiting Webinar

Future of Recruiting Webinar

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Quarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements

Quarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements

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LinkedIn Talent Hub Webinar

LinkedIn Talent Hub Webinar

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Intro to LinkedIn Talent Hub

Intro to LinkedIn Talent Hub

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Quarterly Product Release Webinar: Summer Edition

Quarterly Product Release Webinar: Summer Edition

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Gender Insights Report: How Women and Men Find Jobs Differently

Gender Insights Report: How Women and Men Find Jobs Differently

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How the number of women of leadership can impact overall gender balance

How the number of women of leadership can impact overall gender balance

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Quarterly Product Release Webinar: Spring Edition

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Webinar - How to set pay ranges in the context of pay transparency legislation

Webinar - How to set pay ranges in the context of pay transparency legislation

Webinar - How to set pay ranges in the context of pay transparency legislation

Cleared Job Fair Handbook | May 2, 2024

Cleared Job Fair Handbook | May 2, 2024

Cleared Job Fair Handbook | May 2, 2024

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Big idea: Towards the end of the Unconscious Bias?

1.

2. How to overcome biased recruiting Jeff Turner EMEA L&D Manager Facebook

3.

4. First Impressions

5. Hi I’m Jeff.

6. Who we areWhy is Diversity and Inclusion so important to us?

7. The challenges we all face Attracting diversity People like… Growth and attrition? Unconscious bias – Me? No! Allowing difference People managers  Go native? No thanks! Difficult convo = mistakes Institutional barriers Leaders The most meritocratic companies All in? Unconscious bias – Me? No!

8. bias noun a tendency to believe that some people, ideas, etc., are better than others that usually results in treating some people unfairly verb cause to feel or show inclination or prejudice for or against someone or something

9. implicit bias Attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner Activated involuntarily and without an individual’s awareness—developing over the course of a lifetime through exposure to direct and indirect messages

10. Impact of a 1% Bias 5 0 5 0 5 0 5 0 5 0 5 0 5 0 5 0 1 2 3 4 5 6 7 8 Lowest Level Highest Level Women Men

11. Impact of a 1% Bias 5 3 5 0 4 8 4 8 4 6 4 3 3 9 3 5 1 2 3 4 5 6 7 8 Lowest Level Highest Level Women Men

12. small changes make a big difference … and organisations and people who believe they are meritocratic often have worse outcomes

13.

14. Gender IAT more readily associate “males” with “career” and “females” with “family” more readily associate “male” with science and “female” with the arts have an implicit preference for white people over black people 76% 70% 75% Gender-Science IAT Race IAT have an implicit preference for able-bodied people 76% Disability IAT

15. Decades of social science research teach us that stereotypes are self-fulfilling

16.

17. Four Common Types of Bias Performance Competence/Likeability Tradeoff Performance Attribution Maternal Bias UNDERSTAND Impact SURFACE Bias Take action to COUNTERACT

18. Four Common Types of Bias Performance

19. Four Common Types of Bias Performance Attribution

20. Four Common Types of Bias Competence/Likeability Tradeoff

21. Four Common Types of Bias Maternal Bias

22. So what’s next? •Become aware of your own biases or blind-spots •Challenge others when you see theirs •Structure decision-making with clear criteria •Trial blind CV’s •Be brave and forgive others when they get it wrong

23. So what’s next?

24.

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