Unconscious bias training is an admirable project but may often be ineffective. The fuzzy, vague term of unconscious bias is often applied indiscriminately, but unconscious bias isn’t a one-size-fits-all term amenable to a one afternoon of training. Yes, it can refer to the incident where the police were called to arrest two African-Americans waiting for a meeting at Starbucks. But it can also mean only smiling at customers that look like you, rejecting resumes from diverse applicants, and promoting the employees who resemble the current leadership team. If we want to address unconscious bias effectively, we need to first be aware of how the senses, emotions, and brain interact to create unconscious bias. Second, we must go beyond awareness of our biases to sensitivity to their impact. Lastly, we need to develop a system that internalizes wise decision making with ongoing reinforcement of that competence.
The Un-Bias Guide for Educators is based on the Matrix Model Management System which embeds the storytelling principles of cultural anthropology in diversity training. The Un-Bias Guide for Educators is a combination text / workbook customized for high school students, teachers, and administrators. The Un-Bias Guide is an innovative tools for maximizing awareness, boosting sensitivity, and developing competence at a time of intensified biases, both conscious and unconscious. The Un-Bias methodology is interactive on both an individual and group level.
CLICK on the video for details from award-winning author Deborah Levine…
WHAT IS THE UN-BIAS CHALLENGE?
“Today, high school students, more than ever before, seem to have their ‘cyber’ finger on the pulse of society. Unfortunately, the assumed superior foundation uses brick n’ mortar from all resources regardless to it’s accuracy, reliability and accountability. Ultimately, the onslaught will destroy credibility. Who does one trust? How can one vet the truth? Are we desensitized from feeling? How do we act and react when given a true or false? At such a formative and productive age to grow, can you determine and assess? Are you aware? What do you believe? Do you have the ability to communicate and ask what you want to know? Only by having factual knowledge can you process and move forward. The steps taken are a distinction from opinion. An opinion is not a fact. An implication is not an application. What you think at one phase in your life is not what you know in another. Your success depends on your skills.”
~ Honorable Samuel Verniero PhD: Appellate Board Member at Selective Service System
The Un-Bias Guide for Leaders is based on Matrix Model Management System which involves the storytelling principles of cultural anthropology, the planning methodology of urban planning, and the team leadership of facilitation. The Un-Bias Guide is combination text / workbook customized for the workplace. The guide is an innovative tool for addressing unconscious bias and conscious choices.
UN-BIAS GUIDE FOR LEADERS
Designed for team training in the workplace: business leaders, nonprofit administrators, and innovative entrepreneurs. CLICK at the bottom of the following short video to hear Deborah Levine share why the Un-Bias Guide is what today’s workplace needs.
“When Ms. Levine introduced her story methods and the Matrix Model Management system, light bulbs went off. Tell our stories breaks down barriers and let us react on a different level.”
~ Online Wall Street Journal
“Deborah Levine leads Un-Bias trainees through a discovery process that promotes awareness of the unconscious, deeply held cultural views that we all carry. When those views are examined and shared, a new paradigm of equity and insight begins to evolve. Ms. Levine’s revelatory training, smattered with humor and even a bit of Yiddish, challenge existing notions of diversity and unleash opportunities for leaders and change-makers to shape a more inclusive and representative future.”
~ Rebecca Whelchel, Executive Director of Metropolitan Ministries/Chattanooga Social Services
“Deborah Levine is one on the nation’s leading experts, speakers, authors, trainers and communicators on sensitive and complex issues of cultural diversity. She takes you below the surface and gets at the heart of what works in bringing diverse people together in a mutually beneficial way in which everyone wins. Her latest workbook is a ‘must read’ for employers, managers and labor across all industries. Unlawful discrimination can cost companies big bucks, bad publicity, damage the brand and alienate the consumer base. This exemplary educational guide is a small but wise investment in better understanding and leveraging diversity from the corporate boardroom to the classroom, from Wall Street to Main Street USA. This is an especially important issue to comprehend as America’s population becomes increasingly more diverse in all walks of life. This trend is projected by the U.S. Census Bureau to continue well into the foreseeable future — and the future is now.”
~ David Grinberg, former national media spokesman for the U.S. Equal Employment Opportunity Commission (EEOC)
“In my role as a Human Resources Manger, the training and cultural awareness of the Matrix Model Management System will allow me to relate to others as they would like without assuming what they want or need.”
~ Valoria Armstrong, TN American Water/President,
NAACP Chattanooga/Former President
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UN-BIAS GUIDE for LEADERS
I recently found myself watching the “Doll test” An experiment where children, black and white are shown two different dolls at the same time and asked questions such as which one is pretty, nice, bad and ugly. Most of the children, black and white alike point to white doll when it comes to the positive attributes and the black doll when it comes to the negative attributes.
The Doll Test
I’ve watched experiments several times before – they’re probably just as old as me! This time though, having recently been interviewed a few times on the subjects of “Skin Tone Memory Bias” and “Unconscious Bias” I found myself reflecting deeper. Is the experiment perhaps flawed in it’s design and by virtue of the questions asked? Do the questions actually lead the child to make unnecessary and indeed unhealthy choices?
As a starting point, I found myself wondering, what was in the hearts and minds of those children when they walked into the room that morning and how would they have responded if they were presented with a different set of questions.
What would the children have said if they had been asked what was nice about each doll instead of being asked which doll was nice and which was bad? Having been asked what was nice about each doll, they could have then been asked the follow up question as to whether there was anything bad about the dolls.
On the other hand asking them which was nice and which was bad sends a message to the child that one was better than the other and they had to choose which one – regardless of their mind-set when they walked into the room.
Alternatively, what if the children were just simply shown a black doll or a white doll and asked what they thought of it. They could then have been shown a doll of the other colour. I suspect that there responses may not have been so stark and they would have probably focused on other features rather than just colour.
I believe that a key problem with the research is that its approach stems from and feeds into our adult prejudices and conditioning. I’m not saying that children are unaware, but I don’t believe it is the starting point with their thinking until we condition them. I wonder what was in the hearts and minds of the children when they entered the room; I wonder what was in their hearts and minds as they left.
If they were not making distinction on the basis of colour when they entered the room, the seed was planted by the time they left. The problem is that in our day to day interactions, we often teach children to think in terms of colour and in line with our other biases, conscious or subconscious.