Unconscious Bias in Decision Making

Definition: Thoughts or feelings that affect our judgments and decisions outside of our conscious awareness, often based on stereotypes or prejudices
Types:
- Affinity bias: favoring people who are like us
- Confirmation bias: giving more weight to information that supports our preconceptions
- Anchoring bias: relying too heavily on initial information or impressions
Impact:
- Influences hiring decisions, performance evaluations, and opportunities for advancement
- Can lead to unequal treatment, discrimination, and exclusion
Strategies to overcome:
- Awareness: recognizing our own biases through self-reflection and education
- Blind hiring practices: removing identifiable information from applications
- Diverse interview panels: including people from different backgrounds and perspectives

Definition: Verbal or nonverbal comments or actions that subtly express bias, often unintentionally
Examples:
- Microinvalidations: denying or minimizing someone's experiences (e.g., "You're being too sensitive")
- Microinsults: making derogatory comments or jokes (e.g., stereotyping a group)
- Microinterruptions: interrupting or talking over someone
Impact:
- Can create a hostile or unwelcoming environment
- Can lead to feelings of marginalization, exclusion, and anxiety
Strategies to address:
- Active listening: paying attention to and acknowledging others' experiences
- Apologizing and making amends: owning up to microaggressions and taking steps to prevent them
- Creating a safe space: promoting open and respectful communication

Definition: The ability to understand, appreciate, and interact effectively with people from diverse backgrounds and cultures
Key components:
- Cultural awareness: recognizing and understanding one's own cultural biases and limitations
- Cultural knowledge: understanding the values, norms, and practices of different cultures
- Cultural skills: adapting communication and behavior to effectively interact with people from diverse cultures
Importance:
- Enhances relationships and collaboration
- Improves health outcomes and service delivery
- Increases employee satisfaction and retention
Strategies to develop:
- Training and education: providing cultural competence training and resources
- Cross-cultural interactions: engaging in regular interactions with people from diverse backgrounds
- Self-reflection: regularly examining one's own biases and areas for improvement

Unconscious bias is a type of bias that affects our judgments and decisions outside of our conscious awareness, based on stereotypes or prejudices.
There are three main types of unconscious biases:
- Affinity bias: when we favor people who are similar to us.
- Confirmation bias: when we give more weight to information that supports our preconceptions.
- Anchoring bias: when we rely too heavily on initial information or impressions.
Unconscious bias can significantly impact our decisions, leading to:
- Unequal treatment, discrimination, and exclusion.
- Influencing hiring decisions, performance evaluations, and opportunities for advancement.
To overcome unconscious bias, we can:
- Practice awareness by recognizing our own biases through self-reflection and education.
- Implement blind hiring practices by removing identifiable information from applications.
- Use diverse interview panels, including people from different backgrounds and perspectives.

Microaggressions are verbal or nonverbal comments or actions that subtly express bias, often unintentionally.
Examples of microaggressions include:
- Microinvalidations: denying or minimizing someone's experiences.
- Microinsults: making derogatory comments or jokes.
- Microinterruptions: interrupting or talking over someone.
Microaggressions can:
- Create a hostile or unwelcoming environment.
- Lead to feelings of marginalization, exclusion, and anxiety.
To address microaggressions, we can:
- Practice active listening by paying attention to and acknowledging others' experiences.
- Apologize and make amends by owning up to microaggressions and taking steps to prevent them.
- Create a safe space by promoting open and respectful communication.

Cultural competence is the ability to understand, appreciate, and interact effectively with people from diverse backgrounds and cultures.
Key components of cultural competence include:
- Cultural awareness: recognizing and understanding one's own cultural biases and limitations.
- Cultural knowledge: understanding the values, norms, and practices of different cultures.
- Cultural skills: adapting communication and behavior to effectively interact with people from diverse cultures.
Cultural competence is important because it:
- Enhances relationships and collaboration.
- Improves health outcomes and service delivery.
- Increases employee satisfaction and retention.
To develop cultural competence, we can:
- Participate in training and education on cultural competence.
- Engage in regular cross-cultural interactions.
- Practice self-reflection by regularly examining our own biases and areas for improvement.