At DiversityInc's Fall 2018 event, executives discussed how implementing unconscious bias programs works domestically and abroad.
Company culture and the journey executives must be on to make it more inclusive and fair-minded was discussed at length with leaders of Fortune 500 companies.
DiversityInc held the 2018 Fall Event: The Pros and Cons of Unconscious Bias Training on September 18, 2018 at the Newark Liberty International Airport Marriott.
Attendees heard from corporate executives from top Fortune 500 companies as well as academics who discussed how unconscious bias training has evolved within their organizations. Speakers also shared personal anecdotes and experiences with workplace bias and micro aggressions, key takeaways and tangible ways companies can disrupt bias as it occurs.
Valerie Purdie-Greenaway, Ph.D., Associate Professor, Department of Psychology, Columbia University, lead an interactive discussion about advances in and limitations of trainings in corporate America that address unconscious bias, including the aftermath of the infamous Starbucks racial profiling incident in Philadelphia and the company's one-day diversity training.
National Organization on Disability President Carol Glazer delivered an honest conversation about how biases, including "inspiration porn," steer many to look at individuals with disabilities as unequal peers. She also discussed the competitive advantage companies have when they focus on disability inclusion.
Additionally, panels delved into bias in the recruitment process, experiences of unconscious bias on an individual, company, and global scale, and other initiatives, policies, and procedures used to build on trainings to achieve a shift in company culture.
See the event slideshow and panel videos below.
National Organization on Disability President Carol Glazer addressed disability inclusion at the DiversityInc Fall 2018 Event.
At the DiversityInc Fall 2018 Event, Valerie Purdie-Greenaway, Ph.D., provided an in-depth analysis of unconscious bias training.
Dr. Valerie Purdie-Greenaway is an Associate Professor in the Department of Psychology at Columbia University.
She serves as Director for her research lab, the Laboratory of Intergroup Relations and the Social Mind (LIRSM). Dr. Purdie-Greenaway's research seeks to understand how inequality and exclusion affects performance, motivation, sense of belonging and ultimately opportunities to advance in schools and workplaces.
Executives from Bayer U.S. shared insight into their personal journeys.
At DiversityInc's Fall 2018 Event, Bayer U.S. executives Jennifer Ralston, Regional Business Director; Jerry DeVore, Licensing Account Management Lead; and Rob Dunlop, Regional Business Director, shared insight into the unconscious bias training they went through and the impact it had on their roles.
The panel was moderated by Damion Jones, Global Director, Inclusion & Diversity, Bayer U.S.
Executives from Bayer U.S. and New York Life shared strategies during DiversityInc's Fall 2018 event.
Damion Jones, Global Director, Inclusion & Diversity, Bayer U.S., coined the term "interrupting bias" on our Career Advice on Handling Unconscious Bias webinar.
At the DiversityInc 2018 Fall Event, Jones provided examples of interrupting bias in the recruitment process.
New York Life's Tammy Mata, Corporate Vice President, Human Resources, discussed strategies to disrupt unconscious bias and to embed inclusion into the recruitment, interview and onboarding processes.
Executives from Kaiser Permanente, PwC and Ameren discuss how training coupled with other initiatives on an ongoing basis will help shift culture.
During this panel session at DiversityInc's 2018 fall event, Armond Kinsey, Chief Equity, Inclusion & Diversity Officer, Kaiser Permanente, Mid-Atlantic States, Kaiser Permanente; Sharon Harvey Davis, Vice President, Chief Diversity & Inclusion Officer, Ameren; Elena Richards, Managing Director, Office of Diversity, PwC discuss that after unconscious bias awareness training, policies, procedures and programs are needed to eliminate bias in the workplace and create a culture of inclusion.