Unbiased leadership.
Bias refers to discrimination on the basis of race, gender, social-class, educational status, religion, theology, denomination, nationality, ethnic group, profession or other factors. The high incidence of bias today has resulted in a toxic environment characterized by racism, gender-apartheid, nepotism, tribalism, exclusion and a host of other undesirable behaviors. Bias is not only a reflection of the great disunity within societies, it is probably also responsible for a significant delay in progress within organizations, communities and countries.
In Sway: Unravelling Unconscious Bias, author Pragya Agarwal points out that the Amygdala, the “superfast … emotional part of the brain,” is responsible for bias[1]. In other words, our emotional feelings, which often feed our perception or intuition, influence our conclusions about individuals and the groups they belong to. This has led to stereotypes that discriminate against people for no just reason. According to Kahneman, author of Thinking Fast and Slow, our judgement could be so skewed that we fall victim to some 20 different kinds of bias[2]. Historically, bias has been unconsciously and unintentionally promoted in several societies, including ancient Greece. Indeed, bias is so widespread that even respected philosophers like Aristotle and Philo have been credited with “starting” gender polarization[3].
Since every individual has blind spots, and even our most enlightened spiritual leaders, “know [only] in part and prophesy in part[4]”, Sway has challenged me to carefully consider any ways in which I am biased. This has resulted in revisiting my general suspicion of individuals from the southern part of my native country, Nigeria. Traditionally, this part of the country has been responsible for majority of the financial and drug-related crimes of Nigeria (a shameful subject for many of my countrymen). Subsequently, I am often cautious in my first meeting with individuals from this part of the country – even if they say they are followers of Jesus. Yet I want to make sure I do not treat all with suspicion, as there are many who have as much integrity as anyone I know.
Fortunately, Agarwal addresses the tension between our biases and the need for objectivity. She observes that we are all blessed with a prefrontal cortex, the “sensible part of the brain” which exercises “inhibitory control over emotion” and is responsible for reality[5]. This and the success stories of individuals, organizations, and societies that value meritocracy, egalitarianism, and being detribalized, give me hope that making progress in overcoming bias is possible.
Bias has important implications for Christian leadership within my context. First, it is imperative that local Christian leaders follow the model of Jesus, a God that does not practice favoritism[6]. This would mean local leaders nurture an environment that values meritocracy and demonstrates this in appointments to office, allocation of resources, project implementation, and a host of other ways. At the grassroots level, we could address our biases by appreciating the daily sacrifices of mothers, sisters, and other womenfolk in efficiently running families; managing small businesses that feed the family; and encouraging kids to stay off the streets and study hard. We could even have an annual award for excellent parenting within low-income communities; and the award should include single parents who demonstrate excellence in raising their kids. If unconscious bias is not simply a deep-seated problem but also an opportunity for a Christian response, then perhaps the biases in our societies are a call to return to Biblical meditation and prayerful study, and thereby renew our worldviews to one that is more aligned to the Creator that invites us to embrace diversity, equity and inclusion.
[1] Agarwal, Pragya. Sway: Unravelling Unconscious Bias. (London: Bloomsbury Publishing, 2020), 65.
[2] Kahneman, Daniel. Thinking Fast and Slow. (New York: Farrar, Straus and Giroux, 2013) 11.
[3] Agarwal, Sway, 190.
[4] 1 Corinthians 13:9
[5] Agarwal, Sway, 65.
[6] Acts 10:38
About the Author
Henry Gwani
Follower of Jesus, husband, father, community development practitioner and student of leadership working among marginalized communities in South Africa9 responses to “Unbiased leadership.”
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Henry, I appreciate your willingness to investigate your own bias. It is so much easier to see it in someone else, not yourself. You use the phrase “gender-apartheid.” I have never heard those two words put together. Can you say more about what that is and how it happens in real life?
Much thanks Roy. I agree that it is easier (and more effective in the long run) to examine the bias in ourselves than to always point out other peoples biases. I understand gender-apartheid to mean discriminating on the basis of gender. For example in some parts of the world, people believe women are “emotional,” and thus incapable of making rational decisions, regardless of how gifted, experienced or educated they may be. Therefore, they stand against appointing women to decision-making roles. I see this as an example of gender-apartheid.
Henry: A thoughtful post like usual. When we model our behavior after Jesus, it is hard to go wrong, as you point out! You leadership context is unique and you bring out some great ideas. Recognizing the contributions of women, mothers, daughters is a great way. In this week’s reading, were there other ideas that came to you?
Thanks Troy. Very gracious of you. One thought I have as a result of this week’s reading is the idea of full commitment to one’s mission in life, regardless of the biases one may face. This does not mean we deny the reality of bias, but that we seek to deal with ours, and continue to pursue life without using bias as an excuse for disengagement and/or mediocrity. I think Jesus and all the leaders we’re studying in this course were confronted with significant bias. Yet they overcame the odds. I wonder how much bias Obama, or anyone who’s ever occupied the oval office, had to overcome. So Sway also reminded me to acknowledge the significance of bias but not be crippled by it in the journey to fulfilling my life’s calling.
Henry: I appreciate your willingness to be transparent as you’ve identified your own biases. Given your context of ministry in South Africa, what are some common biases you see of others when viewing or approaching the communities that you engage with?
Much much thanks Kayli. One key bias we occasionally see in South Africa is the issue of Xenophobia, sometimes resulting in black-on-black violence. To be clear, this is not always the case. For example, I am from a different African country but have been living in S/Africa since 2009 and have felt welcome in many quarters. Infact, my wife is South African. Anyway, one reason that has been given for xenophobia here is that foreign nationals have taken away the jobs of indigenes, making it difficult for locals to make a living. Again, this happens in isolated areas.
Henry this is so interesting to me. Agarwall talks about research on page 91 about African-Americans having brain activity that indicates a sense of fear when seeing pictures of other African-Americans. Research indicates that this is due to cultural learning. Would you say the black on black violence there is out of cultural learning as well?
Henry, I too appreciate how you were willing to apply these questions to your own life and potential biases that might be in your blind spots. It is my opinion that this is a defining mark of leadership; your willingness to note that you too have those blind spots and biases impact us all. Boy, the same is true for myself, that is sure!
With the work God has given you to do, I am all the more curious to see how the principles in this book will shape and form your leadership development of others.
Henry, I am encouraged again by how you remind me to tie in the character and word of God. I am curious how one might apply the word of God in addressing a person’s bias? What might it look like?