With whom do I want to conform?
Sway, Unravelling unconscious bias, by behavioral scientist, Dr. Pragya Agarwal, brings awareness to biases that exist and the discriminatory behavior that results from them. Specifically, she wanted to know why unconscious biases occur and how they are manifested within individuals[1]. Many implicit biases are based on who is part of the in-group and out-group. Using a single criteria often relies on heuristics where the in-group decides about the out-group based on prejudices and judgements[2]. The specific mental shortcut that goes into implicit bias would not be one that was created after careful reasoning but rather a mental shotgun, according to Dr. Daniel Kahneman, that creates an easy solution to a possibly difficult question without a lot of deliberation[3]. For purposes of this post, an unconscious or implicit bias describes discriminatory behavior where someone responds to another based, not on their behavior but on their race, gender, ethnicity, educational, social status, or any other possibly divisive trait[4].
Throughout the book, Dr. Agarwal cited scientific, behavioral, and psychological studies that shed light on different types of bias and some of the stereotypes that become the foundation of biases. I appreciated her discussion of one common thread throughout the book; everyone has biases, whether they are implicit/unconscious or explicit/openly known. How an individual works to become aware of their biases then takes steps toward making thoughtful decisions that are respectful of people who might not be part of their in group is worth examining. As people take a look at the forces that form the opinions, fears, and outlooks that cause people to take an us verses them approach to interactions with others the author seeks an alternative to discrimination.
The book lived up to its title in that Agarwal took apart what unconscious bias is, how it is formed, and how scientific principles are related to it[5]. However, I am not convinced she fully succeeded in a solution to changing them. In consideration of the time and space constraints of this post I focus the rest of my discussion on the three types of conformity that undergird biases, then consider what impact hiring bias might have on my current leadership context.
Conformity is an important aspect in how biases are formed. It strengthened how we feel when we agree with the views of the in-group, rewarded and accepted by it. The key is that conformity helps determine what we choose to believe and remember, thus informing our view of the world and our biases within it. There are three kinds of conformity.
- Compliance conformity is demonstrated when someone believes others have more information about a topic or situation than the individual so yields to the others while in a public setting. However, strong personal opinions and beliefs might not change so the person could be very different in private. Situational compliance might not have a lasting impact on biases.
- Identification conformity typically does not affect long-term change because it is usually used in a public setting or with a specific group. The purpose is to be accepted by the group.
- Internalized conformity is where real change takes place. A person internalizes social and cultural concepts and practices as acceptable. This form of conformity leads to confirmation bias[6].
With any type of conformity, being accepted by a valued group is the underlying factor.
My real concern with implicit biases is that they are based on fear of differences and the need of people to be accepted by others. Consequently, they discriminate against those unlike themselves[7]. It makes me wonder about my leadership context. Have our interview teams been swayed by biases that are unrecognized as yet? Our agency, with 87 employees, is significantly multiracial and multicultural. Yet only 2 men are in leadership: our finance director and thrift store manager, both fields that value agency. There could be two factors at play. I wonder if men might not apply to work at our organization because of their implicit bias about physically caring for people who need personal assistance, a task often assigned to women[8]? Or could it be that our leadership team has implicit biases that value the relational qualities of women so unconsciously disregard men who apply to work in our field? These questions offer fodder where hiring stereotypes could be considered and possible implicit biases regarding gender role stereotypes explored in open discussions. While beneficial, I wonder if that would make any lasting change. People might just go along because they think conforming might bring work success. There is another option.
Without being “pie in the sky”, I do think that the life Jesus led, again gives an example. He was not concerned about being accepted by the rulers and chief priests in power. Jesus was confident in who he was. He associated with marginalized at best and downright despised individuals. Think Zacchaeus. In Luke 19: 1-10 Jesus not only recognized this tax collector who apparently had been cheating fellow Jews, Jesus invited himself to have a meal with him. Scripture says the people were “muttering that he was going to the house of a sinner.”v.7 Imagine if Jesus did not reach out to Zacchaeus, the tax collector’s heart might not have changed. Yet Zacchaeus was transformed because of Jesus. Jesus did not conform to the norms of the in group. All this is to say that as an individual we might not personally change the world, but as a follower of Jesus I have an example of how to live. As I look at my biases, could I see things differently if I stepped outside the norms of today’s world and invited Jesus to lead my heart and mind in kindness and acceptance of others regardless of their otherness?
[1] Pragya Agarwal, SWAY, Unravelling unconscious bias, (Dublin, Ireland: Bloomsbury Sigma, 2021),15.
[2] Agarwal, 40.
[3] Daniel Kahneman, Thinking, Fast and Slow, (New York, Farrar, Straus and Giroux, 2011), 98-99.
[4] Agarwal, 10
[5] Agarwal, 11.
[6] Agarwal, 33-34.
[7] Agarwal, 85.
[8] Alice Kessler-Harris, Women Have Always Worked, a Concise History, 2ed. (Chicago, IL, University of Illinois Press, 2018), 131.
About the Author
Diane Tuttle
17 responses to “With whom do I want to conform?”
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Hi Diane,
Thank you for your post.
Considering the depth of perspectives Agarwal provides in her book, are there any specific topics or aspects of unconscious bias that you believe could have been explored more thoroughly or elaborated upon?
Hi Shela, Thank you for this question. I do think our biases are more than simply science and wanting to fit in. I find it sad that at lease a conversation about faith was not a part of this topic. For me the life of Christ informs me, yet I also think that other faithful people in different faiths might look at biases differently than just a scientific, psychological or social perspective. It would have been interesting to hear her thoughts on that.
Diane,
I appreciate your post and the question you ask. In my post I do reference a study that shows bias towards not hiring men in professions in which women tend to excel (early childhood education, housekeeping, nursing).
Reading your post makes me think of the bias that my students have toward the DD population. Our social work students throughout two courses volunteer 70 hours at local agencies. One of the agencies is called New Hope and is for adults with DD. I remember vividly one student who was placed there telling me that when she found out she was placed there here idea was to attend one day and then make an excuse as to why it wouldn’t work. New Hope ended up hiring her for a couple years and this past fall she did her 400 hour practicum at a school for those with severe autism, several were non-verbal.
As you seek to retire in your mind right now, is there anyone you know that you believe would be excellent at leading your agency and if so are they male or female? What is it about them that makes you believe they would be great at leading your agency?
Hi Jeff, I have to first say that I am not involved in finding my replacement. The board has a search committee which includes both board and senior leadership represented. I have a strange peace about this. Since I truly believe God called me to where I am today, God will call the next person. I have high hope that he/she will lead the organization even better than I have. Now – what would I like the person to have, first of all a heart for the people we serve and the people doing the serving. I also pray the person has courage to make difficult decisions, encourage creativity, raise $$, hold people accountable, raise $$, work with a board of directors, raise $$, have a vision for the future of the agency and the ability to see it through. Do you sense this person would need to raise $$? Thanks for the fun question.
Diane, I found your questions about those your organization hires intriguing. Is this something you wish to explore more with your team? If so, what are some ways you can address this more in-depth?
Hi Kari, After I wrote it I wondered the same thoughts that you ask in your reply. My thought at this moment is to float it with the senior leadership team and see where the conversation goes. This is a group that isn’t afraid to have an opinion so I look forward to see where it goes. I don’t have a pre-set answer as to where it should land, but the conversation will also inform next steps. Thanks, Diane
Hi Diane, You raise some excellent questions about the balance of men and women in leadership at your organization, and I really appreciate you bringing them to light. It made me think of similar questions in the context of missions, where there are so many single women involved, but far fewer single men. Your thoughts really resonated with me.
I also appreciated your concluding reflections on examining our own biases and allowing Jesus to lead our hearts and minds toward kindness, especially in how we engage with others regardless of their differences. If you feel comfortable sharing, are there any particular biases you’ve been asking God to help you navigate and confront with courage?
Hi Elysse, thanks for reading the post and your question. We might need to have a remote coffee sometime for my response. While I am not uncomfortable sharing it, there are some things with my work that are better not written in a setting that could become public. Thanks for understanding.
Diane, I really appreciated your reflections, especially on how conformity can keep real change from happening. It made me think of the story of Zacchaeus—how real transformation happened when Jesus stepped outside the norms and saw him with compassion. Do you think there are ways we can cultivate that kind of heart-level change in ourselves and others, especially in leadership or hiring, so it’s more than just going along with what seems acceptable?
Hi Chad, I am not sure I can unequivically say what would work for others or even groups, although I work at it all the time in my position and awareness is one helpful factor. However, on a personal level years ago, I was given a book written and compiled by Richard Foster on Prayer. There was one prayer that makes a difference whenever I pray it. I have to say, I have to be ready to pray it because God answers it pretty quickly. ‘God as I come into your presence. Show me what breaks your heart. Let it break my heart too.’ (Paraphrased). Sometimes I am breaking God’s heart and sometimes there are outside things. Regardless which, it is powerful and transformative – maybe just for me but isn’t that how change starts to happen? Thanks for your question. Maybe it is time to pray that again.
Diane, I appreciate your thoughtful reflections on this reading. As a leader and manager who interacts with people, have you ever left an interview with a potential employee that made you question whether you were unintentionally biased?
Hi Daren, Yes, I know I have to be cognizant of the fact that I value education. I know that some very successful people have not completed college, but if I have 2 otherwise equally qualified I would prefer the person who completed at least a BS or BA degree. I do try to find out if there was a reason to not complete education, lack of money, tragedy, family obligation, etc. but if those boxes don’t get checked my preconceived notion goes to they did not have the grit to see it through so they might give up at work too. Now I ask rather than make up a story in my head that might canonize the person or write the person off too soon. Hadn’t thought of that for a while. Thanks for the question.
Great post, Diane. Thinking through what kind of biases are at work in your organization can assist you and the other decision makers in seeking to root out unconscious bias, or blatant prejudice or stereotyping.
In our recent discussion about anti racism, Coleman Hughes argues for colourblindness. What kind of harm or benefit is there to simply work towards a similar blindness in terms of unconscious bias?
Hi Joel, It is interesting that you mention that because after I posted this week I started to wonder about that. But I think it is more than that because we don’t get a great number of male applicants. It might be in how our positions are presented. However, it is hard to get away from the reality that we are in fact a human service nonprofit. I am not sure I answered it completely but thanks for the question. It is good food for thought.
Hi Diane, I am intrigued by your observation that only 2 men are in leadership in your organization. How many leaders do you have in total? Is this the norm compared to other similar organizations, or do you see differences unique to your organization?
Hi Christy, We have 21 people in leadership roles of our 87 total employees. I think in our city it is on par. It might truly be preferences the men have for the type of work which in this case it might not matter what we do. I just want us to have a conversation about it at the senior staff level to check our biases in hiring and anything else that might arise. Thanks for asking.
Hi, Diane, thank you for your post. I believe that bias always plays a role subconsciously and almost all of the time, I was not aware of it. Especially due to that ‘mental short-cut’ that your referred to as discussed by Dr. Kahnmen. One of my experiences with this was when I changed my path and studied business (accounting). First week, I almost quit because there were only three of us men among twenty-something women in our class. My mental-short cut was, I was enrolled in a wrong major. Well, my point is that sometimes in whatever circumstaces, we may have to pinch ourselves or ask oursleves questions to aware of our subconscious thoughts. Thank you for the posts.