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unconscious bias

Case Study: University of Cincinnati Emergency Medicine

We were invited to deliver an initial foundational overview of unconscious bias and bias interrupters that can be used within the department to continue driving gender equity and representation forward. With this understanding, we will return in July to do a follow up applied learning session. Not only can we see how interrupters have impacted the department over the past 7 months, but we can also implement new tools for greater impact.

Case Study: Healthcare Businesswomen's Association Signature Event

We love collaborating with other engaging speakers and had the opportunity to work with ImprovEdge to deliver an interactive session at the Healthcare Businesswomen’s Association (HBA) Signature Event in October. The topic: Navigate Unconscious Bias and Build Authentic Leadership.

Unconscious Bias and Its Effect on Business Decisions: Spotlight on Starbucks

When Starbucks began their run to success in the early 1990s, it was clear the brand wasn’t simply about coffee and over the last year, we have seen many headlines highlighting their hits and misses in an effort to shift their culture. Such indications include their announcement of equal pay as well as their all-staff diversity and inclusion training. If Starbucks has taught us anything in the past year, it is that bringing awareness to unconscious bias and how it affects businesses is imperative.

Case Study: Brighton Center, Inc.

We were thrilled to be welcomed back to Brighton Center to present an Uncovering Unconscious Bias training to staff across multiple offices and departments. In the two hour training, we introduced the concept of implicit bias and assessed our own. We explored the impact of bias on our relationships with others, as well as discussed situations where we are more prone to experiencing it.

Case Study: Xavier Women of Excellence Conference

This year the topic was Addressing and Elevating Gender Issues, where we provided a picture of the current landscape of gender inequity in the workplace thanks to amazing current research. From there, we focused in on pain points that participants had identified in a survey before coming, and worked through the root causes, symptoms, and solutions to specific gender-based problems.

Case Study: Clark Schaeffer Hacket

This month, we returned to dig deeper into the concept of bias with the Advancing Women in Leadership initiative. Our goal with this workshop was not only provide a thorough understanding of what bias is and how we can recognize it, but also to explore how small moments of bias can have a tremendous impact on a woman's career throughout a lifetime.

What I’m Reading: Blindspot

I had the opportunity to hear Mahzarin Banaji speak last year at the National Underground Railroad Freedom Center in Cincinnati, Ohio and it was one of the most eye-opening talks I have heard to date. The concept of unconscious or implicit bias is what Mahzarin and her research partner, Anthony Greenwald, have been researching for decades and they have distilled it into a surprisingly easy-to-consume book.

Why Your Company Should Invest in Gender Diversity.

We’ve broken down three reasons why your company should invest in gender diversity in the organization. Think of it as different levels of investment with corresponding returns—the old “you get out what you put in” approach.