In June, the U.S. Justice Department made headlines when it became the first federal agency to mandate implicit bias training for its employees. In the coming months, more than 23,000 agents from the ATF, DEA, FBI, and U.S. Marshals Service, and some 5,800 prosecutors, will receive the science-based coaching.
The goal is to better understand the “hidden,” or unconscious, characterizations and stereotypes—particularly pertaining to gender, nationality, social class, and race—that unknowingly affect agents’ decisions and actions in law enforcement situations. The Justice Dept. wants its employees to become more aware of their subconscious prejudices and learn how to shun them altogether.
Skeptics view the move as a knee-jerk reaction to the headline-grabbing, riot-sparking police shootings in Baton Rouge, La., Chicago, Cleveland, Ferguson, Mo., and North Charleston, S.C. But Justice Dept. officials cite successful implicit bias training programs at the local law enforcement level—in Baltimore, Los Angeles, New Orleans, New York City, and Seattle, to name a few—as the impetus for the directive.
“This program has been so well-received by our state and local counterparts, we thought it was something we should be offering to our federal agents, frankly, to get our own house in order,” Deputy Attorney General Sally Yates told Reuters.
Before writing off implicit bias education as the 21st century’s version of sensitivity training, consider this: Some of the world’s largest and most progressive companies—including Coca-Cola, Facebook, and Google—have implemented formal unconscious bias training programs. And other corporate and tech giants—Apple and Intel included—have invested heavily in diversity and inclusion initiatives.
These companies are tapping into the latest research in psychology and sociology not only to advance their diversity and inclusion efforts when it comes to hiring, promoting, compensation, and high-performance teaming, but also to gain a better understanding of the tendencies of their employees, colleagues, and customers. In short, they believe diversity and inclusion make good business sense, when done right.
“It’s not enough just to throw people together,” says diversity consultant and author Howard Ross. “People need to learn how to interact with each other appropriately. They need to learn that the more diversity we have, the more work we have to do.”
Ross says implicit bias impacts almost all facets of business: hiring, recruitment, mentoring, performance reviews, supervisory decisions, client service, marketing. It affects how business professionals view their market: what they see and hear, what they don’t see and hear, how they solve problems, how they interpret situations, how they set norms and expectations.
In November, at BD+C’s first annual Women in Design+Construction Conference in Dana Point, Calif., implicit bias expert Sally Jue, of consulting firm Cook Ross, will explore ways that unconscious bias affects the AEC industry, particularly women in the profession. Jue will lead a talk and workshop in which participants will examine their own background and identities so that they can interact more authentically with their employees, colleagues, clients, family, and friends.
For more on the WiD+C Conference, visit: www.BDCnetwork.com/WIDC.
David Barista, Editorial Director
dbarista@sgcmail.com
Related Stories
| Nov 17, 2014
A new BSL-3 public-safety lab debuts in Vermont
The laboratory will be used to perform a wide range of analyses to detect biological, toxicological, chemical, and radiological threats to the health of the population, from testing for rabies, West Nile, pertussis and salmonella to water and food contaminants.
| Nov 17, 2014
'Folded facade' proposal wins cultural arts center competition in South Korea
The winning scheme by Seoul-based Designcamp Moonpark features a dramatic folded facade that takes visual cues from the landscape.
| Nov 17, 2014
Workplace pilot programs: A new tool for creating workspaces employees love
In a recent article for Fast Company, CannonDesign's Meg Osman details how insurance giant Zurich used a workplace pilot program to empower its employees in the creation of its new North American headquarters.
| Nov 17, 2014
Mastering natural ventilation: 5 crucial lessons from design experts
By harnessing natural ventilation, Building Teams can achieve a tremendous reduction in energy use and increase in occupant comfort. Engineers from SOM offer lessons from the firm’s recent work.
| Nov 14, 2014
Bjarke Ingels unveils master plan for Smithsonian's south mall campus
The centerpiece of the proposed plan is the revitalization of the iconic Smithsonian castle.
| Nov 14, 2014
Haskell acquires FreemanWhite, strengthens healthcare design-build business
The combination expands Haskell’s geographic presence by adding FreemanWhite’s offices in Chicago, Charlotte, Nashville, and San Diego. FreemanWhite will retain its name and brand.
| Nov 14, 2014
What college students want in their living spaces
In a recent workshop with 62 college students, architects from Little explored the changing habits and preferences of today's students, and how those changes affect their living spaces.
| Nov 14, 2014
JetBlue opens Gensler-designed International Concourse at JFK
The 175,000-sf extension includes the conversion of three existing gates to international swing gates, and the addition of three new international swing gates.
Sponsored | | Nov 12, 2014
Eye-popping façade highlights renovation, addition at Chaffin Junior High School
The new distinctive main entrance accentuates the public face of the school with an aluminum tube “baguette” system.
| Nov 12, 2014
Collaboration as competitive advantage
A collaborative planning and design process may seem like a common-sense goal, but the concept can be a challenge to achieve in the fragmented AEC industry. SPONSORED BLOG