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
Sponsored | | Feb 20, 2014
Chicago’s historic Wrigley Building renovated to attract tech companies
Purchased in 2011 by a consortium of investors led by BDT Capital Partners, the building’s new owners have recently renovated and reimagined the next life for this architectural landmark—as a hub for tech firms.
| Feb 20, 2014
World's longest desk? Massive, undulating desk accommodates 145 office workers [video]
The desk is built from plywood and one continuous sheet of resin, and can serve all 145 office employees at once.
| Feb 19, 2014
It's a world record! Largest uninterrupted concrete pour kicks off Wilshire Grand project
Guinness World Records verifies the concrete pour as the largest ever
| Feb 19, 2014
Why you should start with a builder, part two
When it’s time to build or expand, the first step is finding a builder that fits your needs. Once you have found a builder, checked their references, visited with their previous clients and are ready to move forward, the next step is answering an initial set of questions that will direct your project.
| Feb 19, 2014
Slight rebound for Architecture Billings Index
After consecutive months of contracting demand for design services, AIA's Architecture Billings Index inched up nearly two points to 50.4 in January, indicating favorable business conditions.
| Feb 19, 2014
Sefaira Adds Daylighting Analysis to Performance Based Design Platform
Sefaira, the leader in software for high performance building design, today announced that its performance based design platform now includes daylighting analysis. With the addition of daylighting, Sefaira combines two critical design metrics in the same tool.
| Feb 19, 2014
Harvard's 'termite robots' can build any thing, any way [video]
The robots build by observing thier environment and then obeying a set of traffic rules programmed by researchers.
| Feb 18, 2014
Illinois leads Top 10 states for LEED in annual USGBC ranking
The U.S. Green Building Council has released its ranking of the Top 10 States for LEED, the world’s most widely used and recognized green building rating system.
| Feb 18, 2014
Study: 90% of healthcare providers say Affordable Care Act is 'step forward,' but major revisions needed
Providers are excited about opportunities to address long-term health issues in the U.S., but worries about the transition persist, according to a new study by Mortenson Construction.
| Feb 17, 2014
SmithGroupJJR President and CEO Carl Roehling appointed to serve on the AIA/AGC Joint Committee
Carl Roehling, FAIA, LEED AP BD+C, president & CEO of SmithGroupJJR, has been appointed to serve on the Joint Committee of The American Institute of Architects (AIA) and The Associated General Contractors of America (AGC).