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
| Aug 31, 2011
Sebastopol, Cailf., invites designers to submit ideas for renewing city center
The goal of The Core Project is to explore how the physical presence of Sebastopol can become a more economically thriving and aesthetically vibrant place, reflecting the naturally beauty of the region and the character of the community.
| Aug 31, 2011
Wythe Confectionary renovation in Brooklyn completed
Renovation retains architectural heritage while reflecting a modern urban lifestyle.
| Aug 24, 2011
Deadline Extended: 2012 "Best AEC Firms to Work For” Awards
We’re looking for firms that create truly positive workplaces for their AEC professionals and support staff. In other words, this awards program will recognize those AEC firms that nurture and develop their most valuable asset—their people.
| Aug 23, 2011
Acoustical design education model
Pass this exam and earn 1.0 AIA/CES Discovery learning units. You must go to www.BDCnetwork.com/EnhancedAcousticalDesign to take this exam.
| Aug 19, 2011
Thought Leader: Boyd R. Zoccola, chair and chief elected officer of BOMA International
Boyd R. Zoccola is Chair and Chief Elected Officer of BOMA International. A BOMA member since 1994, he has served on the Executive, Finance, Investment, and Medical/Healthcare Facilities Committees. An Indiana Real Estate Principal Broker and a board member of the Real Estate Round Table, he is Executive Vice President of Hokanson Companies, Inc., of Indianapolis, and has been involved in the development of $600 million worth of real estate. On a volunteer basis, Zoccola was president of Horizon House and a board member of Girls, Inc. He holds a BA in biology from Indiana University.
| Aug 19, 2011
How and why AEC professionals choose flooring systems
Design and construction professionals who completed our flooring survey had strong opinions about their preferred flooring type.
| Aug 19, 2011
Underfloor air distribution, how to get the details right
Our experts provide solid advice on the correct way to design and construct underfloor air distribution systems, to yield significant energy savings.
| Aug 19, 2011
Enhanced acoustical design
Ambient noise levels in some facility types are trending up and becoming a barrier to clear communication between building occupants.
| Jul 22, 2011
The Right Platform for IPD
Workstations for successful integrated project delivery, a white paper by Dell and BD+C.