DEI in Practice: Discovering Implicit Bias

Community social service organizations work with diverse communities and serve individuals facing systemic inequalities. It is crucial that service providers foster a culturally safe environment and ensure equitable and fair treatment of those they serve and of their employees.

To put Diversity, Equity, and Inclusion (DEI) into practice requires an understanding implicit bias. Implicit bias refers to the unconscious attitudes and stereotypes that affect our understanding and interactions with others.¹ This article aims to equip service providers with the tools to create a more inclusive and equitable environment within the community social services sector by exploring the nature of implicit bias.

Two factors to note about implicit bias are that it is both unconscious and unintentional. If you are not aware of the processes through which you perceive society, how you form impressions, and how you develop judgments, your decision-making and behaviour becomes unintentional.² For instance, you may unconsciously favor or build better rapport with clients who share your cultural background, potentially sidelining those from other cultures. Addressing behaviour and decisions based on implicit bias needs to be handled with civility and respect to promote a culturally safe and equitable work environment.

To address implicit bias effectively, it is essential for you as a service and care provider to be conscious of judgments you have, especially when accusations of unfair treatment arise. Here are 5 strategies that can help:

We are all shaped by our personal experiences, and implicit biases are learned through socialization and cultural influences.⁴ By bringing implicit bias to your awareness, you gain the power to neutralize bias before it translates into behaviour.⁵

For example, an individual whose background and experiences resemble yours may evoke feelings of trust. In contrast, someone whose background is unfamiliar to you may trigger feelings of distrust. Being aware that these feelings are products of socialization helps you recognize that these emotions are not necessarily related to individual characteristics. By identifying the source of your feelings of distrust, you can separate them from your automatic association while modifying your treatment of others.

Self-reflection becomes a fundamental step in recognizing implicit bias and putting DEI into practice. Journaling about your experiences, feelings, and beliefs about a cultural group can help illuminate personal biases, leading to more mindful decision-making.⁶

If you want to test your implicit bias, visit https://implicit.harvard.edu/implicit/takeatest.html.

When you work with clients and colleagues from diverse backgrounds, being patient and attentive becomes essential. Different cultures may exhibit varying communication styles, expressions, and expectations which can lead to misunderstandings if not approached with care and attention.⁷

For instance, you may encounter clients who struggle to express themselves due to language barriers or cultural nuances. In such situations, your patience can significantly impact their comfort level and willingness to engage. Taking the time to listen actively and validate their experiences not only builds rapport but also demonstrates your commitment to equity.⁸

When interacting with colleagues from different backgrounds, it is vital for you to remain open-minded and understanding. Recognizing that people’s experiences shape their perspectives can help you avoid jumping to conclusions based on implicit biases. ⁹ By fostering an environment of attentiveness and respect, you ensure that everyone feels valued and heard, thereby creating a more collaborative and supportive workplace.

Feedback culture is an environment where individuals feel safe and encouraged to share and receive feedback. While you cannot single-handedly establish a culture of feedback, you can take simple yet impactful actions to encourage openness in your work environment. Start by modeling constructive feedback in your interactions with colleagues. Express your thoughts in a respectful manner, focusing on behaviour rather than personal attributes.¹⁰

When you notice potential biases in others, approach the situation with a spirit of curiosity rather than confrontation. Nurturing curiosity can lead to more productive conversations and a deeper understanding of different perspectives.¹¹ Some examples:

By doing this, you create a safe space for discussions that promote greater awareness and collaboration. Your willingness to engage in these small acts can contribute significantly to fostering a more inclusive workplace.

When navigating implicit bias, it is important to differentiate between intent and impact. Sometimes, you might make a decision that inadvertently offends someone, leading to feelings of hurt and mistrust. Sometimes you may make a comment that could be taken as offensive by others. By concentrating on the impact of your actions—rather than solely on your intent or on your perception—you can promote empathy and engage in productive discussions about how to improve practices moving forward.¹²

In the process of navigating implicit bias, it is essential to acknowledge that you may inadvertently offend others despite your best intentions. When this happens, it is important to practice acceptance and forgiveness toward yourself. Recognizing that everyone makes mistakes is a crucial part of growth. ¹³ Accepting your imperfections allows you to approach these situations with humility and a willingness to learn which can ultimately strengthen your relationships with clients and colleagues.

When someone expresses that they felt hurt or marginalized by your actions or words, apologize and take the time to reflect on the situation without resorting to self-criticism.  Instead of internalizing shame, consider this an opportunity for growth and understanding. Research indicates that self-compassion can lead to more constructive responses to mistakes, fostering a healthier mindset and better interpersonal interactions¹⁴.

By allowing yourself to be vulnerable and open to feedback, you model resilience and create a culture of acceptance within your workplace. Your willingness to forgive yourself and others can encourage engagement in the same self-reflective practices, contributing to a more inclusive and supportive environment.