The following is an excerpt from the “Step One: Become Mindful of Your Biases” Chapter in Sondra Thiederman’s book, Making Diversity Work: Seven Steps for Defeating Bias in the Workplace, Revised 2 nd Edition (New York: Kaplan Publishing, 2008).

Workplace Application: Create “Bias Spotter” Partnerships

Forming Bias Spotter Partnerships is an effective way to increase an awareness of—and, ultimately, reduce—bias in your workplace.

The Mission: The mission of Bias Spotter partnerships is to facilitate the identification of biases that interfere with effective functioning and decision making.

The Benefit: Research has shown that accountability to another person is a key component of bias reduction. Not only do the observations of each partner serve to identify bias, but the very fact that another person is “on duty” motivates each partner to stay more alert to her own biases and to any inappropriate behaviors that might arise from those biases.

The Guidelines and the Spirit: The Bias Spotter strategy is not intended as a means of setting up a mini­­–police state. Instead, it is similar to a good two-way mentor partnership in that it is based on trust and friendship. In order for this process to be effective, these guidelines must be followed:

1. As in any good partnership, both parties must commit to the betterment of the team.

2. Both partners must be willing and able to make all observations in the spirit of mutual support; this is not about being accusatory or intrusive.

3. As much as possible within the policies of the company, all observations are to be kept strictly between the partners.

4. Both partners need to remember that a bias is an attitude, not a behavior—no mind reading allowed.

5. Bias Spotter partners need to be extra vigilant when one of them is functioning in a new environment. This is because a bias may be activated in one setting but not another. Partner A, for example, may not feel or show any bias toward immigrants when in her own department. But, when visiting another location and feeling less comfortable, she may.

6. Bias Spotters partners also need to be vigilant when a partner is rushed or working under an unusual amount of stress. It is at times like these that we crave easy answers and quick solutions. Biases, because they are so readily accessible, are a tempting ally when time is at a premium.

The Task: Each person is responsible for observing the decisions, words, and behaviors of his partner. He must comment to his partner if he feels the behavior is inappropriate and/or if he feels there might be a bias involved. If a questionable behavior is observed, the partner might probe deeper by asking questions like:

1. “That comment seemed a little inappropriate to me. I wonder, have you had any bad experiences with members of that group that might still be with you?” (If the answer is yes, there might be a bias at work.)

2. “Would you have made the same decision if the people involved were from a different kinship group?” (If the decision were different, it is possible that it was influenced by a bias.)

3. “If the person involved knew why you made that decision, would he respect your reasoning or would he feel discriminated against?” (If he would feel discriminated against, a bias is very likely involved.)

4. “Would you like your children or other loved ones to know why you did that?” (If not, that action might be influenced by a bias of which the person is not proud.)

5. “I keep noticing that you don’t coach members of different groups equally. Do you have any thoughts about what that might mean about your attitudes?” (If the answer is that some groups need gentler treatment or can’t measure up anyway, there might be a bias at work.)

6. “How would you feel if you learned that a colleague had done the same thing? Would you suspect her of bias? (If the answer is yes, your Bias Spotter partner should become suspicious of his own attitudes, too.)

7. “I’ve been noticing that you seem to hang around only with people that are most like you. Do you think that means anything about your attitudes toward or degree of comfort with different groups?” (If your Bias Spotter partner answers this question in a nondefensive way, there is a good chance that no bias is involved.)

8. “The last three people you promoted were from the same kinship group. I wonder if you might be favoring that group over another. What do you think?” (If your bias-spotter partner does not have an objective reason for the promotions, a positive or Guerilla Bias might have influenced her decision.)

To check on Sondra’s availability or to receive additional information including a demonstration tape and references, please contact the bureau who sent you to this site or:

Joan Pierce
Marketing Director
Cross-Cultural Communications
4585 48th Street
San Diego, CA 92115
Phone: 619-583-4478
Fax: 619-583-0304
Click here to contact Sondra Thiederman or Joan Pierce