Raw notes from the book : The Person You Mean To Be: How Good People Fight Bias
- Not a binary notion, bounded ethicality
- Important to us that we are a good person, we feel threaten when we don’t hit the bar.
- We have blind spots, as a good person, if there is no room from mistakes and blindspots. As an example, if you feel attacked, your desired to be a good person, may prevent you from accepting critisizm.
- Let’s break out the corner, and give ourselves room to grow.
- Being a goodish person and be able to learn from mistakes
- Don’t focus on binary boundaries
- Not evil or good, we are always improving
- Growth mindset or fixed mindset
- We can always grow
- Psychological safety
- “Because I have unconscious bias, I’m not accountable?”
- Prison — education program
- Savior trap – feel good feeling, warm glow
- Puts her above others
- Treat them as people – as normal people
- Headwind and tail wind
- A systems approach is “What are the ways we create more visible headwinds and less tail winds?”
- Even if bias is solved, the system still has bias built in
- What does cultural fit mean? That type of questions creates headwinds
- If you are on the inside, email falculty to signal your interest.
- The email experiment sending the same email to Falculty. With gender, race, fictional students and falculty from different schools. Would the falculty write back?
- Compared with white students – 87% chance of getting a reponse, 62% response to your email
- Work organizations
- Diversity
- Getting into the door, the gateway. Relatively easy to measure
- Inclusion
- Pathway process, not measurable. Who interrupts who, who sits next to who. Everyday moments
- Meetings present opportunties to be inclusive
- Salesforce : Run better meetings, your meetings mirrors your headwinds and tailwinds. Who should be in the room, are we balancing air time, did we interrupt people or not. Did we have a meeting where we disagree? Meetings is like 5th ave realestate
- Belonging