SWC Implicit Bias Training provided by Revive Center for Returning Citizens

1. PEOPLE’S & LAND
ACKNOWLEDGMENT

2. We want to begin by respectfully acknowledging that
this workshop is being held on the occupied traditional
lands of at least the Spokane Peoples and so many
others, who have stewarded this land throughout the
generations. We pay our respects to elders both past
and present. We do this to offer recognition, respect
and gratitude for their resilience.
We also intentionally counter the impact of the
"doctrine of discovery” with the truth about the
humanbeings who were already here and who
continue to resist colonization impacts and fight to
sustain their culture and people.
We know it is insufficient to simply acknowledge the
land we occupy. We commit to centering the voices,
leadership, and solutions of indigenous people in our
communities and around the world. We stand in
solidarity with indigenous people who are leading the
fight to protect our planet's biodiversity across the
globe. We encourage you to support indigenous led
organizations, to buy native and to integrate the
essential voices of indigenous people in your lives all
year long.

3. The goal for offering these workshops is to help
your organization better understand how the
communities in our region are almost assuredly
coming into service engagements as well as help
your group develop a collective understanding and
common language around institutional and
structural racism and why it is important to address
race, trauma, and all other oppression intersections
whenever possible.
We will help identify how you can advance racial
equity, elevate other oppressed and marginalized
issues as well as Continuing to learn to operate from
Anti-Racist/Anti-Oppression and Humanizing
Perspectives

4. REVIVE CENTER FOR RETURNING CITIZENS
JEDIH TRAININGS
FOR
SPOKANE WORKSOURCE FAMILY
Justice-
Equity-
Diversity-
Inclusion-
Humanizing

5. 1.Implicit Bias
2.ACEs
3.Microaggressions
4.Trauma informed
5.Cultural Competency
Series Content
&
Current Order
of Delivery
( subject to change)

6. Kurtis Robinson
UNDERSTANDING & ADDRESSING
IMPLICIT BIAS TO ADVANCE
EQUITY & JUSTICE WORK
Spokane Race Equity &
Disparity Anchor Team

7. • REMEMBER TO BREATHE
• Manage yourself care
• Strive to keep an open mind
• Lean in and also remember:
You are not alone

11. This Photo by Unknown Author is licensed under CC BY-NC
“All this is simply to say that all life is interrelated. We are caught in an
inescapable network of mutuality; tied in a single garment of destiny.
Whatever affects one directly, affects all indirectly. As long as there is
poverty in this world, no man can be totally rich even if he has a billion
dollars.
As long as diseases are rampant and millions of people cannot expect to live
more than twenty or thirty years, no man can be totally healthy, even if he
just got a clean bill of health from the finest clinic in America. Strangely
enough, I can never be what I ought to be until you are what you ought to
be. You can never be what you ought to be until I am what I ought to be.”
Dr. Martin Luther King Jr.

12. UNDERSTANDING & ADDRESSING
IMPLICIT BIAS TO ADVANCE EQUITY &
JUSTICE WORK
• Recognize that Implicit Bias
exists
• Gain knowledge and learn
about some of the operations of
Race & Implicit Bias
• How these impact our decision-
making
• How our Biases & Race effect
the way we treat people and why
• What we can do about it
TODAY’S
AGENDA

13. INTRODUCTIONS
Please introduce yourself
Name, Race
Preferred Gender
Pronouns
+ Work Force Family
Sector and Title
S1PI

14. https://justleadwa.org/wp-content/uploads/2020/10/Tool-D-Community-Agreements-Final.pdf
Establish
Brave Space Take
Space/
Make
Space
Honor
Confidentiality
Community
Agreements
Be Present
Speak Your
Truth; Let
Others Speak
Theirs
Together We
Know a Lot
No Fixing. No
Saving
Turn
Judgment into
Wonder
Embrace
Imperfection
Accept and
Expect Non-
Closure

15. VISION + FRAMEWORK
We share a vision of a community free from bias,
systemic unfairness and oppression, where everyone is
treated with dignity and respect.
We recognize that our social, economic, legal, civic,
and political structures reflect, produce and maintain
racialized outcomes, meaning that the structures and
systems we have created systematically bar certain
racial groups from fully participating in society, target
them for discrimination, and take away power and
resources. Our work is about ending these historic
patterns.

16. M /W
B/W
O/Y
P/R

17. Implicit memory is one of the two
main types of long-term human
memory. It is acquired and used
unconsciously, and can affect
thoughts and behaviours. One of its
most common forms is procedural
memory, which helps people
performing certain tasks without
conscious awareness of these
previous experiences.
Explicit memory (or declarative
memory) is one of the two main
types of long-term human
memory. It is the conscious,
intentional recollection of
factual information, previous
experiences and concepts.
Source: Schacter, 1987

18. [JHF] Home – Members Jeff Hays
Films
Episode 6-6.5 min in…..

19. IB/IAT ORIGINS
 The term implicit bias was
first coined by social
psychologists Mahzarin
Banaji and Tony Greenwald
in 1995. In an influential
paper introducing their
theory of implicit social
cognition, they proposed
that social behavior was
largely influenced by
unconscious associations
and judgments.
https://www.verywellmind.com/implicit-bias-overview

20. IB/IAT ORIGINS
 In 1998, Banaji and Greenwald published their
now-famous Implicit Association Test (IAT) to
support their hypothesis. The test utilizes a
computer program to show respondents a series
of images and words to determine how long it
takes someone to choose between two things.
 Subjects might be shown images of faces of
different racial backgrounds, for example, in
conjunction with either a positive word or a
negative word. Subjects would then be asked to
click on a positive word when they saw an image
of someone from one race and to click on a
negative word when they saw someone of
another race.
https://www.verywellmind.com/implicit-bias-overview

21. The IAT measures the ease with which people associate words
or pictures representing either of two contrasting groups –
such as white people and black people or men and women –
with positive or negative meanings. (Bower, 2006)

22. Implicit biases are pervasive
People are often unaware of their implicit
biases
Implicit biases can predict behavior
People differ in levels of implicit bias
KEY FINDINGS FROM THE IAT
Source: Banaji, Greenwald, Nosek. Project Implicit. 2005
https://advance.washington.edu/resources/docs/IAT_Natl_2

23. CLEARING UP SOME OF THE
CONFUSION http://kirwaninstitu
te.osu.edu/
Implicit bias is
nothing more than
beliefs people
choose not to tell
others. They know
how they feel; they
just know they
cannot or should not
say those beliefs
aloud, so they hide
them.
Implicit bias differs from suppressed
thoughts that individuals may
conceal for social desirability
purposes. Implicit biases are
activated involuntarily and beyond
our awareness or intentional control.
Implicit bias is concerned with
unconscious cognition that
influences understanding, actions,
and decisions, whereas individuals
who may choose not to share their
beliefs due to social desirability
inclinations are consciously making
this determination.

24. REALITIES
 We live in a highly biased and
racialized society—i.e. race matters
and biases have an impact.
 We are all a part of the picture.
 None of us asked for this. None of us are
responsible for the past; but all of us are
responsible for the present and to some
extent, the future.
 As we discuss race & implicit bias, both
are playing out.

26. Context Setting: we must re-connect with
why we do the work we do, everyday.
WHY.
What is our purpose, our core belief, and
personal mission, what is the VISION of the
world we are looking for and seeking.
We start with why:
Why do you do this work?
What values underlie it?
Why do we prioritize equity and specifically
race equity?

27. The Spokane Workforce Council and its governing board
are committed to closing wage, employment, and education
equity gaps.
We acknowledge and accept that we have been a part of the
ecosystem that has created racial inequities, and we commit to
being a larger force to evolve the system and serve as a catalyst
for positive change.
The SWC has embraced the need to take on the difficult
conversations about diversity, equity, inclusion, and justice
within the context of workforce development. By engaging with
our customer base and business community, we acknowledge
our past missteps and are taking action to be more inclusive to
our diverse customers.
The board has agreed that racism and privilege are systemic
issues that must be addressed at a cultural and organization
level. It has become increasingly clear that this work is not only
a moral imperative, but there is individual, societal, and
economic good that flows from closing equity gaps.

28. We acknowledge that this work is never done.
In order to reach our goals, we will normalize
conversations about systemic racism and all
inequities, foster equitable workplace culture for our
business and system partners, and support our
partners with education and resources.
We will continue to use assessments and other tools
to embed the work in our system.
Success will be measured through a variety of
community-based metrics that demonstrate
progress and achievement of outcomes.
Equitable practices will create a more diverse set of
customers whose feedback will inform our service
delivery and lead to better community outcomes.

29. Our community will be strengthened
when all members have a meaningful
voice and increased access and will be
elevated by creating a culture of hope
and prosperity for all people.
Our Commitment to
Spokane County's
Workforce
spokaneworkforce.org/about-spokane-workforce-council/dei/

30. “If we continue to fracture into smaller
“we’s”. We won't survive. We will
literally have endless wars. We’ll
destroy the planet. And the world as
we know it simply won't survive”.
John A Powell
Home | Othering & Belonging Institute (berkeley.edu)

31. Also, as we continue,
We take time to acknowledge
that as a world, as a nation, as
a community we are working
through twin pandemics:
COVID-19 and Virulent Anti-
Black, Indigenous People of
Color Racism, as well as a tacit
struggle with the dominant
culture ( White Supremacy) in
coming to terms with the
inhumanity imbedded in these.
We hold that complexity in this
space. And we thank the many
health, political and community
professionals doing their best to
keep our community safe and
for the legacy of activism in the
past and now, that are working
to demand equity and equality
for all fighting for Black Lives.
•

33. GATEKEEPING OR
BELONGING?
Haas Institute, Berkeley
Gatekeeping is the power and
control of each of us have to
make change.
How are we each taking
responsibility for what we have
control over?
How are we each creating or
undermining a sense of
belonging for ourselves
and others in our
communities?

34. 5/29/2022 34

35. REALITY CHECK

36. Even as we discuss the science of implicit
bias, we must not forget and always
acknowledge the real life pain that is caused
by racialized structures and that ultimately
create the messages we internalize, the social
implicit cognitions we develop.
These racialized societal structures lead to a
“running up the down escalator”
phenomenon for some members of society,
the impact of social cognition and implicit
bias increases this effect and creates more
systemic barriers.

37. The Levels of Implicit/Explicit Bias
Structural

38. EQUITY ≠ Equality
INEQUITY≠ Inequality
Disparity
Cultural Organizing, Paul Kutner, 2015

39. EQUITY ≠ Equality
INEQUITY≠ Inequality
Disparity

40. EQUITY ≠ Equality
INEQUITY≠ Inequality
Disparity
Equality means providing every person the same resources
Equity means ensuring every person has the resources they need
to produce outcomes and opportunities and build power

41. RACIAL EQUITY
When race no longer
determines one’s
outcomes. Proactive
reinforcement of policies,
practices, attitudes and
actions that produce
equitable power,
access, opportunities,
treatment, impacts and
outcomes for all.
Source: Soirart.tumblr.com

42. STRUCTURAL RACISM
 Structural Racism (or racialization) refers to the
ways in which the joint operation of institutions
produce racialized outcomes (e.g. racial
inequities).
 Structures matter and are not neutral. They
unevenly distribute benefits, burdens, and power.
Bias FOR white people and whiteness
Bias AGAINST People of Color and Indigenous People
http://www.ruralhome.org/storage/research_notes/rrn-race-and-ethnicity-
web.pdf
Transportation
Health Childcare Housing
Education Employment

43. STRUCTURAL RACISM
...is NOT biology
...is NOT racial slurs
...is NOT good/bad
intentions
IT IS…
• Structural and
Institutionalized
• Cultural
• Internalized (i.e. implicit
bias, subconscious, acted
out unintentionally)
= Oppression by race

44. EXAMPLE: RESIDENTIAL SEGREGATION
Redlining (1934 - 1968)
• Began with the creation of the
Federal Housing Administration,
now HUD (US Dept. of Housing and
Urban Development).
• Redlining - involved marking
maps with “red lines” to
indicate neighborhoods
where mortgages and home
purchases were denied
to communities of color to
keep them out of white
neighborhoods.
Racial Covenants (1920 - 1948)
• Used “white-only” clauses on house deeds to ensure
people of color did not own/live property

45. SPOKANE, WA
1937

46. RACIAL COVENANTS
Comstock Park neighborhood; Spokane County, Spokane,WA
No race or nationality other than the white race shall use or
occupy any building on any lot, except this covenant shall not
prevent occupancy by domestic servants of a different race or
nationality employed by an owner or tenant.
Edgemoor neighborhood;Whatcom County, Bellingham,WA
“agrees that said premises shall be owned and occupied only by
persons of the white race except that this covenant shall not
prevent occupancy by domestic servants of a different race or
nationally employed by an owner or tenant.
Credit: Eastern Region Branch,Washington State Archives

47. Racial
Equity
When race no
longer
determines one’s
outcomes.
Proactive
reinforcement of
policies,
practices,
attitudes and
actions that
produce
equitable
power, access,
opportunities,
treatment,
impacts and
outcomes for all.
Structural
Racialization
Ways in which complex
systems of
organizations,
institutions, individuals,
processes, and policies
interact to create and
perpetuate
social/economic/politi
cal arrangements that
are harmful to people
of color, benefit white-
identified people, and
harm society as a
whole.
Oppression
The systematic
subjugation of one
social group by a
more powerful social
group for the social,
economic, and
political benefit of the
more powerful social
group; applies to
class, race, gender,
sexual orientation,
nationality,
indigenous heritage,
and many other
social factors

48. LIFE
AND
DEATH
Life Expectancy:
 There is a 12.9 year difference in life expectancy by race - between
the race with highest LE (API=86.9) and race with lowest LE (American
Indian/Alaska Native=74.0)
 There is a 15.6 year life expectancy gap between the Riverside
neighborhood, whose life expectancy is 70.1 and Southgate
neighborhood, whose life expectancy is 85.7.
Infant Mortality:
 There is a difference in infant mortality rate by income: 7.8/1,000
deaths for infants with low-income mothers (using Medicaid status as
proxy) vs 3.1/1,000 deaths for infants with higher-income mothers
 Life expectancy is the probable number of years remaining in the life of an
individual or population determined statistically. life expectancy at birth
was calculated for infants who were born during the specified years.
 There is a 15 year life expectancy gap between the Riverside
neighborhood, whose life expectancy is 70.1 and Southgate
neighborhood, whose life expectancy is 85.7.
 Race – link back to chronic stress, allostatic load, worse health, lower LE.
 Neighborhood – same as above. And link to distribution of resources in
neighborhoods (LE patterns generally follow SES by neighborhoods). Can
also connect distribution of resource to redlining.

49. MACARTHUR FOUNDATION SAFETY
JUSTICE CHALLENGE GRANT

51. Black & Latinx people had longer
average LOS
Source: Monthly jail population reports (Jan. 2019)

52. mappingpoliceviolence.org/states

53. COVID-19 death rates among confirmed or
probable cases
• White populations have the lowest death rates among
confirmed or probable COVID-19 cases of all race/ethnicity
groups.
• NHOPI populations have death rates among confirmed or
probable COVID-19 cases that are approximately six times
higher than white populations.
• AIAN and Hispanic populations have death rates among
confirmed or probable COVID-19 cases that are three times
higher than white populations.
• Black populations have death rates among confirmed or
probable COVID-19 cases that are about twice as high as
white populations.
• Public Health Outbreak Coordination, Informatics, and Surveillance Washington
State Department of Health www.doh.wa.gov

54. CLEARING UP SOME OF THE CONFUSION
Having implicit biases makes me a bad person.
Bias is a natural phenomenon in that our brains are
constantly forming automatic associations as a way to
better and more efficiently understand the world around
us. No one is a “bad” person for harboring implicit
biases; these are normal human processes that occur
on an unconscious level. Some implicit biases are even
positive in nature. In terms of the existence of unwanted,
negative implicit biases, fortunately our brains are
malleable, thus giving us the capacity to mitigate their
effect though research based debiasing strategies.
http://kirwaninstitute.osu.edu/

55. How does having an intentional focus
on race equity and implicit Bias,..
Impact your work environment ?
DISCUSSION QUESTION

56. BREAKOUT
ROOMS
Pair & Share
10 min

57. BREAK
5/29/2022 57

58.  Doctors less likely to recommend African-
American patients to specialists
 Managers less likely to call back or hire
members of a different ethnic group or
those with ethnically associated names
 Judges found to grant dark-skinned
defendants sentences up to 8 months
longer than light-skinned defendants for
identical offenses
 Native American and African American
children are removed from their families at
greater rates than other races and stay in
foster care longer, where they are often
abused, neglected, and then severed from
their families forever.
EXAMPLES
OF RACIAL BIAS
Source: Cooper, 2014. Racial Bias in American Foster Care:
The National Debate;
www.opensocietyfoundations.org/voices/implicit-bias-and-

59. WHY SHOULD WE CARE?
If we accept that implicit bias exist,
we must explore how these
dynamics are showing up racially
in our personal relationships,
professional atmospheres, and our
social engagements .

60. Attitudes or stereotypes that affect our
understanding, actions, and decisions in
an unconscious manner, activated
without awareness/ intentional control.
IMPLICIT BIAS – WHAT IS IT
Kirwan Institute for the Study of Race and
Ethnicity

61. Implicit Bias in the Courtroom
UCLA Law Review (2012), Jerry Kang et al
Implicit Racial Bias in Public Defender Triage
The Yale Law Journal (2013), L. Song Richardso,
Phillip Atiba Goff
Implicit Bias and the Legal Profession’s
"Diversity Crisis": A Call for Self-Reflection,"
Nevada Law Journal (2015) Nicole E. Negowetti

62. SOCIAL COGNITION
ORIGINS

The conceptual roots for social cognitive theory come
from Edwin B. Holt and Harold Chapman Brown's
1931 book theorizing that all animal action is based
on fulfilling the psychological needs of "feeling,
emotion, and desire". The most notable component of
this theory is that it predicted a person cannot learn
to imitate until they are imitated.[3]
 In 1941, Neal E. Miller and John Dollard presented
their book with a revision of Holt's social learning and
imitation theory. They argued four factors contribute
to learning: drives, cues, responses, and rewards.
One driver is social motivation, which
includes imitativeness, the process of matching an
act to an appropriate cue of where and when to
perform the act. A behavior is imitated depending on
whether the model receives a positive or negative
response consequences.[4] Miller and Dollard argued
that if one were motivated to learn a particular
behavior, then that particular behavior would be
learned through clear observations. By imitating
these observed actions the individual observer would
solidify that learned action and would be rewarded
with positive reinforcement.
http://kirwaninstitute.osu.edu/
https://en.wikipedia.org/wiki/Social_cognitive
Social Cognition origins

63. SOCIAL COGNITION
ORIGINS
The proposition of social learning was expanded
upon and theorized by Canadian
psychologist Albert Bandura. Bandura, along
with his students and colleagues conducted a
series of studies, known as the Bobo doll
experiment, in 1961 and 1963 to find out why
and when children display aggressive behaviors.
These studies demonstrated the value of
modeling for acquiring novel behaviors. These
studies helped Bandura publish his seminal
article and book in 1977 that expanded on the
idea of how behavior is acquired, and thus built
from Miller and Dollard's research.[5] In
Bandura's 1977 article, he claimed that Social
Learning Theory shows a direct correlation
between a person's perceived self-efficacy and
behavioral change. Self-efficacy comes from
four sources: "performance accomplishments,
vicarious experience, verbal persuasion, and
physiological states
http://kirwaninstitute.osu.edu/
https://en.wikipedia.org/wiki/Social_cognitiv

64. SOCIAL COGNITION
A branch of science that studies how people
cognitively process social information. . Most
simply, social cognition is a scientific
study of how people process social
information, social cues

65. THE ROLE
OF THE
UNCONSCIOUS
MIND
 The human brain can take in
11 million pieces of
information in any one
moment.
 We’re only consciously aware
of maybe 40 of these - at
best. Brooks, David. The Social Animal:A Story of How
Success Happens.
http://www.guardian.co.uk/science/2011/may/08/
david-brooks-key-to-success-interview

66. REACTING BEFORE WE
EVEN REALIZE IT
Subconscious mind uses 3 major processes to make sense of
millions of bits of information that we perceive.
Sort into
categories
Create
associations
between
things
Fill in gaps
when only
receive
partial info
Objects, Processes, Schemas

67. Which direction is the cat spinning?

68. O lny srmat poelpe can raed tihs.
cdnuolt blveiee taht I cluod aulaclty uesdnatnrd waht I was
rdanieg.
The phaonmneal pweor of the hmuan mnid, aoccdrnig to a
rscheearch at Cmabrigde Uinervtisy,
Tihs is bcuseae the huamn mnid deos not raed ervey lteter by
istlef, but the wrod as a wlohe. Amzanig huh? yaeh and I
awlyas tghuhot slpeling was ipmorantt!
OUR BRAINS IN ACTION:
FILLING IN THE GAPS

69. Our Brains in Action
Πράσινος
Please state the color of the text:
Χρυσός
Κόκκινος Μπλε
Μωβ
Πορτοκάλι
μαύρος
Κόκκινος Πορτοκάλι
Πράσινος
μαύρος
Μπλε

70. Our Brains in Action
Blue
Blue
Green
Please state the color of the text
Black
Red
Green
Blue
Black
Blue
Black
Red
Green
Green
Green
Red
Black

71. WHERE DO
IMPLICIT
SOCIAL
COGNITIONS
COME FROM?
• Parents
• Friends
• Media
Positive or negative
associations
Strengthen over time
 automatic
Schemas that
humans apply to
human interactions
and guide way a
person thinks about
social categories.

72. Structural racism…
“Overtly and covertly attributes value
and normality to White people and
whiteness, and devalues,
stereotypes, and labels People of
Color as “other,” different, less than,
or render them invisible”
- Aspen Institute
Photo: Showing Up For Racial
Justice

73. SOCIAL COGNITIONS
INCLUDE:
Stereotypes
• Traits we associate
with a category
Attitudes
• Evaluative feelings
that are positive or
negative

74. UNDERSTANDING SCHEMAS

75. “Racism now lives not in the open but beneath the
surface—in our institutions and our subconscious
thought processes—because we suppress it and
because we create it anew through cognitive
processes that have nothing to do with racial animus.”
“The main problem is that Batson's third step requires a
finding of “purposeful discrimination,” which trial courts
may often interpret to require conscious discrimination.
This is problematic because discrimination is often
unconscious. A requirement of conscious
discrimination is especially disconcerting because it
seemingly requires judges to accuse attorneys of
deceit and racism in order to sustain
a Batson challenge. ”

76. On October 11, 2018, the Supreme Court of Washington
found that the death penalty violates the state
constitution for being arbitrary, unfair, and racially
biased.
“Racial bias, conscious or unconscious, plays a role in
the death penalty decisions across America, influencing
who faces this ultimate punishment, who sits on the jury,
what kind of victim impact and mitigation evidence is
used, and who is given life or death,” said Robinson, who
is also director of the Trone Center for Justice at the
American Civil Liberties Union. “That disparity can be
described by many words — but justice is not one of
them.”

77. EXAMPLES
OF RACIAL BIAS
 When iPods were auctioned on eBay, researchers
randomly varied the skin color on the hand holding
the iPod. A white hand holding the iPod received 21
percent more offers than a black hand.
 Resumes with ethnic sounding names pushed down
in the selection for interviews.
 Asian candidates given priority positions requiring
math and science.
 African Americans inquiring about apartment rentals
with the same qualifications as White Americans are
less likely to be shown and accepted for those rentals

78. BREAK

79. RACIAL MICROAGGRESSIONS
Dr. Chester Pierce
Microaggressions are the
everyday verbal and nonverbal
slights, snubs, or insults, whether
intentional or unintentional, which
communicate hostile, derogatory,
or negative messages to target
persons based solely upon their
marginalized group membership.
Terminology created by Dr.
Pierce in the 1970’s
Chester M. Pierce was a Professor of Psychiatry at
Harvard Medical School and Professor of
Education at Harvard University until his passing
in 2016.

80. CLEARING UP SOME OF THE
CONFUSION
It’s a waste of time to
try to mitigate my
implicit biases. They
do not impact
anyone anyways.
Extensive research has documented the real-world effects of implicit
biases in the realms of health care, criminal justice, education,
employment, and housing, among others. For example, implicit biases
can affect the quality of care a patient receives, the level of
encouragement students receive from their teachers, whether or not an
individual receives an interview or promotion, and more. Implicit biases
have huge implications; thus, it is important to identify your own biases
and then actively engage in debiasing techniques to address them

81. Gender
Binaries
Class
Dynamics
Racism
Eurocentric
Superiority
Intentional
Miseducation
Absorption rates of 11 million bits per second

82. Racism
Dehumanization Dominance
Implicit
Bias’s

83. Biases
Formed
Experience
Accordingly
Action/Reaction
Alignments
Reinforces /
Justifies

84. CORE EMBODIED COPING
STRATEGIES

85. IMPLICIT ASSOCIATIONS/
UNCONSCIOUS BIAS
 Mind operates at 2 levels but we are
only aware of one of them
 We may consciously reject stereotypes
 AND hold negative associations in our
minds unconsciously
 Not all inequity is the result of an
intentional ‘ism.”
 Though unintentional or automatic,
these actions of our brains nevertheless
often cause harm and negative impact.
Intent vs impact  Focus on IMPACT

86. 1. How does implicit racial bias show up in:
• the operation of your organization?
• interpersonal dynamics within your organization?
• Personal life?
DISCUSSION
2. How do you think these examples conflict with
the stated core values of yourself and/or your
organization?

87. The good news?

89. CLEARING UP SOME OF THE
CONFUSION
If bias is natural, there is
obviously nothing we
can do about it.
Just because bias is a natural tendency does not mean that
we are helpless to combat it. Indeed, unwanted implicit
biases can be mitigated. Researchers have demonstrated
the efficacy of various intervention strategies, such as
intergroup contact, perspective-taking, and exposure to
counter-stereotypical exemplars. By taking the time to
understand your personal biases, you can begin to mitigate
their effects.

90. BEYOND INCLUSION BEYOND EMPOWERMENT.COM

91. ADRESSING
MODEL

94. Pause, slow
down &
reflect.
Cultivate self-
awareness.
•Your background,
experiences, beliefs,
assumptions
•The Client’s background,
experience, beliefs,
assumptions
•understand our own cultural
positions and how they differ
from and are similar to others
Understand
context.
• the differences in the
social and cultural
reality in which we live
and work and in which
We all have a
cultural
experience,
background,
Racial
assumptions &
Bias – based on
our lived
experience

95. LADDER OF INFERENCE

96. YouTubeVideo: Latter of Inference
https://youtu.be/K9nFhs5W8o8?t=11s

97. BREAK
5/29/2022 115

98. Motivation Exposure
Environment
Procedural
Changes

99. MOTIVATION
Twitter

100. ENVIRONMENT

101. EXPOSURE
Iranian-American Festival/Seattle Center

102. PROCEDURAL CHANGES:
OPERATIONALIZING EQUITY
Status Quo: Implicit Bias Culture Change: Explicit Equity
Unaware of choice points Builds in decision-making guides that
evoke consideration of equity
Exclusive of communities most
affected
Fosters active engagement and
partnership with communities most
affected
Ignores barriers to access Supports and implements strategies to
remove racialized barriers
Not attentive to race, gender, income
and other inequities
Gives distinct, specific and sufficient
attention and strategies to address
specific inequities
Does not consider racial impacts Systematically analyzes impacts on
disadvantaged groups
(i.e communities of color)
RaceForward.org

103.  https://www.youtube.com/watch?v=PGcbFj4J_gc&list
=PLDdwAbIcxZgwYDF36xvGNqw0MOLsfzwR6
5/29/2022
121

105. " For a very long time, America prospered.
This prosperity cost millions of people their
lives. Now, not even the people who are the
most spectacular recipients of the benefits
of this prosperity are able to endure these
benefits. They can neither understand them
nor do without them. Above all, they cannot
imagine the price paid by their victims, or
subjects, for this way of life, and so they
cannot afford to know why the victims are
revolting”.
James
Baldwin

106. To Close:
Reflection Question
One new thing you learned today or a key
takeaway that had an impact on you?

108. ADDITIONAL WORK
1. What steps are you taking to further your individual
and/or organizational learning and development
around bias?
2. What could you do to ensure your interactions with
colleagues and those with whom you interact in
your work are conscious of bias?
3. What information and resources would your sector
need to operate within a racial equity lens?
4. Take an implicit association test (if you have taken
one before do another one ), discuss your results
and feelings with your coworkers.
implicit.harvard.edu/implicit/takeatest.html

109. REMEMBER
YOU ARE NOT
ALONE

110. RESOURCES
Diversity, Equity, and Inclusion:
Strategies for Facilitating
Conversations on Race
https://goo.gl/k2Dg6S
REJI Organizational Race Equity Toolkit
https://goo.gl/W8eKbH

111. Designed to help organizations,
particularly equity and justice-
oriented legal organizations,
understand and incorporate
race equity into their work.
View & Download at:
justleadwa.org/learn/rejitoolkit
REJI Organizational
Race EquityToolkit
Interested in being a REJI Partner? Email us at omidb@justleadwa.org
Includes the REJI Organizational Assessment focusing on:
- Securing an Organizational Commitment
- Creating More Equitable Organizational Culture
- Recruitment, Hiring, & Retaining a DiverseWorkforce
- Developing AccountabilityTo and Partnerships with Communities of
Color
- Applying an Anti-Racism Lens to Programs,Advocacy & Decision-
Making