Managing Effectively Across Differences: The Impact of Implicit Bias on Leadership
The TIAA Institute partnered with Duke University Office of the Provost and the Council on Foundations to host a unique gathering of thought leaders. Managing Effectively Across Differences: The Impact of Implicit Bias on Leadership was held at the Thomas Executive Conference Center at Duke University.
Over 45 c-suite leaders in higher education, philanthropy and the private sector attended the convening. An energetic and well-informed dialogue addressed a range of topics, including:
-
defining implicit bias and its related physiology;
-
exploring and examining the impact of implicit bias on operational effectiveness;
-
explaining implicit bias links to diversity, equity, and inclusion within the context of leadership;
-
addressing the impact of implicit bias on an organization and its decision-making capabilities; and,
-
identifying practical applications for addressing and minimizing bias.
Guest speakers included:
- Ron Pressman, CEO, Institutional Financial Services, TIAA
- Stephanie Bell-Rose, Senior Managing Director and Head, TIAA Institute
- Sally Kornbluth, Provost, Duke University
- Benjamin Reese, Vice President for Institutional Equity and Chief Diversity Officer, Duke University
- Vikki Spruill, President and CEO, Council on Foundations
- Cynthia Teniente-Matson, President, Texas A & M University at San Antonio
To learn more about the event, please view event reports below and visit the Council on Foundation's website.
Event Reports
The Power and Potential of Diversity and Inclusion
Today’s student body represents a vast spectrum of backgrounds, values and beliefs—which presents a unique set of challenges for leaders striving to meet changing student needs.
Boards and Institutional Diversity
Since the financial crisis of 2008, board agendas have been dominated by financial and enrollment concerns. Yet boards can also play a key role in addressing issues of diversity, equity and inclusion on campus.
Cultivating strategic innovation
Nearly all college and university leaders want to foster more creativity and innovation in their organizations. Yet the concept of innovation remains nebulous and the conditions that enable it are not well understood.
Related Publications
How Do College Employees Select between Defined Benefit and Defined Contribution Retirement Plans?
Given the complexity – and risks – of choosing between a defined benefit plan and a defined contribution plan, how do university employees decide?
How Do Faculty and Staff Select between Defined Benefit and Defined Contribution Retirement Plans?
Given the complexity – and risks – of choosing between a defined benefit plan and a defined contribution plan, how do university employees decide?
Managing Implicit Bias with Diversity and Inclusion
Many employers have sought to eradicate behaviors associated with explicit bias. But implicit, or unconscious, bias still has a profound effect on organizational leaders.