Managing Implicit Bias with Diversity and Inclusion: An Imperative for Future Success - Discussion Resource

June 2018

Many employers have sought to eradicate behaviors associated with explicit bias. But implicit, or unconscious, bias still has a profound effect on organizational leaders.

Summary

Despite all the science, research and education on implicit bias, society has yet to address how such bias routinely affects hiring, development and promotion decisions in the workplace. To explore this issue, in November 2017 the TIAA Institute, the Council on Foundations and Duke University convened a group of roughly 50 leaders from the higher education, philanthropy and private sectors. The event’s objective was to examine how implicit bias impacts organizational effectiveness and efforts to advance diversity, equity and inclusion. This discussion resource lays out the key themes that arose from the convening and raises a number of questions for leaders to consider.

Key Insights
Implicit bias refers to the subconscious reactions people have to the behaviors, traits and characteristics of others.
Internalized early childhood experiences, school and community interactions, and media portrayals all contribute to our thoughts, judgments, and beliefs about other individuals and groups.
As the U.S. becomes increasingly diverse, organizational success will depend on the ability to nurture diverse and inclusive work environments.
What brings diverse talent into an organization is not the same as what it takes to support and keep that talent.
Objective measurements are needed to help ensure truly inclusive institutions.
While the business case for diversity, equity and inclusion varies across sectors, the challenges associated with managing diverse talent pools and creating inclusive workplaces are largely the same.
Download Report Materials

About TIAA Institute

The TIAA Institute helps advance the ways individuals and institutions plan for financial security and organizational effectiveness. The Institute conducts in depth research, provides access to a network of thought leaders, and enables those it serves to anticipate trends, plan future strategies and maximize opportunities for success.
Related Publications

Related Publications

NEBHE

Presidential perspectives on building next-generation postsecondary digital learning enterprises

November 2021

Are colleges and universities investing in the digital infrastructure needed to address the changing needs of learners?

NEBHE

Fast forward: Forces defining the future of postsecondary learning

November 2021

The global pandemic opened the eyes of many postsecondary leaders to new realities and new possibilities.

Design thinking

Design for equity in higher education

June 2021

Liberatory design thinking—a way to address equity challenges and change efforts in complex systems—can help campus leaders rethink policy and practices for non-tenure-track faculty.