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<v Speaker 1>Oh hey, this is not a normal episode. This is

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<v Speaker 1>a bit of a bonus episode this week. Obviously we

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<v Speaker 1>have Foraging Ecology with the a Lexus Nicole Nelson is up.

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<v Speaker 1>You can go back and listen to this Cicadology episode

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<v Speaker 1>if you are inundated with cicadas. But I wanted to

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<v Speaker 1>also in this feed this week, we're going to do

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<v Speaker 1>something a little different. We wanted to share an episode

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<v Speaker 1>of a podcast called Real Good. If you're like, What's

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<v Speaker 1>Real Good? Never heard of it?

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<v Speaker 2>You're about to if you like so.

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<v Speaker 1>Real Good is a show that started last year at

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<v Speaker 1>the beginning of COVID to highlight nonprofits doing work on

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<v Speaker 1>the ground to help with the pandemic. But the big

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<v Speaker 1>message of that whole first season was that most of

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<v Speaker 1>the problems people are facing in COVID were not new

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<v Speaker 1>when the pandemic hit. Their intersectional problems concerning race and

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<v Speaker 1>class and gender and a lot more so. The second

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<v Speaker 1>season just came out and it's broadening out a bit

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<v Speaker 1>to focus on the people fighting systemic issues that COVID highlighted,

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<v Speaker 1>and guests this season talk about critical issues in diversity, equity,

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<v Speaker 1>and inclusion, including recognizing implicit bias and the need for

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<v Speaker 1>affordable health housing and equal access to mental health services,

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<v Speaker 1>all stuff that we care about. This episode is called

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<v Speaker 1>just Admitting it Isn't Enough with Linden Negron, who was

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<v Speaker 1>a product director at Bias Sync. I think you're gonna

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<v Speaker 1>like it. More information on her in the intro. So, yes,

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<v Speaker 1>you're about to hear an episode of that podcast in

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<v Speaker 1>our feed and it is with Linda Negron, a program

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<v Speaker 1>director at an anti implicit bias training organization. So if

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<v Speaker 1>you like what you hear, you can listen and subscribe

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<v Speaker 1>to Real Good the podcast wherever you get your podcasts.

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<v Speaker 2>Okay, enjoy. This is Real Good by us Bank, a

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<v Speaker 2>podcast about helpers.

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<v Speaker 3>It's okay to say that you've made mistakes in the past,

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<v Speaker 3>like it's okay to accept someone else's feedback and be better.

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<v Speaker 3>It would involve you acknowledging the fact that you are

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<v Speaker 3>not perfect, that you are human.

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<v Speaker 2>I'm faith Dally. This show was born out of the

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<v Speaker 2>coronavirus crisis. In our efforts to understand where work needed

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<v Speaker 2>to be done to help communities in need during the pandemic,

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<v Speaker 2>we learned that the issues they were struggling with didn't

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<v Speaker 2>crop up during COVID. They are long standing concerns with

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<v Speaker 2>roots in racial disparity, socioeconomic opportunity gaps, and so much more.

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<v Speaker 2>We're here to give you a chance to meet those

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<v Speaker 2>who are fighting against inequality. They're people who span a

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<v Speaker 2>wide range of fields and enact very different missions, but

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<v Speaker 2>one thing remains the same for everyone you're going to meet.

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<v Speaker 2>They're helpers. They're doing real good. This week, our guest

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<v Speaker 2>is Linda Negron, product director at Bias SYNC. It's an

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<v Speaker 2>uncomfortable thing to talk about, but people tend to favor

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<v Speaker 2>people like them. When we can see part of ourselves,

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<v Speaker 2>whether it's physically represented or a part of their lived

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<v Speaker 2>experience that we recognize, we often see people like us favorably.

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<v Speaker 2>And when I say we, I don't just mean you

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<v Speaker 2>listening and meet talking. I mean everyone human beings in general.

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<v Speaker 2>But when structures put in place favor one type of

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<v Speaker 2>person over another, what happens then? Well, just look at

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<v Speaker 2>the workplaces all across America. Structures favoring predominantly white and

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<v Speaker 2>predominantly male workers have created boardrooms over represented by white men,

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<v Speaker 2>and there's a trickle down effect from there. Those people

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<v Speaker 2>tend to put employees like them in position to be

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<v Speaker 2>the next crop of leaders keeping the wheel turning in

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<v Speaker 2>the corporate landscape. Today, three point two percent of senior

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<v Speaker 2>management jobs are held by Black Americans as opposed to

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<v Speaker 2>the thirteen point two percent of the population as a whole.

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<v Speaker 2>Women make up more than half of our population and

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<v Speaker 2>forty seven percent of support positions, but only occupy twenty

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<v Speaker 2>three percent of management roles. There are certainly more stats

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<v Speaker 2>we could throw at you, but I think you get it.

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<v Speaker 2>But it doesn't have to be this way. Linda Negron's

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<v Speaker 2>work recognizing how our brains are wired and how to

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<v Speaker 2>scientifically approach our own biases is training business leaders how

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<v Speaker 2>to create offices that look more like the world around us. Linda,

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<v Speaker 2>when people ask you what you do, what do you say, Well.

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<v Speaker 3>It depends on who it is, because if it's a

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<v Speaker 3>stranger on the street, I say I'm in tech, and

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<v Speaker 3>you know, the eyes glaze over and they stop asking questions.

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<v Speaker 3>But normally I say I'm I'm a director of product

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<v Speaker 3>or head of product at a social enterprise startup.

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<v Speaker 2>So what we're trying so all of that avoids the

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<v Speaker 2>juicy word, though, I mean, do you ever think of

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<v Speaker 2>saying you know what I work in bias.

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<v Speaker 3>Yes, I do that when we jump into the actual

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<v Speaker 3>details around it. But I find that unconscious bias has

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<v Speaker 3>created so many like triggers for a lot of people,

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<v Speaker 3>whether it's on the far left or the far right,

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<v Speaker 3>and myself being far left. It is very funny seeing

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<v Speaker 3>how people that I agree with politically even get very

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<v Speaker 3>riled up about unconscious bias training in corporations where you know,

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<v Speaker 3>it's this idea of it's either unconscious virus training or

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<v Speaker 3>the full blown anti racism, anti sexism training that actually

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<v Speaker 3>gets into the nitty gritty details of the history and

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<v Speaker 3>the knowledge of institutional oppression and all of that. Whereas

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<v Speaker 3>a lot of people tend to write a lot of

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<v Speaker 3>activists I've heard say that unconscious bias can be a

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<v Speaker 3>cop out because it's this fluffy Oh everyone has it,

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<v Speaker 3>so you know, just be cognizant of it and don't

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<v Speaker 3>get too hard on yourself for it, And they don't

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<v Speaker 3>think it's going far enough. My argument is if we

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<v Speaker 3>don't start unconscious bias, we're never going to get anywhere.

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<v Speaker 2>So it so before we I mean, there's so much

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<v Speaker 2>to dig into here I and I want to find

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<v Speaker 2>out how you came to this. But first, because we're

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<v Speaker 2>going to be using these words, can you tell me

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<v Speaker 2>what how you define bias and how you define unconscious

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<v Speaker 2>bias exactly?

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<v Speaker 3>Okay, so bias is in Layman's terms, it's this. So

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<v Speaker 3>the brain process is something like five I don't want

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<v Speaker 3>to actually say incorrect stats, but let's give it five

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<v Speaker 3>hundred bits of data per second. But consciously we can

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<v Speaker 3>only process about ten of them. And so if the

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<v Speaker 3>brain is processing, you know, let's say five hundred bits

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<v Speaker 3>a second, and you can only consciously handle ten bits

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<v Speaker 3>a second, the other, you know, four hundred and ninety

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<v Speaker 3>is happening unconsciously in the back of your brain. So

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<v Speaker 3>the human prefrontal cortex can only handle so much much

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<v Speaker 3>stimulus that's coming in at once, or stimuli there's you know,

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<v Speaker 3>if I'm just looking at this screen, I'm thinking about

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<v Speaker 3>what I'm saying, I'm looking at your facial expression, I'm

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<v Speaker 3>you know, hearing sounds in the background. I can hear

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<v Speaker 3>my boyfriend making breakfast in the kitchen. But all of

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<v Speaker 3>these things, some of them are getting process unconsciously because

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<v Speaker 3>it's not at the forefront of my mind. What I'm

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<v Speaker 3>specifically focusing on is my conversation with you, so consciously

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<v Speaker 3>I'm able to handle this conversation. Everything else that's coming

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<v Speaker 3>in is being processed unconsciously in the back of the brain,

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<v Speaker 3>so I actually don't know how it's being processed. My

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<v Speaker 3>brain is just storing it away because that's how biologically

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<v Speaker 3>we have developed to handle as much process because imagine

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<v Speaker 3>if you try to process every little thing that you

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<v Speaker 3>were seeing or hearing all at once, it's impossible shorts

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<v Speaker 3>So this is an evolutionary tactic to avoid short circuiting

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<v Speaker 3>pretty much.

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<v Speaker 2>So that's the unconscious part. What's the bias part. How

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<v Speaker 2>does that manage it?

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<v Speaker 3>So your brain automatically starts creating shortcuts to not short circuit.

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<v Speaker 3>So if an example from you know, primordial times, like

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<v Speaker 3>back in the day historic if I knew that a

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<v Speaker 3>specific kind of plant wasn't good for me, if I

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<v Speaker 3>would eat it, and I would, you know, either get

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<v Speaker 3>poisoned or get really sick. I would just know that,

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<v Speaker 3>So every time I would see it, I would think

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<v Speaker 3>that's not a good plant, that I should not eat

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<v Speaker 3>that plant. Over time, you start to develop unconscious by

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<v Speaker 3>like unconscious bias to actually say Okay, well I should

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<v Speaker 3>avoid that plant because it looks exactly like the other plant,

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<v Speaker 3>so therefore I shouldn't have that plant. And it's just

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<v Speaker 3>this shorts. It's just like what we call mental shortcuts. Again,

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<v Speaker 3>so much of it is unconscious that we're not even

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<v Speaker 3>cognitive like doing it cognitively. We're just doing it. Our

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<v Speaker 3>brain is doing it for us. We just know certain

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<v Speaker 3>things like there. It's a lot of people call it

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<v Speaker 3>like the gut feeling. Why did you avoid one option

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<v Speaker 3>versus another? You just say, well, that one I don't

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<v Speaker 3>know why I avoided it, but I'm assuming it's because

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<v Speaker 3>it reminded me of this other thing, which I know

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<v Speaker 3>isn't good for me. And that's just how evolutionary, evolutionarily

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<v Speaker 3>we developed to again, not short circuit. If there's so

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<v Speaker 3>much stimulus coming, it's sufficient exactly, So you just it's

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<v Speaker 3>again mental shortcuts to avoid things that you know aren't

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<v Speaker 3>good for you, or to go to things that are

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<v Speaker 3>good for you and are or are familiar are familiary. Yeah,

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<v Speaker 3>But again, like good and bad is money, because it's

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<v Speaker 3>all relative. So what you think is good or bad

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<v Speaker 3>is actually just based off of either prior experiences or experiences,

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<v Speaker 3>people you know have told you it's not necessarily good

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<v Speaker 3>or bad.

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<v Speaker 2>And so how would you define the difference between bias

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<v Speaker 2>and preference.

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<v Speaker 3>So a lot of preference is bias. You if it's

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<v Speaker 3>unconscious or you're not really thinking about it, it is bias.

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<v Speaker 3>Like for me, I unconsciously always go towards chocolate chip

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<v Speaker 3>cookie dough ice cream before I go to anything else.

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<v Speaker 3>I like, that's a that's a bias. But a preference

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<v Speaker 3>is me saying I'm actively choosing to not have that

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<v Speaker 3>like very cool new ice cream flavor and just going

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<v Speaker 3>to chocolate cookie dough because chocolate chip cookie dough is

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<v Speaker 3>what I like. I know it. I don't really love

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<v Speaker 3>pistachio as a flavor, so I'm just not going to

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<v Speaker 3>go with it.

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<v Speaker 2>And so that's it's interesting when you sort of break

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<v Speaker 2>it down that way, because I think when we all

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<v Speaker 2>hear bias, it sounds very negative. Oh I don't I

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<v Speaker 2>don't want to be biased. I'm not biased. Of course,

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<v Speaker 2>we'll we'll talk about with you how we're all biased.

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<v Speaker 2>But in some ways bias is a is a neutral term.

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<v Speaker 2>It's how we apply it right, And and in the

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<v Speaker 2>definition or the example you just gave about ice cream.

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<v Speaker 2>Preference has a kind of consciousness to it. Yes, is

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<v Speaker 2>bias always unconscious?

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<v Speaker 3>No? I think that bias can both be conscious and unconscious.

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<v Speaker 3>So bias is just this idea that you're veering. You're

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<v Speaker 3>taking a mental shortcut to choose one thing over another,

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<v Speaker 3>or preference one thing over another based off of other

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<v Speaker 3>information that you know. You're not you're working off of

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<v Speaker 3>limited information, if that makes sense. So again, like what

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<v Speaker 3>we were talking about the plants, theoretically, if you want

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<v Speaker 3>it to be truly unbiased, you would eat every single

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<v Speaker 3>plant to determine if you could eat all of them.

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<v Speaker 3>Is that possible? No, there's way too You wouldn't use

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<v Speaker 3>the plants, So you're going to use mental shortcuts to

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<v Speaker 3>say that plant looks like the other one that made

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<v Speaker 3>me really sick. I'm not going to do it. So

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<v Speaker 3>then you go towards berries and you know, wheat, grass

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<v Speaker 3>and all of the other things you know you can

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<v Speaker 3>eat and things that look like things you know you

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<v Speaker 3>can eat. So it's bias is, to put it succinctly,

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<v Speaker 3>is as a mental shortcut based off of limited information

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<v Speaker 3>that you already have to make a quick decision in

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<v Speaker 3>a true scientific method. Fully, I guess if you had

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<v Speaker 3>all the time in the world, you would find all

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<v Speaker 3>of the information for every possible item. But again, as

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<v Speaker 3>we've talked about, that's impossible for the human brain. We

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<v Speaker 3>don't have the cognitive ability to do that.

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<v Speaker 2>Okay, So armed with these kind of working definitions for

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<v Speaker 2>this conversation, let's talk about you. Where are you from?

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<v Speaker 3>Where did you grow up? I grew up in New York.

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<v Speaker 3>I was born in New York. Lived in Puerto Rico

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<v Speaker 3>for two years as a child, so between the ages

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<v Speaker 3>of two and four, and then came back to New York.

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<v Speaker 3>And then I was a proud New Yorker ever since.

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<v Speaker 3>So my mother's got a mom and my father's Puerto

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<v Speaker 3>rican So we spent two years there with my family

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<v Speaker 3>on his side, and I was in que originally. Then

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<v Speaker 3>we went out to Long Island after we came back,

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<v Speaker 3>and I was, you know, joking around because everyone always

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<v Speaker 3>asked New York, So you're from Manhattan? No, In fact,

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<v Speaker 3>most of Manhattan is actually transplants. I grew up where

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<v Speaker 3>the real New Yorkers grow up, which is right outside

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<v Speaker 3>of Manhattan. So oh, let me get so much.

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<v Speaker 2>Flat for that man So I got to tell you.

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<v Speaker 2>I'm in Manhattan for the last seventeen years, and my

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<v Speaker 2>husband always tells me you're You're not a real new Yorker.

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<v Speaker 2>He says, I won't be a real New Yorker until

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<v Speaker 2>I walk over syringes in Central Park in the seventies,

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<v Speaker 2>so I'll never get there. But I defer to you,

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<v Speaker 2>you're a real New Yorker. Having lived an itinerant life,

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<v Speaker 2>at least in your early youth. What kind of perspective

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<v Speaker 2>did that give you with bias? What was your experience

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<v Speaker 2>with bias.

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<v Speaker 3>Growing definitely so I. As I said before, I was

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<v Speaker 3>living in Puerto Rico up until the age of four.

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<v Speaker 3>I don't really have memories of before the age of two,

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<v Speaker 3>so when we came back, it was just me and

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<v Speaker 3>my mom living with two of my aunts that are

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<v Speaker 3>also Guatemalan, and I from a really young age, I

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<v Speaker 3>was very aware of what bias looked like and an

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<v Speaker 3>example of that. Like my I don't know what the

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<v Speaker 3>most severe case of bias I experienced as a kid

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<v Speaker 3>or my mom did, but I'd remember the earliest and

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<v Speaker 3>it was when I was in kindergarten. Since I had

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<v Speaker 3>just come from Puerto Rico, I didn't speak English, or

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<v Speaker 3>if I did, it was not good. So my mom

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<v Speaker 3>had heard that at the school district I was going to,

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<v Speaker 3>if you couldn't speak English, they would automatically put you

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<v Speaker 3>in ESL, which would mean that you were off track

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<v Speaker 3>for the advanced classes. And they had known that I

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<v Speaker 3>was at the risk of sounding like every millennial mom.

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<v Speaker 3>I was gifted, and I had you know, I was

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<v Speaker 3>testing really well, as much as you can test as

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<v Speaker 3>a four year old. But the teachers in Puerto Rico

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<v Speaker 3>were telling my mom that like I was, I should

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<v Speaker 3>be fast tracked into like a special program. But when

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<v Speaker 3>we moved to New York, she just knew that if

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<v Speaker 3>I was put in an ESL class, that wouldn't be

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<v Speaker 3>the case because all of the ESL classes are taught

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<v Speaker 3>remedial content. Even if these children are really bright, just

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<v Speaker 3>the sole fact that they don't speak English means that

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<v Speaker 3>they're not set up for success, and they're set up

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<v Speaker 3>with way less resources, way less content, you know, like,

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<v Speaker 3>and so much of those early years is whatever you

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<v Speaker 3>can fit in a kid's head is going to set

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<v Speaker 3>them up for the rest of their life. So my

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<v Speaker 3>mom just told me don't speak to anyone until you

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<v Speaker 3>learn English.

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<v Speaker 2>Let them know.

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<v Speaker 3>And I knew that I just couldn't speak to my teachers.

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<v Speaker 3>So my teacher thought I was just like super shy,

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<v Speaker 3>and I could kind of you know, kids learn languages

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<v Speaker 3>really fast, so it only took me like less than

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<v Speaker 3>a year to really pick up enough English to really

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<v Speaker 3>understand what the other kids were saying and doing. So

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<v Speaker 3>by first grade I was fine. But I remember I

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<v Speaker 3>only knew like two family friends in my class, so

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<v Speaker 3>I would really only speak to them in Spanish, and

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<v Speaker 3>I was just trying to figure out how to parse

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<v Speaker 3>everything together and figure out where we were going. But

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<v Speaker 3>it was a secret. I couldn't tell anyone that I

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<v Speaker 3>didn't really know English well because if I got put

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<v Speaker 3>in the other class, or you know, I got put

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<v Speaker 3>in ESL, I wouldn't. They would just automatically pigeonhole me

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<v Speaker 3>as someone who was quote unquote remedial, even though other

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<v Speaker 3>kids that were in the ESL classes should have been

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<v Speaker 3>allowed to experience the same amount of learning, but they

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<v Speaker 3>weren't given those resources or those opportunities. So from a

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<v Speaker 3>really young age, how do.

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<v Speaker 2>You think, Yeah, how do you think that early experience

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<v Speaker 2>shaped you.

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<v Speaker 3>It made me really aware of the fact that I

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<v Speaker 3>had certain characteristics that other people look down on, and

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<v Speaker 3>I became aware of the fact that that was how

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<v Speaker 3>life was just going to be for me a little

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<v Speaker 3>bit for a while. It gave me a lot of drive,

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<v Speaker 3>which I think that a lot of people tend to

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<v Speaker 3>glorify this idea of grit that you know, here she

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<v Speaker 3>is like uphill battle, like showing the world that they're wrong.

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<v Speaker 3>But I don't necessarily. I think the psychological effects of

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<v Speaker 3>it are things that I'm still coping with, you know,

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<v Speaker 3>in therapy. And it was really fascinating reflecting on this

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<v Speaker 3>in recent years while I've been, you know, trying to

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<v Speaker 3>write more and write more of a blog, and just

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<v Speaker 3>really acknowledging the fact that it's from a really young age,

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<v Speaker 3>I knew that I had certain characteristics that other people

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<v Speaker 3>made other people think that I wasn't as equipped or capable,

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<v Speaker 3>or as intelligent or as valuable as other people.

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<v Speaker 2>You know, that's such an interesting perspective, Linda, because what

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<v Speaker 2>you're describing is this almost a I don't mean to

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<v Speaker 2>put words in your mouth, but almost a fair justified

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<v Speaker 2>resentment towards having to be resilient. You know, people could

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<v Speaker 2>applaud you for that, but you're kind of like, why

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<v Speaker 2>should I have had to work harder?

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<v Speaker 3>Yeah?

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<v Speaker 2>All right, So your teachers in Puerto Rico were right,

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<v Speaker 2>you are gifted. You You end up at Harvard, and

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<v Speaker 2>what was that like?

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<v Speaker 3>It was the best of times in the worst of times,

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<v Speaker 3>for sure, just the traditional Harvard experience of having grown

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<v Speaker 3>up as kind of a big fish in a little

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<v Speaker 3>pond and having the very harsh reality check of oh,

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<v Speaker 3>I'm not the smartest person in the room anymore. That's awkward,

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<v Speaker 3>and you know, being surrounded by so many people who

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<v Speaker 3>are just so brilliant, and if you're ever playing the

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<v Speaker 3>comparison game, there will always be someone smarter, more well adjusted,

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<v Speaker 3>more social, more anything. So very early on in my

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<v Speaker 3>college career, I had to rectify that comparison game of

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<v Speaker 3>trying to just use everyone else's barometer for my own

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<v Speaker 3>success and happiness. So it catapults me into a level

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<v Speaker 3>of emotional intelligence that I had definitely never thought possible

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<v Speaker 3>for myself earlier on because I was a very like

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<v Speaker 3>STEM person. So, you know, bias and stereotypes about STEM

341
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<v Speaker 3>people where we're a little emotionally everyone thinks that we're

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<v Speaker 3>a little like unemotional or emotionally unavailable, but I promise

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<v Speaker 3>some of us are very emotionally intelligent. Uh. You know.

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<v Speaker 2>It was a Harvard graduate called Theodore Roosevelt who said

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<v Speaker 2>about comparison. He says, comparison is the thief of joy. Yeah,

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<v Speaker 2>so it sounds like an important lesson that you were

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<v Speaker 2>wise enough to teach.

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<v Speaker 3>Yourself as a college exactly.

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<v Speaker 2>I mean, sixty seven percent of Harvard students come from

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<v Speaker 2>the top twenty percent of wealth owning households. And it's

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<v Speaker 2>also a school I think it has like less than

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<v Speaker 2>an eight percent LATINX population. Yeah, so how isolated did

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<v Speaker 2>you feel and did you feel kind of like a hello,

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<v Speaker 2>I'm the model minority.

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<v Speaker 3>Yeah. It was really isolating in the sense that a

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<v Speaker 3>lot of people can't understand your experiences no matter how

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<v Speaker 3>much they want to. They like, they'll listen, they'll sympathize,

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<v Speaker 3>but there is a certain point in which you know,

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<v Speaker 3>in the same way that you can talk to one

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<v Speaker 3>of your girlfriends going through a breakup because you've understood

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<v Speaker 3>it and you've been there yourself. I wasn't able to

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<v Speaker 3>do that for certain like life events that were going

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<v Speaker 3>that I was going through at the time, and.

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<v Speaker 2>Can you give me an example.

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<v Speaker 3>Yeah, so I remember my freshman year, I really wanted

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<v Speaker 3>to study abroad in Nairobi. That summer. I was taking Swahili,

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<v Speaker 3>which is an African language my freshman year, and that

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<v Speaker 3>summer the Swahili professor was conducting a study of broad

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<v Speaker 3>trip and I really wanted to go, but you know,

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<v Speaker 3>I couldn't afford it. I was on full financial aid

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<v Speaker 3>and it was extra money, so I was trying to

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<v Speaker 3>figure out how to get a grant or anything like that.

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<v Speaker 3>So I was pretty convinced I was going to get

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<v Speaker 3>one specific grant and then it fell through, and I

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<v Speaker 3>remember just being really upset, you know, just like rightfully

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<v Speaker 3>emotional at home, just like talking to one of my

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<v Speaker 3>college roommates, just you know, being upset that I wasn't

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<v Speaker 3>going to be able to go, which also sidebar, I

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<v Speaker 3>actually ended up being able to go because I got

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<v Speaker 3>a separate grant, so it ended up being a happy story.

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<v Speaker 3>But I remember just talking to a friend who just goes, oh, well, like,

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<v Speaker 3>I'm sure that your parents will be able to cover

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<v Speaker 3>it if you just talked to them that you lost

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<v Speaker 3>the grant and I go what, and she goes, no,

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<v Speaker 3>I mean, it's really not that much money. It's only

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<v Speaker 3>like a little under ten thousand dollars. And I just

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<v Speaker 3>look at her and go, oh, my mom makes thirty

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<v Speaker 3>thousand dollars a year. I don't know how you think

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<v Speaker 3>a third of her annual salary or wage will actually

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<v Speaker 3>be able to cover this trip. And it was one

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<v Speaker 3>of those very harsh realities for her where she realized,

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<v Speaker 3>oh wow, I did not realize that people make that

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<v Speaker 3>little And it was one of those moments where I

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00:22:06.680 --> 00:22:09.880
<v Speaker 3>actually had to sit there and explain that to her,

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<v Speaker 3>explain that not everyone has ten thousand dollars lying around.

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<v Speaker 3>In fact, most people in America don't. And I think

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<v Speaker 3>that it was it's just little things like that, where

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<v Speaker 3>like in ways that I would be able to talk

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<v Speaker 3>to someone at home or even just someone in the

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00:22:29.559 --> 00:22:32.880
<v Speaker 3>real world here in LA where I am able to

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00:22:32.920 --> 00:22:35.279
<v Speaker 3>tell them, oh, yeah, you know, like I couldn't afford this.

402
00:22:35.400 --> 00:22:36.799
<v Speaker 3>You know, when you're an adult and you're working, you

403
00:22:36.880 --> 00:22:40.160
<v Speaker 3>understand more that not people don't have ten thousand dollars

404
00:22:40.240 --> 00:22:42.920
<v Speaker 3>lying around a lot, especially if they have kids. But

405
00:22:43.599 --> 00:22:47.880
<v Speaker 3>in that environment of just privilege, a lot of those

406
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<v Speaker 3>people had never been exposed to individuals who didn't have

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<v Speaker 3>just that excess wealth.

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<v Speaker 2>Yeah, it's a very interesting and complicated experience at a

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<v Speaker 2>place like Harvard or other Ivy League schools or places

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<v Speaker 2>like that, because there is this very privileged community that

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<v Speaker 2>is also very for the most part of generalizing, that

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<v Speaker 2>is also very progressive. Yeah, and there are a lot

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<v Speaker 2>of light bulbs that still need to get turned on

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<v Speaker 2>for people who mean well but have literal They may

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00:23:26.079 --> 00:23:29.480
<v Speaker 2>be very very smart, but have literal ignorance, right, like

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<v Speaker 2>in the neutral sense of the word ignorance about other

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<v Speaker 2>people's experiences. Yeah, switching switching gears from Harvard to Tinder.

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<v Speaker 2>So what did you do at Tinder? And we should

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<v Speaker 2>say Tender is a dating app? Right? And is it

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<v Speaker 2>is Tinder the one that coined sort of swipe lefts

421
00:23:51.519 --> 00:23:54.000
<v Speaker 2>wipe right, like put that into our cultural left.

422
00:23:54.279 --> 00:23:56.039
<v Speaker 3>Yeah, they were the first of their kind. They were

423
00:23:56.039 --> 00:23:59.240
<v Speaker 3>the first dating app. Well, I think dating websites had

424
00:23:59.240 --> 00:24:03.240
<v Speaker 3>existed before Match, dot Comedy, Harmony had were already in existence,

425
00:24:03.279 --> 00:24:07.079
<v Speaker 3>but they were the first app to casualize the online

426
00:24:07.160 --> 00:24:10.359
<v Speaker 3>dating experience and make it more accessible and take away

427
00:24:10.400 --> 00:24:11.359
<v Speaker 3>the stigma.

428
00:24:11.160 --> 00:24:13.759
<v Speaker 2>So you decided to take the plunge a little leap

429
00:24:13.799 --> 00:24:18.000
<v Speaker 2>of faith. Yeah, and you started Tinder. And was it

430
00:24:18.119 --> 00:24:21.839
<v Speaker 2>part of your job to look for bias at Tinder

431
00:24:22.119 --> 00:24:24.599
<v Speaker 2>or was it something you just couldn't miss.

432
00:24:24.720 --> 00:24:27.720
<v Speaker 3>It's something you just can't miss. So I started as

433
00:24:27.759 --> 00:24:32.880
<v Speaker 3>an engineer. I was working on at first, I worked

434
00:24:32.880 --> 00:24:36.880
<v Speaker 3>a bit on the spam project, and then I went

435
00:24:36.920 --> 00:24:41.799
<v Speaker 3>on to work on features like the group dating feature,

436
00:24:42.000 --> 00:24:44.000
<v Speaker 3>so like you could actually create groups and swap on

437
00:24:44.039 --> 00:24:47.680
<v Speaker 3>other groups. I worked on one of the features called boost,

438
00:24:47.720 --> 00:24:51.839
<v Speaker 3>which was like the top revenue grossing feature of Tinder

439
00:24:51.880 --> 00:24:55.400
<v Speaker 3>in the year, and it started off I want to say,

440
00:24:55.440 --> 00:25:00.240
<v Speaker 3>like maybe my last couple, my first big push about

441
00:25:00.279 --> 00:25:03.160
<v Speaker 3>unconscious bias at Tinder was actually just getting unconscious biased

442
00:25:03.200 --> 00:25:05.440
<v Speaker 3>training in the company.

443
00:25:05.920 --> 00:25:10.319
<v Speaker 2>That's interesting. So, so your work with bias at Tinder

444
00:25:10.480 --> 00:25:14.279
<v Speaker 2>started uh as an employee and the experience you had

445
00:25:14.279 --> 00:25:20.240
<v Speaker 2>as an employee, but you also identified bias in Tinder's

446
00:25:20.559 --> 00:25:23.519
<v Speaker 2>users in how they chose to swipe.

447
00:25:23.720 --> 00:25:26.359
<v Speaker 3>Is that right? So once we started talking about unconscious

448
00:25:26.359 --> 00:25:29.240
<v Speaker 3>bias and then it became a prominent conversation that was happening,

449
00:25:30.359 --> 00:25:34.000
<v Speaker 3>I started talking to and I moved from back in

450
00:25:34.119 --> 00:25:37.599
<v Speaker 3>engineering to data engineering. I remember talking to some of

451
00:25:37.640 --> 00:25:40.640
<v Speaker 3>the individuals building the algorithm about, you know, things that

452
00:25:40.640 --> 00:25:43.680
<v Speaker 3>they were finding, and the sociologists that had worked there.

453
00:25:43.720 --> 00:25:45.960
<v Speaker 3>She was a staff sociologist. Some of her research had

454
00:25:45.960 --> 00:25:49.640
<v Speaker 3>showed that specifically the people that got matched the least

455
00:25:49.680 --> 00:25:54.880
<v Speaker 3>were black women and Asian men. And I remember asking,

456
00:25:55.400 --> 00:25:59.599
<v Speaker 3>is that user preference? Or is that our fault? And

457
00:26:00.119 --> 00:26:02.359
<v Speaker 3>you go, what are you talking about? I go, well,

458
00:26:02.480 --> 00:26:04.680
<v Speaker 3>is it user bias where this is happening on like

459
00:26:04.759 --> 00:26:09.680
<v Speaker 3>a user level, and or is this actually something that

460
00:26:09.720 --> 00:26:13.480
<v Speaker 3>our recommendation algorithm is perpetuating? And I remember just the

461
00:26:13.559 --> 00:26:16.400
<v Speaker 3>look of confusion on the engineer spaces, like, wait, we

462
00:26:16.480 --> 00:26:19.920
<v Speaker 3>could possibly be perpetuating this. And it ended up not

463
00:26:20.039 --> 00:26:22.319
<v Speaker 3>being the case. It ended up like looking like it

464
00:26:22.440 --> 00:26:25.319
<v Speaker 3>was more of like a user issue, like on a

465
00:26:25.359 --> 00:26:30.599
<v Speaker 3>global scale. But I remember just even asking the question, oh,

466
00:26:30.799 --> 00:26:33.200
<v Speaker 3>is this actually like a user problem or an engineer problem.

467
00:26:33.240 --> 00:26:35.400
<v Speaker 3>It was the first time they'd even asked that, and

468
00:26:35.759 --> 00:26:40.359
<v Speaker 3>it became this question of oh, wait, us we could

469
00:26:40.400 --> 00:26:45.799
<v Speaker 3>be perpetuating a problem and I, uh so, talking to

470
00:26:45.839 --> 00:26:47.599
<v Speaker 3>the engineer.

471
00:26:46.839 --> 00:26:49.880
<v Speaker 2>That's such a powerful question. Yeah right, I mean, I

472
00:26:49.880 --> 00:26:53.119
<v Speaker 2>mean that's part of your life's work now is helping

473
00:26:53.200 --> 00:26:56.119
<v Speaker 2>companies ask wait us could we be part of the

474
00:26:56.160 --> 00:26:58.000
<v Speaker 2>problem and not knowing it exactly?

475
00:26:58.200 --> 00:27:00.759
<v Speaker 3>And so we talked about it, and you know, I

476
00:27:00.839 --> 00:27:03.440
<v Speaker 3>know people that still work there now and it's definitely

477
00:27:03.440 --> 00:27:05.759
<v Speaker 3>been a question that they continue to ask themselves like, oh,

478
00:27:06.359 --> 00:27:08.680
<v Speaker 3>here's the problem? Is this our problem or is this

479
00:27:08.680 --> 00:27:11.440
<v Speaker 3>someone like? Is this something that we can't control or

480
00:27:11.480 --> 00:27:12.640
<v Speaker 3>is this something that we can control for?

481
00:27:12.880 --> 00:27:15.519
<v Speaker 2>And what do you what do you say about that?

482
00:27:15.759 --> 00:27:19.799
<v Speaker 2>As as someone you know, you're you're a computer scientist,

483
00:27:21.720 --> 00:27:26.400
<v Speaker 2>how do companies need to look at this question about

484
00:27:26.400 --> 00:27:30.640
<v Speaker 2>whether it's the responsibility of platforms or businesses to counteract

485
00:27:30.640 --> 00:27:35.480
<v Speaker 2>bias versus personal responsibility of their users.

486
00:27:35.640 --> 00:27:40.279
<v Speaker 3>Really, so, I think that corporate responsibility can't happen before

487
00:27:40.359 --> 00:27:49.359
<v Speaker 3>personal responsibility because corporations are the results of personal decisions. However,

488
00:27:49.960 --> 00:27:52.640
<v Speaker 3>so all it takes is a group of individuals at

489
00:27:52.640 --> 00:27:56.200
<v Speaker 3>a corporation, especially the C suite, to say we should

490
00:27:56.279 --> 00:27:58.599
<v Speaker 3>review this, we should look into it. We should just

491
00:27:58.680 --> 00:28:02.160
<v Speaker 3>ask ourselves if, like, if we have a problem and

492
00:28:02.319 --> 00:28:04.440
<v Speaker 3>put in the resources to bring in some experts to

493
00:28:04.480 --> 00:28:07.200
<v Speaker 3>figure out if there's a problem. That's the first step,

494
00:28:07.519 --> 00:28:11.599
<v Speaker 3>and from there it is corporate responsibility to fix their

495
00:28:11.640 --> 00:28:14.839
<v Speaker 3>problems in the sense that you know, it's kind of

496
00:28:14.880 --> 00:28:17.319
<v Speaker 3>this idea of like, if we all do our part, eventually,

497
00:28:17.519 --> 00:28:19.279
<v Speaker 3>like the wave will be big enough where we'll be

498
00:28:19.319 --> 00:28:26.839
<v Speaker 3>able to combat anything. But corporations and institutions they amplify

499
00:28:27.000 --> 00:28:32.759
<v Speaker 3>existing human flaws because yeah, like it is corporate responsibility

500
00:28:32.839 --> 00:28:36.000
<v Speaker 3>over personal responsibility in my opinion, to actually make the

501
00:28:36.039 --> 00:28:41.359
<v Speaker 3>most impact. But it starts with personal responsibility. That's right.

502
00:28:43.000 --> 00:28:46.599
<v Speaker 2>Why why don't people ask themselves that? Like that question

503
00:28:46.680 --> 00:28:48.680
<v Speaker 2>you just asked? And my part of the problem is

504
00:28:48.720 --> 00:28:53.400
<v Speaker 2>this my fault. If every single person started asking that,

505
00:28:54.440 --> 00:28:58.759
<v Speaker 2>it would change everything. Yeah, why do you think people

506
00:28:58.759 --> 00:29:00.240
<v Speaker 2>don't ask themselves that?

507
00:29:01.240 --> 00:29:05.319
<v Speaker 3>A variety of reasons. I think that well, first and

508
00:29:05.400 --> 00:29:09.279
<v Speaker 3>foremost specifically in America, and I can speak to this

509
00:29:09.400 --> 00:29:13.680
<v Speaker 3>on the American stance. We have this very deeply ingraded,

510
00:29:13.880 --> 00:29:20.039
<v Speaker 3>puritanical culture of being the city upon a hill, being

511
00:29:20.359 --> 00:29:24.000
<v Speaker 3>like outside looking in, we have to be perfect, we like,

512
00:29:24.160 --> 00:29:27.960
<v Speaker 3>there is just no room for flaws, there's no room

513
00:29:28.000 --> 00:29:32.039
<v Speaker 3>for imperfection. It's you know, you are what you say,

514
00:29:32.079 --> 00:29:34.200
<v Speaker 3>you say what you are, you hold strong and that

515
00:29:34.400 --> 00:29:38.640
<v Speaker 3>is what is good. And we really need to move

516
00:29:38.880 --> 00:29:41.920
<v Speaker 3>past that, and we really need to push forward with

517
00:29:41.960 --> 00:29:45.519
<v Speaker 3>this idea of it's okay to be wrong, It's okay

518
00:29:45.599 --> 00:29:48.200
<v Speaker 3>to say that you've made mistakes in the past, like

519
00:29:48.240 --> 00:29:52.720
<v Speaker 3>it's okay to accept someone else's feedback and be better.

520
00:29:53.119 --> 00:29:55.680
<v Speaker 3>But I feel like we kind of get stuck in this.

521
00:29:56.400 --> 00:29:59.559
<v Speaker 3>I couldn't possibly be wrong, I couldn't possibly have made

522
00:29:59.559 --> 00:30:01.880
<v Speaker 3>this mistake, And I feel like a lot of it

523
00:30:01.920 --> 00:30:05.599
<v Speaker 3>tends to be to accept that you've made a mistake,

524
00:30:05.799 --> 00:30:11.680
<v Speaker 3>to accept that you have potentially perpetuated, you know, oppressive

525
00:30:11.680 --> 00:30:16.599
<v Speaker 3>institutions or have been biased yourself, it would involve you

526
00:30:16.720 --> 00:30:20.160
<v Speaker 3>acknowledging the fact that you are not perfect, that you

527
00:30:20.200 --> 00:30:20.680
<v Speaker 3>are human.

528
00:30:20.880 --> 00:30:25.599
<v Speaker 2>So when someone is faced with the breaking news that he, she,

529
00:30:26.039 --> 00:30:30.440
<v Speaker 2>or they have have made a mistake, have caused pain,

530
00:30:30.720 --> 00:30:37.880
<v Speaker 2>or are biased, is the justification or the defensiveness Sometimes well,

531
00:30:37.880 --> 00:30:40.839
<v Speaker 2>it's unconscious, I'm not how can I I'm not in

532
00:30:40.920 --> 00:30:43.880
<v Speaker 2>charge of that. What do you do with that response?

533
00:30:43.920 --> 00:30:47.200
<v Speaker 3>Definitely? So that is I think why we've seen a

534
00:30:47.200 --> 00:30:51.839
<v Speaker 3>lot of activists be against the idea of unconscious bias

535
00:30:51.880 --> 00:30:54.640
<v Speaker 3>as a solution is because some people just go, well,

536
00:30:54.640 --> 00:30:57.359
<v Speaker 3>it's unconscious, so it's not my fault and I'm good

537
00:30:57.400 --> 00:31:02.400
<v Speaker 3>to go, and that's not what we're looking for. I'm

538
00:31:02.440 --> 00:31:04.880
<v Speaker 3>good to go, and so that's not what we that's

539
00:31:04.880 --> 00:31:08.400
<v Speaker 3>not what we're looking for when it comes to uncounterous bias.

540
00:31:09.839 --> 00:31:14.640
<v Speaker 3>What we're looking for is this. It's twofold. It's the

541
00:31:14.680 --> 00:31:17.400
<v Speaker 3>idea of catching yourself in the act and then also

542
00:31:17.480 --> 00:31:19.680
<v Speaker 3>being able to accept the feedback for when you don't.

543
00:31:20.519 --> 00:31:26.160
<v Speaker 3>And so if you catch yourself, like when you if

544
00:31:26.160 --> 00:31:28.680
<v Speaker 3>you're being mindful and you make let's say you're thinking

545
00:31:28.720 --> 00:31:34.119
<v Speaker 3>about who to promote or something like that, you automatically think, well,

546
00:31:34.160 --> 00:31:36.519
<v Speaker 3>this person's clearly the obvious choice of who I'm going

547
00:31:36.559 --> 00:31:39.119
<v Speaker 3>to promote on my team, and you start to think, well,

548
00:31:39.119 --> 00:31:41.920
<v Speaker 3>why do I think that? And it's just like finding

549
00:31:42.039 --> 00:31:43.960
<v Speaker 3>new ways to ask yourself the question of why do

550
00:31:44.000 --> 00:31:46.960
<v Speaker 3>I think that. Another example that people really like is

551
00:31:47.519 --> 00:31:50.359
<v Speaker 3>we call it the network mapping activity. It's one of

552
00:31:50.359 --> 00:31:55.160
<v Speaker 3>our micro learnings. It's this idea of reflecting on who

553
00:31:55.400 --> 00:31:59.000
<v Speaker 3>you interact with, like physically, well not now because it's COVID,

554
00:31:59.160 --> 00:32:02.759
<v Speaker 3>but I reflecting on who you interact with on a

555
00:32:02.799 --> 00:32:05.039
<v Speaker 3>day to day basis, and on a week to week basis,

556
00:32:05.079 --> 00:32:07.160
<v Speaker 3>and on a month to month basis and seeing what

557
00:32:07.240 --> 00:32:10.400
<v Speaker 3>the actual breakdown of people is and seeing, oh wow,

558
00:32:10.440 --> 00:32:12.759
<v Speaker 3>if I'm not getting exposed to people who are different

559
00:32:12.799 --> 00:32:15.599
<v Speaker 3>than me, then of course I'm gonna have bias thoughts

560
00:32:15.640 --> 00:32:18.200
<v Speaker 3>because I never see those other people and like, I

561
00:32:18.319 --> 00:32:22.759
<v Speaker 3>don't have you know, I'm not de stereo typing in

562
00:32:22.839 --> 00:32:25.920
<v Speaker 3>my mind. And it's just like going, you know, taking

563
00:32:25.920 --> 00:32:30.279
<v Speaker 3>the active route of like removing the stereotypes of other

564
00:32:30.680 --> 00:32:35.559
<v Speaker 3>you know, ethnicities, other genders, other sexual orientations from your mind.

565
00:32:35.680 --> 00:32:38.319
<v Speaker 3>And I'm a really easy way to do this that

566
00:32:38.400 --> 00:32:44.039
<v Speaker 3>one of our subject matter experts loves talking about is uh, specifically,

567
00:32:44.119 --> 00:32:48.920
<v Speaker 3>let's use the let's focus on racial bias specifically for

568
00:32:49.000 --> 00:32:52.839
<v Speaker 3>black people. Why don't you research black scientists and black

569
00:32:54.000 --> 00:32:58.200
<v Speaker 3>professionals who have made incredible impacts and long standing legacies

570
00:32:58.319 --> 00:33:01.640
<v Speaker 3>in the world. Like if you know, you ask anyone like,

571
00:33:02.440 --> 00:33:05.359
<v Speaker 3>please give me an example of like a black individual

572
00:33:05.359 --> 00:33:08.000
<v Speaker 3>who has made a tremendous social impact. Everyone says, I'm okay,

573
00:33:08.240 --> 00:33:11.799
<v Speaker 3>They go, okay, anyone but MLKA or Malcolm X name one, right.

574
00:33:11.799 --> 00:33:13.680
<v Speaker 2>And then you say name a scientist and they say

575
00:33:13.720 --> 00:33:17.640
<v Speaker 2>Neil deGrasse Tyson exactly. There's there's just a whole.

576
00:33:17.440 --> 00:33:20.440
<v Speaker 3>You know, there's a whole long list exactly, so go

577
00:33:20.480 --> 00:33:22.480
<v Speaker 3>through the list and actually just start researching it. And

578
00:33:22.839 --> 00:33:27.319
<v Speaker 3>this exposure actually helps. It's not a me it's not

579
00:33:27.480 --> 00:33:30.240
<v Speaker 3>long lasting, but it will get you in the practice

580
00:33:30.279 --> 00:33:36.240
<v Speaker 3>of Okay, I actually need to start thinking of look

581
00:33:36.279 --> 00:33:41.279
<v Speaker 3>at like finding the people who are antithetical to the

582
00:33:41.319 --> 00:33:44.319
<v Speaker 3>stereotypes that I've been told my whole life exists.

583
00:33:44.440 --> 00:33:46.680
<v Speaker 2>And seeking you have to become a six.

584
00:33:46.880 --> 00:33:49.480
<v Speaker 3>So it's becomes it's this whole process of seeking and making,

585
00:33:49.559 --> 00:33:53.880
<v Speaker 3>seeking information and seeking knowledge, seeking the knowledge of the

586
00:33:53.920 --> 00:33:57.039
<v Speaker 3>other people's experiences, part of your daily life, and a habit.

587
00:33:57.119 --> 00:33:59.680
<v Speaker 3>And it sounds overwhelming, but it really isn't once it

588
00:33:59.720 --> 00:34:00.319
<v Speaker 3>becomes habit.

589
00:34:00.640 --> 00:34:04.079
<v Speaker 2>You're now at a company called Bias Sinc. So Bias

590
00:34:04.119 --> 00:34:11.239
<v Speaker 2>Sinc Is a science based assessment to combat unconscious bias.

591
00:34:11.280 --> 00:34:14.599
<v Speaker 2>What does that mean? How can you be science spased?

592
00:34:15.039 --> 00:34:18.639
<v Speaker 3>So we're science based through and through. So what we're

593
00:34:18.679 --> 00:34:23.719
<v Speaker 3>actually giving companies is the first way to figure out

594
00:34:23.719 --> 00:34:26.239
<v Speaker 3>the state of the state when it comes to diversity

595
00:34:26.280 --> 00:34:30.559
<v Speaker 3>and inclusion. So before there hasn't been many ways to

596
00:34:31.119 --> 00:34:37.199
<v Speaker 3>you know, measure unconscious bias or you know, have a

597
00:34:37.280 --> 00:34:40.119
<v Speaker 3>data driven approach to it outside of something like headcount

598
00:34:40.280 --> 00:34:44.280
<v Speaker 3>and promotions, which are very long feedback cycles that make

599
00:34:44.320 --> 00:34:49.519
<v Speaker 3>it very difficult to actually assess how productive certain initiatives

600
00:34:49.559 --> 00:34:52.599
<v Speaker 3>are because it's taking a really long you know, like

601
00:34:52.599 --> 00:34:55.039
<v Speaker 3>a headcount is something that like it takes a very

602
00:34:55.039 --> 00:34:57.599
<v Speaker 3>long time to increase or make better.

603
00:34:57.760 --> 00:35:01.960
<v Speaker 2>Or by headcount, you mean literally account how many quote

604
00:35:02.000 --> 00:35:04.000
<v Speaker 2>unquote diverse employees.

605
00:35:03.519 --> 00:35:04.440
<v Speaker 3>The company has.

606
00:35:05.119 --> 00:35:07.599
<v Speaker 2>Yeah, because that doesn't you can have a bunch of

607
00:35:07.599 --> 00:35:10.440
<v Speaker 2>people of different colors, But that doesn't mean there's no bias.

608
00:35:10.320 --> 00:35:13.079
<v Speaker 3>Right, And it doesn't mean that it's an inclusive environment,

609
00:35:13.280 --> 00:35:15.960
<v Speaker 3>and it doesn't mean that it's actually that people are

610
00:35:15.960 --> 00:35:19.719
<v Speaker 3>actually given the space to voice their opinions, that their

611
00:35:19.800 --> 00:35:21.000
<v Speaker 3>voices are equally heard.

612
00:35:21.639 --> 00:35:25.000
<v Speaker 2>So, so how does science science help and what do

613
00:35:25.000 --> 00:35:27.360
<v Speaker 2>we mean by science here? Is is this a lot

614
00:35:27.360 --> 00:35:31.000
<v Speaker 2>of math, a lot of a lot of sort of algorithms.

615
00:35:31.000 --> 00:35:35.480
<v Speaker 3>So our actual lms, so are we call it the

616
00:35:35.480 --> 00:35:39.119
<v Speaker 3>baseline course that actually walks users through the introduction to

617
00:35:39.199 --> 00:35:43.039
<v Speaker 3>unconscious bias and you know, describes two specific forms of

618
00:35:43.079 --> 00:35:46.119
<v Speaker 3>bias that arise in the workplace, one of which is

619
00:35:46.360 --> 00:35:49.679
<v Speaker 3>gender bias, the other which is racial bias. We specifically

620
00:35:49.719 --> 00:35:54.320
<v Speaker 3>focused on black bias in the future, will address other

621
00:35:54.599 --> 00:35:58.159
<v Speaker 3>you know, the myriad of biases like agism, bias against

622
00:35:58.239 --> 00:36:03.440
<v Speaker 3>LGBTQ individuals, bias against pregnant women specifically. So like, there's

623
00:36:03.599 --> 00:36:07.159
<v Speaker 3>so many different kinds of biases that we want to

624
00:36:07.199 --> 00:36:09.559
<v Speaker 3>address that we're going to address. It's just a matter

625
00:36:09.599 --> 00:36:12.239
<v Speaker 3>of not overloading our users with all of the information.

626
00:36:13.679 --> 00:36:16.880
<v Speaker 3>But in it, we also have a variety of assessments

627
00:36:17.000 --> 00:36:20.679
<v Speaker 3>that we conduct, two of which are unconscious biased assessments

628
00:36:20.679 --> 00:36:26.360
<v Speaker 3>that actually measure how much unconscious bias roughly speaking, that

629
00:36:26.440 --> 00:36:32.480
<v Speaker 3>you have towards specific demographic From there the actual corporation,

630
00:36:32.599 --> 00:36:34.840
<v Speaker 3>depending on whether or not they can sent into the data,

631
00:36:35.400 --> 00:36:39.880
<v Speaker 3>certain corporations do, others don't. We actually show an aggregate

632
00:36:40.000 --> 00:36:43.719
<v Speaker 3>level of bias in the company to actually see where

633
00:36:43.800 --> 00:36:47.719
<v Speaker 3>their gaps are. And let me say, how how do

634
00:36:47.760 --> 00:36:52.360
<v Speaker 3>you do that? Really? So, how much do you know

635
00:36:52.599 --> 00:36:54.199
<v Speaker 3>about the implicit association test?

636
00:36:55.840 --> 00:36:56.480
<v Speaker 2>Nothing? Okay?

637
00:36:56.719 --> 00:37:00.719
<v Speaker 3>So the implicit association test is actually developed by a

638
00:37:00.760 --> 00:37:05.239
<v Speaker 3>few psychologists at our alma mater. It started in the

639
00:37:05.360 --> 00:37:09.159
<v Speaker 3>nineties and it's been you know, put through the ringer

640
00:37:09.159 --> 00:37:12.320
<v Speaker 3>in terms of actual validation and does this work? Does

641
00:37:12.360 --> 00:37:16.079
<v Speaker 3>this not for decades, And what we find out is

642
00:37:16.119 --> 00:37:21.000
<v Speaker 3>that the group of academics that have worked on this,

643
00:37:21.639 --> 00:37:25.719
<v Speaker 3>like the general body of academics that have worked on

644
00:37:25.800 --> 00:37:28.800
<v Speaker 3>unconscious bias, have for the most part, agreed that the

645
00:37:28.840 --> 00:37:33.559
<v Speaker 3>unconscious bias assessment is valid in terms of understanding how

646
00:37:33.679 --> 00:37:38.920
<v Speaker 3>much bias exists for that person for a specific demographic

647
00:37:39.159 --> 00:37:39.679
<v Speaker 3>of people.

648
00:37:39.960 --> 00:37:43.360
<v Speaker 2>And so a is this a test someone takes online?

649
00:37:43.519 --> 00:37:46.239
<v Speaker 3>You can, yes, you can take it online. So it's

650
00:37:46.840 --> 00:37:50.280
<v Speaker 3>basically idea is that we look at one like two

651
00:37:50.360 --> 00:37:53.519
<v Speaker 3>categories of people and two attributes. So the example that

652
00:37:53.559 --> 00:37:57.400
<v Speaker 3>I'll give is flowers and insects. So we're looking at

653
00:37:57.400 --> 00:38:00.840
<v Speaker 3>flowers and insects, and we're using good words and bad words.

654
00:38:00.880 --> 00:38:02.559
<v Speaker 3>So the idea is to see whether or not you

655
00:38:02.840 --> 00:38:06.679
<v Speaker 3>have an unconscious bias towards insects or flowers. And so

656
00:38:07.800 --> 00:38:10.719
<v Speaker 3>I'll show you images of insects and flowers, and you're

657
00:38:10.719 --> 00:38:14.400
<v Speaker 3>supposed to rapidly match. At first, you go flowers good,

658
00:38:14.559 --> 00:38:18.599
<v Speaker 3>insects bad. So you match flowers to the good words

659
00:38:18.639 --> 00:38:21.199
<v Speaker 3>and insects to bad words. And then you flip it

660
00:38:21.760 --> 00:38:24.679
<v Speaker 3>and then you do insects to good words and flowers

661
00:38:24.719 --> 00:38:28.400
<v Speaker 3>to bad words. And it's actually in a variety. So

662
00:38:28.480 --> 00:38:32.280
<v Speaker 3>we measure unconscious bias based on how much longer it

663
00:38:32.320 --> 00:38:38.000
<v Speaker 3>took you to correctly match good like the good attributes

664
00:38:38.000 --> 00:38:40.320
<v Speaker 3>with a specific image versus the bad attributes with a

665
00:38:40.360 --> 00:38:42.960
<v Speaker 3>specific image. Because if you're as we said before, our

666
00:38:42.960 --> 00:38:43.920
<v Speaker 3>bias is shortcuts.

667
00:38:44.400 --> 00:38:48.199
<v Speaker 2>So if you're yeah, it's you're quick to say a

668
00:38:48.239 --> 00:38:51.320
<v Speaker 2>cockroach is creepy, but it's hard to say that the

669
00:38:51.360 --> 00:38:54.559
<v Speaker 2>flower is stinky exactly right or creepy.

670
00:38:54.760 --> 00:38:56.880
<v Speaker 3>And so again, what we're showing you here is just

671
00:38:56.920 --> 00:39:00.000
<v Speaker 3>what you're the ninety five percent of your subconsciousness things.

672
00:39:01.119 --> 00:39:05.039
<v Speaker 3>And it's not measuring racism, it's not measuring prejudice, it's

673
00:39:05.039 --> 00:39:08.079
<v Speaker 3>not measuring sexism. We're not telling you that this is

674
00:39:08.119 --> 00:39:12.079
<v Speaker 3>how prejudice you are, because again, prejudice is pretty conscious.

675
00:39:12.440 --> 00:39:15.159
<v Speaker 3>Prejudice is saying I actively just like this group of people,

676
00:39:15.280 --> 00:39:17.400
<v Speaker 3>or I'm actively going to go out of my way

677
00:39:17.920 --> 00:39:19.800
<v Speaker 3>to make sure that this other group of people does

678
00:39:19.840 --> 00:39:23.079
<v Speaker 3>not have the opportunities that other people have, that this

679
00:39:23.119 --> 00:39:25.639
<v Speaker 3>group of people like is not, like, don't interact with

680
00:39:25.840 --> 00:39:29.440
<v Speaker 3>people that look like me. That's prejudice, and that's not

681
00:39:29.519 --> 00:39:32.280
<v Speaker 3>what we're measuring. What we're measuring is unconscious bias to

682
00:39:32.360 --> 00:39:36.280
<v Speaker 3>show you that you are human. We have been taught

683
00:39:36.320 --> 00:39:41.199
<v Speaker 3>these things since birth. These are institutionalized in the media.

684
00:39:41.400 --> 00:39:45.199
<v Speaker 3>We consume to the places that we're allowed to live,

685
00:39:46.519 --> 00:39:50.440
<v Speaker 3>and so.

686
00:39:47.559 --> 00:39:52.199
<v Speaker 2>So does Biasink go into a company and help it

687
00:39:52.679 --> 00:39:57.239
<v Speaker 2>engage its employees and taking these empirical kinds of tests, so.

688
00:39:57.119 --> 00:40:01.719
<v Speaker 3>They're embedded in the baseline assessment. So it's a baseline course.

689
00:40:01.840 --> 00:40:07.079
<v Speaker 3>So it's an introduction to unconscious bias with the actual

690
00:40:07.760 --> 00:40:11.920
<v Speaker 3>assessments integrated into it. And so then from there every

691
00:40:12.119 --> 00:40:15.760
<v Speaker 3>month we are apt following it. It's about a two

692
00:40:15.800 --> 00:40:19.880
<v Speaker 3>year contract. We give users micro learnings, so little tips

693
00:40:19.880 --> 00:40:23.119
<v Speaker 3>and tricks like what I was telling you earlier, to

694
00:40:23.360 --> 00:40:27.480
<v Speaker 3>help mitigate the negative impact of unconscious bias. So we're human.

695
00:40:27.880 --> 00:40:30.400
<v Speaker 3>We're never actually going to fully get rid of bias.

696
00:40:30.599 --> 00:40:34.559
<v Speaker 3>And actually like bias. We show companies where their pain

697
00:40:34.599 --> 00:40:36.639
<v Speaker 3>points are and where they need to focus on, but

698
00:40:36.760 --> 00:40:39.920
<v Speaker 3>we can mitigate its negative effects, and we can work

699
00:40:39.960 --> 00:40:44.239
<v Speaker 3>to create processes that prevent bias from affecting others so

700
00:40:44.280 --> 00:40:45.760
<v Speaker 3>that we can talk.

701
00:40:45.559 --> 00:40:50.840
<v Speaker 2>About those Let's tell me about those negative effects. It's

702
00:40:50.840 --> 00:40:54.480
<v Speaker 2>easy to say, oh, yeah, gosh, let's combat implicit bias,

703
00:40:55.079 --> 00:41:01.960
<v Speaker 2>but what role does bias have in in corporate hierarchy,

704
00:41:02.199 --> 00:41:05.840
<v Speaker 2>and then in a sort of corporate culture, and then

705
00:41:06.079 --> 00:41:09.519
<v Speaker 2>in culture at large.

706
00:41:10.159 --> 00:41:12.679
<v Speaker 3>So the easiest way to slow it down is that

707
00:41:12.840 --> 00:41:17.800
<v Speaker 3>you both hire and promote people that remind you of you.

708
00:41:18.880 --> 00:41:22.960
<v Speaker 3>If all things even all things like no processes in place.

709
00:41:23.039 --> 00:41:26.119
<v Speaker 2>Yeah yeah, And why is that bad?

710
00:41:26.679 --> 00:41:29.159
<v Speaker 3>If what you're looking for is someone who's like you

711
00:41:29.239 --> 00:41:31.760
<v Speaker 3>in the sense that you know you're hardworking, so you

712
00:41:31.760 --> 00:41:34.840
<v Speaker 3>want someone who's hardworking. If you know you're a really

713
00:41:34.880 --> 00:41:36.599
<v Speaker 3>good team player and you want someone else as a

714
00:41:36.639 --> 00:41:39.559
<v Speaker 3>good team player, there's nothing wrong with that. Absolutely nothing

715
00:41:39.599 --> 00:41:41.960
<v Speaker 3>wrong than having someone who matches your personality in the

716
00:41:42.000 --> 00:41:45.159
<v Speaker 3>sense that like you know that you've had the skill

717
00:41:45.239 --> 00:41:49.280
<v Speaker 3>sets to be a great employee, to get to the

718
00:41:49.280 --> 00:41:51.840
<v Speaker 3>point where you've been promoted, so you want to hire

719
00:41:51.880 --> 00:41:55.239
<v Speaker 3>other people that are like you to also match those attributes.

720
00:41:55.880 --> 00:42:01.519
<v Speaker 3>The issue falls when you automatically assign unconsciously your attributes

721
00:42:01.840 --> 00:42:06.719
<v Speaker 3>to people that look like you. And you know, if

722
00:42:06.880 --> 00:42:08.360
<v Speaker 3>you yourself.

723
00:42:08.079 --> 00:42:10.559
<v Speaker 2>And assume that someone who doesn't look like it doesn't

724
00:42:10.559 --> 00:42:12.760
<v Speaker 2>have us actually have exactly right.

725
00:42:12.840 --> 00:42:17.159
<v Speaker 3>So it's not the issue that you know faith, you're intelligent,

726
00:42:17.360 --> 00:42:20.719
<v Speaker 3>you are you know a powerhouse in the podcast world,

727
00:42:20.800 --> 00:42:23.079
<v Speaker 3>you want to hire someone else who reminds you of

728
00:42:23.119 --> 00:42:26.480
<v Speaker 3>you in that sense. The issue is if you have

729
00:42:26.519 --> 00:42:30.400
<v Speaker 3>a team, you're managing a team, and you automatically only

730
00:42:30.480 --> 00:42:32.559
<v Speaker 3>veer towards the people that remind you of you in

731
00:42:32.599 --> 00:42:35.599
<v Speaker 3>the sense that, like, unconsciously, do they remind you of

732
00:42:35.639 --> 00:42:38.320
<v Speaker 3>you because you look the same, or do they remind

733
00:42:38.320 --> 00:42:41.719
<v Speaker 3>you of you because they're familiar. It's a familiar face,

734
00:42:41.800 --> 00:42:43.360
<v Speaker 3>like a face that you grew up with, and like,

735
00:42:43.440 --> 00:42:46.119
<v Speaker 3>she reminds me exactly of my best friend from childhood.

736
00:42:46.440 --> 00:42:48.960
<v Speaker 3>But did you grow up in an environment that only

737
00:42:49.000 --> 00:42:50.480
<v Speaker 3>had a specific kind of person?

738
00:42:50.760 --> 00:42:57.400
<v Speaker 2>So wouldn't another deleterious effect of unconscious bias be a

739
00:42:57.519 --> 00:43:01.519
<v Speaker 2>lack of growth for a company because you're not getting

740
00:43:01.639 --> 00:43:04.440
<v Speaker 2>all sorts of new experiences and ideas that come from

741
00:43:04.480 --> 00:43:05.519
<v Speaker 2>having diversity.

742
00:43:05.599 --> 00:43:08.159
<v Speaker 3>A lot of people tend to think that the negative

743
00:43:08.199 --> 00:43:11.880
<v Speaker 3>impacts of unconscious bias are you know, quote unquote purely ethical,

744
00:43:12.119 --> 00:43:15.639
<v Speaker 3>but they actually have financial and monetary consequences as well.

745
00:43:15.840 --> 00:43:18.440
<v Speaker 3>We're talking there are a lot of estimates, I think

746
00:43:18.519 --> 00:43:22.119
<v Speaker 3>Gallup estimates that we lose billions a year based off

747
00:43:22.119 --> 00:43:24.679
<v Speaker 3>of I might this might be a wrong statistic. Actually

748
00:43:24.679 --> 00:43:26.920
<v Speaker 3>I should look that up. But Galou estimates we lose

749
00:43:26.920 --> 00:43:30.360
<v Speaker 3>a lot of money a year based off of unconscious

750
00:43:30.360 --> 00:43:34.480
<v Speaker 3>bias because we actually it's this idea of you know,

751
00:43:34.559 --> 00:43:37.760
<v Speaker 3>that whole joke or not joke. You've probably experienced this

752
00:43:37.880 --> 00:43:40.360
<v Speaker 3>as well. Of like you'll say something in a boardroom,

753
00:43:40.559 --> 00:43:42.920
<v Speaker 3>no one hears it. A man says it because he

754
00:43:43.039 --> 00:43:44.920
<v Speaker 3>thought he thought it, but like you had said it

755
00:43:44.960 --> 00:43:47.199
<v Speaker 3>literally five minutes frive. Well, he's brilliant, and he's brilliant,

756
00:43:47.239 --> 00:43:50.320
<v Speaker 3>and that's his idea. And that's amazing the problem of

757
00:43:50.400 --> 00:43:54.079
<v Speaker 3>female like of people's voices not being heard or being appreciated,

758
00:43:54.159 --> 00:43:58.119
<v Speaker 3>Like these very credible and talented individuals that you're clearly

759
00:43:58.199 --> 00:44:01.119
<v Speaker 3>hiring for your company, we're not listedstening to their perspectives

760
00:44:01.159 --> 00:44:04.280
<v Speaker 3>or their opinions, and so that loss of idea, that

761
00:44:04.320 --> 00:44:07.920
<v Speaker 3>loss of creativity, actually creates a negative financial impact because

762
00:44:08.119 --> 00:44:11.679
<v Speaker 3>then you're literally just paying people that you're not listening to.

763
00:44:13.039 --> 00:44:17.000
<v Speaker 2>It's wow, when you put it that way, that's kind

764
00:44:17.039 --> 00:44:17.679
<v Speaker 2>of amazing.

765
00:44:17.840 --> 00:44:21.840
<v Speaker 3>And we're also looking at like people who don't feel

766
00:44:21.840 --> 00:44:25.239
<v Speaker 3>included or don't feel heard much less likely to work hard.

767
00:44:25.400 --> 00:44:28.840
<v Speaker 3>So yeah, you're actually talking about at that point, loss

768
00:44:28.840 --> 00:44:32.920
<v Speaker 3>of productivity, and then at another layer, we're talking about

769
00:44:34.519 --> 00:44:37.760
<v Speaker 3>just a complete loss of professional develompine, Like what if

770
00:44:38.119 --> 00:44:40.719
<v Speaker 3>the woman that you're not listening to in the meeting

771
00:44:41.559 --> 00:44:45.280
<v Speaker 3>could have been the next Elon Musk, but you weren't

772
00:44:45.280 --> 00:44:48.000
<v Speaker 3>listening to her, and therefore she wasn't given the opportunity,

773
00:44:48.039 --> 00:44:49.920
<v Speaker 3>and therefore she wasn't allowed to prove herself, and therefore

774
00:44:49.920 --> 00:44:52.679
<v Speaker 3>she wasn't able to get the financial backing of her company,

775
00:44:52.679 --> 00:44:56.679
<v Speaker 3>and then she wasn't able to create gas free emission cars.

776
00:44:57.199 --> 00:45:02.280
<v Speaker 3>Like we were talking about loss of productivity, loss of creativity,

777
00:45:02.320 --> 00:45:05.159
<v Speaker 3>loss of innovation because people just aren't listening to good

778
00:45:05.199 --> 00:45:10.320
<v Speaker 3>ideas because of their bias. Your inability to mitigate your

779
00:45:10.320 --> 00:45:15.000
<v Speaker 3>bias and quiet that voice actually leads to a loss

780
00:45:15.119 --> 00:45:17.880
<v Speaker 3>of productivity and financial success for you.

781
00:45:18.440 --> 00:45:23.079
<v Speaker 2>I am you. This is one of those amazing conversations

782
00:45:23.480 --> 00:45:27.239
<v Speaker 2>that has taught me so much but has also left

783
00:45:27.280 --> 00:45:30.360
<v Speaker 2>me with more questions. And I mean the good kinds

784
00:45:30.360 --> 00:45:33.360
<v Speaker 2>of questions, like the questions to ask, to ask myself

785
00:45:33.400 --> 00:45:35.719
<v Speaker 2>and to ask the people around me. And I'm really

786
00:45:35.760 --> 00:45:39.000
<v Speaker 2>really grateful and you're great at what you do.

787
00:45:38.880 --> 00:45:42.159
<v Speaker 3>In you try my best.

788
00:45:45.079 --> 00:45:49.559
<v Speaker 2>The makeup of our workforces often starts at human resources.

789
00:45:50.079 --> 00:45:53.360
<v Speaker 2>In order to create a more diverse workforce, we need

790
00:45:53.400 --> 00:45:57.599
<v Speaker 2>a more diverse pool of applicants. HR is often at

791
00:45:57.599 --> 00:46:00.480
<v Speaker 2>the top of that funnel and the which our team

792
00:46:00.480 --> 00:46:03.840
<v Speaker 2>at US Bank is constantly looking to give more people

793
00:46:04.159 --> 00:46:07.719
<v Speaker 2>more opportunities to get a better sense of how they're

794
00:46:07.800 --> 00:46:12.239
<v Speaker 2>confronting systemic and individual bias. We spoke to US Banks

795
00:46:12.280 --> 00:46:16.400
<v Speaker 2>Greg Cunningham and LCO Barcelos right at the outset of

796
00:46:16.519 --> 00:46:20.000
<v Speaker 2>Lco's tenure at the bank. We learned a lot about

797
00:46:20.079 --> 00:46:23.920
<v Speaker 2>why confronting bias matters, and we also get a sense

798
00:46:24.159 --> 00:46:26.320
<v Speaker 2>of what it really looks like to be on the

799
00:46:26.360 --> 00:46:33.159
<v Speaker 2>receiving end of it. What is the mission of your

800
00:46:33.280 --> 00:46:35.280
<v Speaker 2>job at human resources?

801
00:46:36.239 --> 00:46:40.400
<v Speaker 4>You know, it's there's so many ways to look at

802
00:46:40.400 --> 00:46:40.800
<v Speaker 4>this faith.

803
00:46:41.360 --> 00:46:44.519
<v Speaker 5>I think first and foremost, we are here to help

804
00:46:44.559 --> 00:46:48.360
<v Speaker 5>the business achieve its priorities and its strategy through talent. Right,

805
00:46:48.400 --> 00:46:50.920
<v Speaker 5>So that's the first element of how do we enable

806
00:46:50.960 --> 00:46:55.440
<v Speaker 5>the business through talent? And in parallel to that, it's

807
00:46:55.480 --> 00:46:58.440
<v Speaker 5>being the voice of the employee. It's understanding the culture,

808
00:46:58.800 --> 00:47:01.000
<v Speaker 5>being the voice of the culture. So I often tell

809
00:47:01.039 --> 00:47:04.119
<v Speaker 5>my team we are stewarts of the culture, right, Stuart's

810
00:47:04.119 --> 00:47:07.199
<v Speaker 5>of the team, but with a purpose of enabling business

811
00:47:07.199 --> 00:47:09.119
<v Speaker 5>success through people or through talent.

812
00:47:09.599 --> 00:47:11.800
<v Speaker 2>You know, well, you know why you're here. We're going

813
00:47:11.840 --> 00:47:14.360
<v Speaker 2>to talk about diversity and we're going to talk about

814
00:47:14.360 --> 00:47:19.159
<v Speaker 2>implicit bias, which I love this topic. It's so fascinating.

815
00:47:19.320 --> 00:47:24.639
<v Speaker 2>There's there's so much to understand. And with that in mind,

816
00:47:24.760 --> 00:47:29.719
<v Speaker 2>would you say that being an HR is more challenging

817
00:47:29.880 --> 00:47:33.480
<v Speaker 2>than ever before? When these I mean, I imagine that

818
00:47:33.960 --> 00:47:39.719
<v Speaker 2>you know, HR personnel, HR officers of forty years ago,

819
00:47:39.960 --> 00:47:42.280
<v Speaker 2>we're not having these discussions, right.

820
00:47:42.880 --> 00:47:46.519
<v Speaker 5>That's right, hard to say that was way before my time, Faith,

821
00:47:46.559 --> 00:47:50.360
<v Speaker 5>But I would say it is a challenging time to

822
00:47:50.440 --> 00:47:54.000
<v Speaker 5>be ahead of HR or as I said, the steward

823
00:47:54.039 --> 00:47:57.320
<v Speaker 5>of culture suit of talent. And really, but it's challenging,

824
00:47:57.320 --> 00:48:00.480
<v Speaker 5>but it's exciting, right, It's a really it's a fantastic

825
00:48:00.599 --> 00:48:02.599
<v Speaker 5>time for someone that has aspired to be an HR

826
00:48:02.719 --> 00:48:06.960
<v Speaker 5>leader or be in human resources. Such an exciting time

827
00:48:07.039 --> 00:48:10.719
<v Speaker 5>because talent really matters and culture really matters, and we

828
00:48:10.800 --> 00:48:11.880
<v Speaker 5>see this now more than ever.

829
00:48:13.000 --> 00:48:14.880
<v Speaker 2>What would you say as the state and I invite

830
00:48:14.960 --> 00:48:16.960
<v Speaker 2>I invite both of you to chime in, what would

831
00:48:17.000 --> 00:48:19.960
<v Speaker 2>you say as a state of diversity in corporate America.

832
00:48:20.679 --> 00:48:23.920
<v Speaker 5>Oh boy, that's that's a loaded question, right. I mean,

833
00:48:24.000 --> 00:48:27.039
<v Speaker 5>it's Greg Out, you're the expert here as well. But

834
00:48:27.119 --> 00:48:31.039
<v Speaker 5>I would say it's in some ways, it's it's in

835
00:48:31.159 --> 00:48:34.880
<v Speaker 5>discovery because I think companies who thought that they had it,

836
00:48:35.199 --> 00:48:38.280
<v Speaker 5>had it figured out, are figuring out that they actually

837
00:48:38.280 --> 00:48:42.880
<v Speaker 5>didn't have it figured out. It's evolving because a voice

838
00:48:42.920 --> 00:48:45.519
<v Speaker 5>is being found and I find that absolutely beautiful, right

839
00:48:45.559 --> 00:48:50.199
<v Speaker 5>where there's a voice that's now growing across our workforces,

840
00:48:50.199 --> 00:48:54.320
<v Speaker 5>across corporate America, and we have to listen and we

841
00:48:54.360 --> 00:48:57.119
<v Speaker 5>have to pay attention to that voice. And so it's

842
00:48:57.159 --> 00:48:58.199
<v Speaker 5>it's ever evolving.

843
00:49:00.000 --> 00:49:04.480
<v Speaker 2>So, Greg, you've written that so many organizations hire for

844
00:49:04.639 --> 00:49:11.679
<v Speaker 2>diversity but manage to assimilation. So I think that speaks

845
00:49:11.719 --> 00:49:16.599
<v Speaker 2>to what LCO was just saying. Right, Yes, it's this

846
00:49:16.800 --> 00:49:20.039
<v Speaker 2>is not just hiring people of different colors. It's more

847
00:49:20.039 --> 00:49:20.320
<v Speaker 2>than that.

848
00:49:21.320 --> 00:49:27.360
<v Speaker 6>Every organization has diversity. Faith, diversity are multiple dimensions of

849
00:49:27.519 --> 00:49:33.719
<v Speaker 6>identity that we all have. And so diversity is not

850
00:49:33.760 --> 00:49:38.320
<v Speaker 6>where the real opportunity is. The opportunities around inclusion inclusions.

851
00:49:38.360 --> 00:49:42.199
<v Speaker 6>The verb and you know that statement I made is

852
00:49:42.199 --> 00:49:44.760
<v Speaker 6>one that I've carried with me for a really long

853
00:49:44.800 --> 00:49:51.599
<v Speaker 6>time because of my own experiences in previous organizations. You know,

854
00:49:52.440 --> 00:49:56.000
<v Speaker 6>companies do hire for diversity, and I think every organization

855
00:49:56.159 --> 00:50:00.840
<v Speaker 6>has diversity statements or some commitment around diversity, but oftentimes

856
00:50:00.840 --> 00:50:05.719
<v Speaker 6>what happens is, you know, people once in the organization,

857
00:50:06.880 --> 00:50:10.159
<v Speaker 6>they aren't always in an environment that truly understands how

858
00:50:10.199 --> 00:50:12.679
<v Speaker 6>to get the best out of their talents, how to

859
00:50:13.920 --> 00:50:16.559
<v Speaker 6>cultivate the skills and as I like to say, they're

860
00:50:16.639 --> 00:50:20.760
<v Speaker 6>superpower in the organization. We all want to be part

861
00:50:20.760 --> 00:50:24.239
<v Speaker 6>of a team where we're contributing and adding value to

862
00:50:25.360 --> 00:50:29.280
<v Speaker 6>our full capacity. And that's how teams and organizations win

863
00:50:29.400 --> 00:50:32.480
<v Speaker 6>when every single person on the team, when the entire

864
00:50:32.679 --> 00:50:36.480
<v Speaker 6>organization is sort of moving together around common objectives and

865
00:50:36.519 --> 00:50:40.320
<v Speaker 6>everybody's contributing in meaningful ways. That's what inclusion looks like.

866
00:50:41.000 --> 00:50:44.199
<v Speaker 6>And so this notion of assimilation, I think has been

867
00:50:44.239 --> 00:50:48.639
<v Speaker 6>something that has really hampered diversity and inclusion efforts from

868
00:50:48.639 --> 00:50:51.360
<v Speaker 6>making real change in corporate America that we've all wanted

869
00:50:51.400 --> 00:50:52.840
<v Speaker 6>to see.

870
00:50:53.039 --> 00:50:57.400
<v Speaker 2>And when you don't have that real change, do you

871
00:50:57.440 --> 00:51:03.519
<v Speaker 2>all have personal experiences with companies not performing at their best,

872
00:51:04.039 --> 00:51:05.320
<v Speaker 2>not even knowing how.

873
00:51:05.119 --> 00:51:06.039
<v Speaker 3>Good they could be.

874
00:51:06.639 --> 00:51:10.679
<v Speaker 2>If they truly had diversity and inclusion and took a

875
00:51:10.719 --> 00:51:11.880
<v Speaker 2>look at bias.

876
00:51:12.239 --> 00:51:15.079
<v Speaker 6>You see it every day. I mean, you know, I

877
00:51:15.440 --> 00:51:20.320
<v Speaker 6>think this, this awakening that companies have had over the

878
00:51:20.400 --> 00:51:23.400
<v Speaker 6>last six months is too long in coming, you know.

879
00:51:23.599 --> 00:51:27.679
<v Speaker 6>I think more often we've seen examples of you know,

880
00:51:27.800 --> 00:51:32.920
<v Speaker 6>certain industries and individual organizations who have who have valued

881
00:51:32.960 --> 00:51:36.840
<v Speaker 6>and certainly benefited from it. But more importantly, faith there

882
00:51:36.880 --> 00:51:43.280
<v Speaker 6>have been studies and there's real empirical data that has

883
00:51:43.320 --> 00:51:46.000
<v Speaker 6>been studied over a series of years by McKenzie and

884
00:51:46.039 --> 00:51:50.119
<v Speaker 6>others that have shown that diverse organizations, those companies that

885
00:51:50.159 --> 00:51:53.760
<v Speaker 6>are more diverse at the board and the senior executive level,

886
00:51:54.400 --> 00:51:59.639
<v Speaker 6>actually perform better financially in terms of you know, earnings

887
00:51:59.639 --> 00:52:03.000
<v Speaker 6>before interests in taxes, and those companies that have gender

888
00:52:03.119 --> 00:52:08.239
<v Speaker 6>diversity perform anywhere from fifteen to twenty percent better. Those

889
00:52:08.280 --> 00:52:11.480
<v Speaker 6>companies that have ethnic diversity perform anywhere from twenty five

890
00:52:11.480 --> 00:52:14.920
<v Speaker 6>to thirty percent better. There's real data in studies that

891
00:52:14.960 --> 00:52:17.400
<v Speaker 6>have been done on it, and so I think this

892
00:52:17.559 --> 00:52:21.599
<v Speaker 6>notion of companies that don't embrace it are doing it

893
00:52:21.639 --> 00:52:25.039
<v Speaker 6>at their own peril and are missing out on real

894
00:52:25.079 --> 00:52:28.800
<v Speaker 6>opportunities to grow overall.

895
00:52:27.639 --> 00:52:28.920
<v Speaker 3>So both of you.

896
00:52:30.440 --> 00:52:33.679
<v Speaker 2>Are dedicated to making sure people feel included and that

897
00:52:33.719 --> 00:52:38.079
<v Speaker 2>their voices matter. So would you say that becoming aware

898
00:52:38.360 --> 00:52:42.880
<v Speaker 2>of implicit bias and having anti bias training within your

899
00:52:42.960 --> 00:52:47.639
<v Speaker 2>company is a tool to achieve those goals of having

900
00:52:47.679 --> 00:52:49.920
<v Speaker 2>people feel included and that their voices matter. Is that

901
00:52:49.960 --> 00:52:52.519
<v Speaker 2>where implicit bias awareness comes in.

902
00:52:54.280 --> 00:52:57.679
<v Speaker 6>Yeah, I think it's yes. The short answer is yes,

903
00:52:58.119 --> 00:53:02.840
<v Speaker 6>which is why we've made anti bias training mandatory for

904
00:53:02.960 --> 00:53:06.760
<v Speaker 6>every single employee in our organization. Every employee in our

905
00:53:06.840 --> 00:53:10.199
<v Speaker 6>organization takes anti bias training. But not only do they

906
00:53:10.239 --> 00:53:13.400
<v Speaker 6>take anti bias training, they take cultural identity training. And

907
00:53:13.480 --> 00:53:16.440
<v Speaker 6>so we go a step further with our mandatory training

908
00:53:16.480 --> 00:53:21.039
<v Speaker 6>to make sure that there's not just It's not just.

909
00:53:21.400 --> 00:53:24.960
<v Speaker 6>It's not enough to just be aware of the importance

910
00:53:25.000 --> 00:53:28.840
<v Speaker 6>of anti bias, but you have to understand the importance

911
00:53:28.880 --> 00:53:33.960
<v Speaker 6>that identity plays into the question you asked before about

912
00:53:34.039 --> 00:53:37.239
<v Speaker 6>why women and minorities have been shut out of many

913
00:53:37.280 --> 00:53:44.320
<v Speaker 6>of the leadership opportunities. But what's also critical in this

914
00:53:44.440 --> 00:53:50.239
<v Speaker 6>conversation faith around bias is the notion that we have

915
00:53:50.320 --> 00:53:55.599
<v Speaker 6>to have different, different expectations around what leadership looks like

916
00:53:55.639 --> 00:54:00.920
<v Speaker 6>in our organization. The awareness is one thing, but to

917
00:54:00.960 --> 00:54:06.199
<v Speaker 6>take action on it is vitally important because we're missing

918
00:54:06.199 --> 00:54:09.400
<v Speaker 6>out on opportunities to grow the pie for everybody in

919
00:54:09.440 --> 00:54:15.119
<v Speaker 6>the organization, and leaders have to have new definitions around

920
00:54:15.159 --> 00:54:18.440
<v Speaker 6>what leadership looks like. That's why people of color and

921
00:54:18.480 --> 00:54:21.159
<v Speaker 6>women have been shut out of C suites and organizations

922
00:54:21.199 --> 00:54:24.039
<v Speaker 6>for so long is because they weren't viewed as leaders.

923
00:54:24.039 --> 00:54:28.079
<v Speaker 6>They weren't viewed as having leadership qualities, and the ways

924
00:54:28.119 --> 00:54:31.920
<v Speaker 6>in which they demonstrated skills and talents weren't valued in

925
00:54:31.960 --> 00:54:34.039
<v Speaker 6>the same way. Back to the point Elsio was making

926
00:54:34.079 --> 00:54:37.599
<v Speaker 6>about everybody's voice matters, and so I think what's happening

927
00:54:37.639 --> 00:54:41.960
<v Speaker 6>is we're having different conversations now around how people contribute

928
00:54:42.000 --> 00:54:45.519
<v Speaker 6>in differential ways and what leadership looks like. And there's

929
00:54:45.519 --> 00:54:49.599
<v Speaker 6>not one way to lead. There's multiple ways of leading

930
00:54:49.639 --> 00:54:52.840
<v Speaker 6>that actually drive better outcomes even than what we've seen

931
00:54:52.880 --> 00:54:53.800
<v Speaker 6>to this point.

932
00:54:54.840 --> 00:54:57.400
<v Speaker 2>Els I have to ask you your ten weeks on

933
00:54:57.440 --> 00:55:00.480
<v Speaker 2>the job, have you had your implicit BIOS training?

934
00:55:00.679 --> 00:55:02.679
<v Speaker 3>Was it recent? I have.

935
00:55:02.920 --> 00:55:05.039
<v Speaker 4>I've gone through my training.

936
00:55:04.880 --> 00:55:06.840
<v Speaker 3>And did you do okay?

937
00:55:07.079 --> 00:55:08.119
<v Speaker 2>I'm crossing I.

938
00:55:08.599 --> 00:55:11.599
<v Speaker 5>Did okay, I did okay. But it's it's an ever

939
00:55:11.719 --> 00:55:12.920
<v Speaker 5>evolving story faith.

940
00:55:13.800 --> 00:55:16.320
<v Speaker 2>I mean honestly, did you did you learn something like

941
00:55:16.360 --> 00:55:19.239
<v Speaker 2>when you went through did you have an uncomfortable moment

942
00:55:19.360 --> 00:55:21.679
<v Speaker 2>or or realization that you didn't know before?

943
00:55:23.400 --> 00:55:25.159
<v Speaker 4>There is you know, with implicit advice.

944
00:55:25.440 --> 00:55:29.000
<v Speaker 5>To me, it is always a learning opportunity, right, So

945
00:55:29.119 --> 00:55:31.440
<v Speaker 5>for sure, as I went through the training, you learn

946
00:55:31.880 --> 00:55:37.000
<v Speaker 5>two or three new things. I can story a brief

947
00:55:37.000 --> 00:55:40.519
<v Speaker 5>story with you because it's implicit bias is so near

948
00:55:40.519 --> 00:55:43.639
<v Speaker 5>and dear to me. I went through a personal experience

949
00:55:43.639 --> 00:55:45.800
<v Speaker 5>with this in my career. I grew up in Brazil,

950
00:55:45.840 --> 00:55:48.719
<v Speaker 5>went to school in Brazil, and after college came to

951
00:55:49.280 --> 00:55:51.760
<v Speaker 5>the US and along my career journey I will mention

952
00:55:51.840 --> 00:55:54.199
<v Speaker 5>the company's name. It would be embarrassing to them. But

953
00:55:54.360 --> 00:55:57.280
<v Speaker 5>along my career I decided to make career change and

954
00:55:57.760 --> 00:56:01.039
<v Speaker 5>decided to back in the nineties, there needs to be

955
00:56:01.039 --> 00:56:02.840
<v Speaker 5>this thing called job fairs that we would all go

956
00:56:02.920 --> 00:56:05.119
<v Speaker 5>to and all the employers were there.

957
00:56:05.480 --> 00:56:05.880
<v Speaker 3>And I.

958
00:56:07.440 --> 00:56:10.280
<v Speaker 5>Went to this job fair and passed out likely about

959
00:56:10.280 --> 00:56:13.440
<v Speaker 5>fifty resumes across all the different jobs and with a

960
00:56:13.519 --> 00:56:16.360
<v Speaker 5>name like Elsia Barcelos. I didn't think anything about it.

961
00:56:16.400 --> 00:56:16.880
<v Speaker 4>I just I.

962
00:56:16.840 --> 00:56:19.159
<v Speaker 5>Didn't think people would think anything differently. For me as

963
00:56:19.199 --> 00:56:23.039
<v Speaker 5>a potential candidate, and when it was all said and done,

964
00:56:23.079 --> 00:56:26.920
<v Speaker 5>faith I probably had about four or five callbacks at most,

965
00:56:26.960 --> 00:56:28.639
<v Speaker 5>out of fifty or so that I had passed out.

966
00:56:29.480 --> 00:56:32.119
<v Speaker 5>So then I got the little pamphlet from the job

967
00:56:32.159 --> 00:56:34.840
<v Speaker 5>fare and I said, I don't know why I thought

968
00:56:34.880 --> 00:56:36.559
<v Speaker 5>about it. I want to say I wasn't aware of

969
00:56:37.760 --> 00:56:40.000
<v Speaker 5>any type of complicit a bias at that point, but

970
00:56:40.039 --> 00:56:41.800
<v Speaker 5>I thought, what if I were to change my name

971
00:56:43.039 --> 00:56:45.760
<v Speaker 5>and my full name? You asked me earlier, I said,

972
00:56:45.760 --> 00:56:49.519
<v Speaker 5>Elsa Barcelos. My full name is actually Elso Robert Thomas Barcelos.

973
00:56:50.079 --> 00:56:51.639
<v Speaker 5>So I said, I'm not going to really lie.

974
00:56:52.159 --> 00:56:54.480
<v Speaker 4>So what I'm going to do is I'm going to drop.

975
00:56:56.599 --> 00:56:59.400
<v Speaker 5>I'll drop the LCO, make it an E. I'll drop

976
00:56:59.440 --> 00:57:02.800
<v Speaker 5>the Barcelo and go by E. Robert Thomas.

977
00:57:03.000 --> 00:57:03.679
<v Speaker 6>Yeah.

978
00:57:03.719 --> 00:57:05.760
<v Speaker 3>And then what happened but the same resume.

979
00:57:06.159 --> 00:57:09.280
<v Speaker 4>Nothing changed on the resume, but it was now I

980
00:57:09.360 --> 00:57:10.679
<v Speaker 4>was E. Robert Thomas.

981
00:57:11.199 --> 00:57:13.760
<v Speaker 5>So I mailed the resume out to all the employees

982
00:57:13.760 --> 00:57:15.800
<v Speaker 5>that run on the fair that I had dropped my

983
00:57:15.880 --> 00:57:18.639
<v Speaker 5>resume to and I probably got about thirty five or

984
00:57:18.639 --> 00:57:23.639
<v Speaker 5>so callbacks from that. Now, interesting enough, I did land

985
00:57:23.639 --> 00:57:26.440
<v Speaker 5>a job and the company that I landed the job

986
00:57:27.760 --> 00:57:30.480
<v Speaker 5>offered a job to E Robert Thomas, which was a

987
00:57:30.480 --> 00:57:32.519
<v Speaker 5>big problem when I got my first paycheck because my

988
00:57:32.519 --> 00:57:36.840
<v Speaker 5>account was the day that I was supposed to start.

989
00:57:37.000 --> 00:57:39.039
<v Speaker 4>Literally the day I was supposed to start, I received

990
00:57:39.039 --> 00:57:39.320
<v Speaker 4>one of.

991
00:57:39.239 --> 00:57:42.159
<v Speaker 5>Those automatic emails or mess emails right as a letter

992
00:57:42.199 --> 00:57:44.639
<v Speaker 5>in the mail at the time that said, thank you

993
00:57:44.719 --> 00:57:47.039
<v Speaker 5>also Barselos for applying. You don't have an opportunity for

994
00:57:47.079 --> 00:57:50.360
<v Speaker 5>you right now, and but I appreciate your application. But

995
00:57:50.440 --> 00:57:52.280
<v Speaker 5>the same day, the same day I was supposed to start,

996
00:57:52.360 --> 00:57:54.679
<v Speaker 5>as one, I got a decline from the other.

997
00:57:55.480 --> 00:57:55.679
<v Speaker 4>Right.

998
00:57:55.719 --> 00:57:59.880
<v Speaker 5>So, when you say, is the train a tool that

999
00:58:00.039 --> 00:58:01.639
<v Speaker 5>we have, A training is a tool that we have,

1000
00:58:01.760 --> 00:58:03.679
<v Speaker 5>But it has to be much more than a tool.

1001
00:58:03.719 --> 00:58:05.199
<v Speaker 5>It has to be a way of life. It has

1002
00:58:05.239 --> 00:58:08.440
<v Speaker 5>to be something that we are open to adjusting and

1003
00:58:08.519 --> 00:58:11.679
<v Speaker 5>learning and applying. But it boils down to am I listening?

1004
00:58:11.679 --> 00:58:13.800
<v Speaker 5>Am I paying attention to my surroundings so I know

1005
00:58:13.840 --> 00:58:16.280
<v Speaker 5>what matters to one what matters to the other? Am

1006
00:58:16.320 --> 00:58:19.119
<v Speaker 5>I able to look through those things and look, you

1007
00:58:19.159 --> 00:58:21.719
<v Speaker 5>can have the right it's you can have the most

1008
00:58:22.480 --> 00:58:25.400
<v Speaker 5>impactful experience and then tomorrow you still learn something new.

1009
00:58:25.639 --> 00:58:27.519
<v Speaker 2>You know, just on a broader scale, what do you

1010
00:58:27.519 --> 00:58:31.960
<v Speaker 2>think the consequences are of not addressing bias in the workplace?

1011
00:58:32.159 --> 00:58:34.599
<v Speaker 2>There are not you know, not every big company in

1012
00:58:34.639 --> 00:58:38.679
<v Speaker 2>America is doing what you're doing. What are what are

1013
00:58:38.679 --> 00:58:39.920
<v Speaker 2>the consequences of this?

1014
00:58:41.639 --> 00:58:45.159
<v Speaker 5>I you know, it's to ignore it is to ignore

1015
00:58:45.159 --> 00:58:48.519
<v Speaker 5>the obvious, and unfortunately there are companies that still do

1016
00:58:48.639 --> 00:58:52.599
<v Speaker 5>ignore it. And uh and a quick summary. I was

1017
00:58:52.840 --> 00:58:56.599
<v Speaker 5>meeting with the number of h heads of HR recently

1018
00:58:56.599 --> 00:59:00.280
<v Speaker 5>in a little roundtable session, just talking amongst ourselves trying

1019
00:59:00.280 --> 00:59:01.800
<v Speaker 5>to figure out how to manage through.

1020
00:59:02.480 --> 00:59:04.679
<v Speaker 4>COVID and social unrest and all these things.

1021
00:59:05.360 --> 00:59:08.400
<v Speaker 5>And one of my peers said, Wow, it's like we

1022
00:59:08.519 --> 00:59:11.599
<v Speaker 5>just had this prefecta right, a tough year financially, and

1023
00:59:11.639 --> 00:59:14.599
<v Speaker 5>we just had this this COVID thing hit us, and

1024
00:59:14.639 --> 00:59:18.920
<v Speaker 5>how social unrest is heading us. And my reply was, what,

1025
00:59:19.039 --> 00:59:21.960
<v Speaker 5>social unrest may be active now, but it's not just

1026
00:59:22.079 --> 00:59:24.079
<v Speaker 5>hitting you. This is something that's been real for a

1027
00:59:24.079 --> 00:59:28.480
<v Speaker 5>long time. And so to ignore is it's to not

1028
00:59:28.519 --> 00:59:30.960
<v Speaker 5>be realistic to know that the world is evolving around you.

1029
00:59:31.199 --> 00:59:33.159
<v Speaker 5>And that's that voice I mentioned earlier. There is a

1030
00:59:33.280 --> 00:59:35.800
<v Speaker 5>voice that is growing and strength, and we need to

1031
00:59:35.840 --> 00:59:38.480
<v Speaker 5>listen to that voice. It really matters to listen to

1032
00:59:38.519 --> 00:59:42.199
<v Speaker 5>that voice.

1033
00:59:44.079 --> 00:59:47.519
<v Speaker 2>Thanks so much for listening to Real Good by us Bank.

1034
00:59:47.920 --> 00:59:50.719
<v Speaker 2>If you like what you heard, listen and subscribe wherever

1035
00:59:50.760 --> 00:59:53.440
<v Speaker 2>you get your podcasts. See you next week.

1036
01:00:07.280 --> 01:00:11.079
<v Speaker 1>So listen to smart podcasts to learn important things. I

1037
01:00:11.119 --> 01:00:14.360
<v Speaker 1>hope you like that episode of Real Good. And obviously,

1038
01:00:14.440 --> 01:00:17.519
<v Speaker 1>on Tuesday, we'll be back with a brand new episode.

1039
01:00:17.920 --> 01:00:20.039
<v Speaker 1>I might even do a little bonus field trip one

1040
01:00:20.239 --> 01:00:23.360
<v Speaker 1>from the road because I'm going to Cicada Country, Ohio.

1041
01:00:23.679 --> 01:00:25.039
<v Speaker 1>I'm gonna check out these bugs.

1042
01:00:25.119 --> 01:00:25.480
<v Speaker 3>Okay.

1043
01:00:25.840 --> 01:00:28.920
<v Speaker 1>Also, I accidentally dyed my hair color I did not

1044
01:00:29.000 --> 01:00:31.719
<v Speaker 1>intend to, and now it matches my mustard sweater perfectly.

1045
01:00:31.760 --> 01:00:33.119
<v Speaker 1>I don't know what I'm gonna do about it. Okay,

1046
01:00:33.199 --> 01:00:33.599
<v Speaker 1>bye bye,
