The Right Angle: Cutting on the BIAS

“Geez, Mommy…you need to stop saying, ‘Hey, guys!’”

Words evolve, in that their usage changes as our world evolves, and the meaning they signify can be quite different than the origins. Such is the case with the word guys, which enjoyed a transition from a negative connotation to a fairly positive reference and then to a generic word. But many believe that the use of guys to address mixed-gender groups still reinforces androcentric bias and validates male privilege. Despite what the dictionary may assert, many still disagree with the use of male-generic terms that seemingly position men as the default. This can specifically be an issue in male-dominated fields – the speaker’s intent may be to address everyone but those listening may not necessarily perceive it as so.

Research shows that gender-exclusive words and language can impact a person’s sense of belonging, motivational drive, and even career aspirations. In fact, male-gendered wording in job descriptions has been shown to have an effect on how certain jobs are perceived and the appeal they hold, thereby impacting the very likelihood of women applying for them. After all, language often reflects culture and gives insights into societal norms. Additionally, it shapes thought, neural pathways, and psychological constructs. It wields the power to reinforce dominance and exclude marginalized groups. But others have questioned, among the litany of issues as they relate to the world of diversity in STEM, how concerned we should be with this one word, or others like it.

After reading and reflecting, I have come to believe that the words and terms we use must speak to an inclusive environment, especially as we look to dismantle systemic barriers and re-imagine societal constructs, armed with the reawakening during the last two years. Casual words may be a miniscule factor, but many small elements can add up to create big hurdles when viewed from a diversity angle. The use of words like guys can mainstream male presence and marginalize the participation of others. Language can impact perceptions, and language can guide decisions that add to unconscious bias – any way you cut it.

Diverse angles

Unconscious, or implicit, bias deserves much attention as it continues to impede women’s success despite measures being taken to address explicit bias against women. The explicit measures are often clearly instituted to encourage involvement, enhance participation, and advance women’s careers. However, unconscious bias is harder to detect, acknowledge, and manage because it can influence perceptions without one recognizing its existence. With active legal means, leadership measures, and DE&I initiatives in place to create a level playing field, it appears unconscious bias is the next frontier because it can have the same impact as conscious bias and the same damage. Unconscious bias permeates society and continues to impact gender inequality in professional settings, especially in STEM fields. So, it is important to study causes, consequences, and control strategies of both conscious and unconscious forms of gender bias.

Additionally, we need to consider the unintended reinforcement of the gender binary that emerges as we work to establish space for women. People are increasingly expressing themselves beyond conventional gender norms and archetypes, reclaiming traditions and paving new paths. Those who identify as gender non-conforming experience much of what women encounter within the limitations of gender bias, while also being obstructed by the construct of the binary itself. As we lead the way for addressing implicit bias, we have to be cognizant of gender diversity and the evolution of its social constructs within our society.

Included angles

A lot has changed in the last two years, including the public perception of science and what the public feels are imperatives as we move forth. 3M SOSI results show that there is a heightened recognition of the importance of diversity in STEM and in many ways the realization that science can be the most impactful if diversity is reflected in those who learn, teach, and practice science. Diversity helps to ensure a wider lens on problems to solve, a more comprehensive reflection, and a better view of the solution set. There is ample research to show that heterogeneous teams are more likely to arrive at innovative solutions. These solutions are perhaps more likely to gain wider acceptance owing to that diversity. 

Bias training that stops at simply explaining the science behind bias and the simplistic downside of discrimination fails to achieve results. The downside of check-the-box-type training on complex topics, such as unconscious bias, is the inability to make lasting change. There is a widespread recognition that hiring of diverse candidates is not good enough – we need to work to make the working environment more inclusive as well. This includes the most egregious and overt examples of bias, such as being sensitive to terms, words, and language being used, as well as the subtle exclusion or undermining of contributions that are typically the most prevalent and harmful forms of bias.

Working the angles

After a facilitated screening of the 3M docuseries #NotTheScienceType, much of the panel discussion focused on audience questions around convincing organizations regarding the value of diversity, and helping management be more conscious of unconscious bias. In my simplistic view, we need to address it from all angles: we need corporate values, we need leaders talking about the importance of these corporate values, and if we can have metrics that connect to these values, they also help to drive management behavior. But, at the end of the day, it comes down to each one of us to understand, monitor, and cut down instances of bias to positively impact the culture we stitch together.

So, I shared the way I like to think about it:

·       Speak up: When you witness bias, address it, respectfully.

We need to address bias, don’t stay silent when you notice it. And, by the same token, we need to be okay with people pointing out something we may be doing (such as using the word “guys” in a mixed-gender meeting). Giving feedback in a work setting takes courage, especially when it involves hierarchical relationships, but in my experience, people welcome such feedback that can make them more effective. Sometimes we just don’t know what we don’t know, and someone helping us correct something that we may be doing is incredibly valuable. When we give feedback, it takes courage to confront fear of reprisal and the risk of being ostracized. On the flip side, when we receive feedback, it takes courage to be thankful, as hard as it may seem in the moment.

·       Check in: Reach out to people, casually.

I have come to really value the power that informal conversations and hallway chats hold in a work setting. It’s the one-to-one connections with people you work with that allow us to get to know each other and develop trust – trust to be able to share concerns as they arise, and trust to give and receive feedback when warranted. With remote and hybrid work modes, it is getting more and more difficult to run into people and check in casually. We need to find ways to recreate these touch-points. I have made it a practice to send a note to anyone who is a subject of an announcement – job changes, promotions, retirements – even if I didn’t know them personally. We need the little things that connect us to each other as humans and create common understanding. And again, it goes both ways – share and let others share to foster relationships and build trust.

·       Venture out: Connect with people outside your immediate circles, regularly.

I am also noticing that as our days get packed with back-to-back online meetings with our immediate work teams, it is harder to engage in the other activities that were easier to participate in when we were in-person. For example, at 3M, we often gathered for celebrations and events organized by our employee affinity groups, engaged in local community projects, and interacted at poster sessions promoting our 15% culture. All these interactions facilitated new touchpoints with people outside the immediate work group, and associations with people we wouldn’t necessarily meet – from different functions and backgrounds, with different roles and perspectives. It is now more important than ever to find ways to venture out of the comfort zone to break what I’ve described previously as the sound of silos. It may not feel comfortable at first, but oftentimes that sense of discomfort becomes a motivation for introspection and examining of our own bias.

·       Pin down: And finally, question your own biases.

Implicit bias is difficult to identify, and it’s also very hard to admit to owning it, despite the fact that we all have it. We may also be unaware of the impact it has on others. Accessing the network of younger folks is actually a great exercise that can help with self-reflection, pinning down bias and identifying what shaped our worldviews and how they need to evolve. My Gen Z kids have been instrumental in helping me adjust my mental models. It is important to do some reflection to figure out our own areas of bias and assumptions that are creeping into our judgment.

I find that this in-out, up-down framework can allow us to get a 360-degree view of the topic. It positions us at an angle where we can start seeing how small actions can help transform the work culture to become more inclusive. When combined with organizational efforts, we can truly see how diversity and commitment to equity flourishes in such an environment. We all need BIAS for action:

Be vocal, stay vigilant

Initiate informal interactions

Access other associations

Self-assess and self-monitor

It’s not the words alone but the actions too that matter. Gendered language can certainly reinforce stereotypes and hinder diversity, but an environment of mutual trust – where everyone is willing to give feedback, engage with others, and examine one’s own bias – can go a long way in ensuring a more inclusive environment for guys, gals, and gender-nonconforming people.

There is more work to do. And of course, my adult kids are very vocal about giving me feedback on my views, my style, and the way I come across – under the guise of helping me.

Geez... I appreciate it.