Workshops
Workshop sessions involve extensive interaction between presenters and participants around an idea or hands-on experience of a practice. These sessions may also take the form of a crafted panel, staged conversation, dialogue or debate – all involving substantial interaction with the audience. [45 min. each]
How Implicit Bias Impacts Intercultural Interprofessional Relationships
Workshop Presentation Tanya Greathouse, Lori Darnel, Consuelo Elizabeth Mendez-Shannon, Dr. Dawn Matera Bassett
Working across differences in organizations, requires one to have awareness of implicit biases and to understand the impact these biases have intercultural interprofessional interactions. Awareness of these biases promotes multicultural discourse of how race, ethnicity and class can impact relationships. This can be particularly challenging for professionals working on intercultural, interprofessional teams within organizations. Engaging in multicultural conversations while reflecting on implicit biases informed by identities tied to privilege and oppression can feel threatening for all individuals (Boyd, 2008). Implicit bias is the bias in judgment and/or behavior that results from subtle cognitive processes that operate at a level below conscious awareness and without intentional control (Dovidio et al., 2002). Implicit biases inform how we interpret interactions, and if un-processed, they can lead to feelings of guilt and micro-aggressions, potentially impacting interactions in a negative way and negating a sense of belonging. To “rise above the glibness and the sometimes justified accusations of platitudinous ‘political correctness’? For history’s sake, we need to address the gross demographics, but also today, a lot more.” We must recognize our implicit biases and according to Lum (1999), “cultural competency includes acceptance of and respect for cultural differences, analysis of one’s own cultural identity and biases, awareness of the dynamics of difference in ethnic knowledge, research and resources to work with clients” (p. 29). When cultivating inclusivity, it is imperative for everyone to develop their capacity to recognize the impact that implicit biases have on intercultural relationships, especially when navigating diversity, privilege and oppression.
Consciously Unbiased: Changing Mindsets and Building Inclusion
Workshop Presentation Pei Han Cheng
Biologically, we’re hardwired to prefer those people who look and sound like us, and who share our interests, experiences, and values. Unconscious processes are instinctual to human survival. However, they also lead us to make faulty assumptions, such as associating good things with certain groups and bad things with other groups. Many biases are unconscious and deeply ingrained. They cause us to engage in microaggressions, which are common, everyday acts of discrimination that, whether intentional or unintentional, leave target persons feel invalidated, slighted, and disrespected. This workshop is designed to help shift our hidden biases and assumptions to cultural humility so we can champion diversity and cultivate inclusivity in organizations and schools. This workshop takes an intersectionality approach to guide participants exploring how overlapping identities, challenges, and social privileges shape their worldview. Through interactive discussions and activities, participants will make contact with one another and engage in both intellectual and emotional learning. They will develop awareness and knowledge to detect and response when microaggressions take place. During skills building, they will learn about mindfulness, validation, and communication strategies for responding to microaggressions and receiving feedback effectively. Before closing, they will complete a concrete action plan for strengthening cultural competence at both individual and organizational levels.
