Bias begets bias.

One of the challenges with anti-racism training (or EDI, or...) that focusses on one or two biasses, is that it misses approximately 200 other biasses. In some cases, raising awareness of one bias, simply creates another bias, or two…

Over the last few years, there has been mutative growth of 'education' and 'training' with any number of labels: anti-racism, cultural safety, anti-bias, unconscious bias, implicit bias, psychological safety, diversity, and the list goes on...

I was wrapped up in that gig for years, within a health care organization.

The list of training initiatives and approaches is longer than the list of cognitive biasses we all have. (image attached).

This impressive infographic was put together by John Manoogian III (Data Visualization at Apple) based on research by Buster Benson on biasses.

Benson wrote the book: “Why Are We Yelling? The art of productive disagreement”. This evolved out of a short article he wrote in 2016 "Cognitive Bias Cheat Sheet" which went viral.

In the intro to his book Benson describes weeds in the yard (like dandelions), as akin to Greek mythical beast: Hydra. Cut one head off and two more grow back. (A common metaphor for wicked sticky, messy social challenges).
_ _ _
I've been in this first hand. Take on 'implicit bias' or 'unconscious bias' and Newton's third law of motion kicks in: for every action there is an equal and opposite reaction.

For many years I was researching, developing, and piloting training focussed on Cultural Safety in health care. A process, or term, that is intended to move through stages of cultural awareness to cultural sensitivity, resulting in cultural safety...

Explored it in my doctoral dissertation.

The training addressed a few cognitive biasses.

While piloting some training on 'Cultural Safety' (the backbone of the new British Columba Anti-Racism Data Act), a white settler participant said:

"That's interesting, but I took an Anthropology and First Nations studies course in university, so this is a refresher for me."

This highlights a basic conundrum of this type of training.

'Raising awareness' of one thing, may produce a cognitive bias called Dunning-Kruger effect: 'whereby people with low ability, expertise, or experience regarding a certain type of a task or area of knowledge tend to overestimate their ability or knowledge.'

In some contexts, like health care or education, instigating the Dunning-Kruger effect can be a dangerous thing.

Awareness-building is important- don't get me wrong- but it's an early stage. Raising awareness of biasses is important too.

But, when in the thick of things, in practice, in reality, in social situations- and I've heard this repeatedly- folks want tools, strategies, practice, and experience.

"I'm in a tense situation, what do I do now?"
"I stepped in it with my mouth...help!"

Practice, experience, and immersion is learning that sticks. Otherwise, it becomes one more one-off checkbox workshop.

Bias is wickedly complex.