deepSEE Consulting

It’s time to celebrate! “Thinking at the Speed of Bias” is now available wherever you buy books! Sara Taylor's newest release, published by Berrett-Koehler Publishers, presents a down-to-earth guide on how to tackle unconscious biases and foster true equity in our rapidly changing world. The book's insights extend beyond individuals; it demonstrates how organizations can scale up cultural competence to transform their structures and systems and create greater equity. We are thrilled to have this resource to accompany our trainings and help people (and organizations) change their mindset while building their skillset.  Learn more and get a copy today: https://lnkd.in/gVYnKkCZ 🌟 BONUS: For every book purchased today, we will be donating $20 to one of the following organizations: - Mariposa DR Foundation - Second Harvest Heartland - Equal Justice Initiative Plus, for every review through the end of August we’ll donate $10! Once you purchase the book, use this link to select which organization you would like to donate to: https://lnkd.in/g_G3_Eif #SpeedOfBias #NowAvailable #MustRead

Why are individual Filters easy to identify? They are the easiest to identify for three reasons: → First, we likely consciously agree with the Filter. → Another reason is because we can more easily see that the association the Filter is making might not be true; it might even be ludicrous. That makes it easy for us to challenge the Filter. → Lastly, while individual, these Filters are not unique. There are patterns of similar preferences found in millions of people. Yet we call them individual because these Filters don’t significantly correlate to identity groups or Frames. When they aren’t typically tied to one specific Frame or another, we don’t hesitate as much in identifying them or calling them out. Because individual Filters are easier to identify, talk about, and shift, they are a great starting point in our developmental process. #SpeedOfBias #CulturalCompetence #DevelopmentalProcess

Were you able to attend this month’s webinar featuring our founder, Sara Taylor, along with inclusion experts Gena Cox, PhD Cox and Minette Norman? If you missed it, the full recording is available below! Tune in to hear about the current urgency to invest in organizational culture and the transformative power of inclusive leadership. If you were able to attend, which concepts or insights stuck with you the most? https://lnkd.in/gTKJzwPr #SpeedOfBias #Webinar #InclusiveLeadership

We hope to see you at next week’s Thought Leader Conversation with Sara Taylor and Lisa Fain (she/her)! Don't miss this opportunity to gain a deeper understanding of the role of overcoming bias in mentoring. You’ll leave with actionable insights from both Sara and Lisa! 

Let’s define two terms that are often conflated, confused, or used interchangeably: bias versus inequities. Bias is an input while inequities are an outcome. We imagine bias as a seed that, with the assistance of key elements, creates the weeds we don’t want, which are the inequities. Bias gives favor or advantage to one group over another or one individual over another based on their identity. Because bias seeps into our thoughts and actions through our Filters, it’s helpful to remember the different types of Filters. If a leader were to hire someone because they wear purple polka dots to an interview and the leader’s Individual Filters then create a positive association for them, that one Filter-driven decision, while still illogical, is just one drop in an ocean and doesn’t add to the ripple effect that a Systemic Filter would because there isn’t a broader pattern of advantage for people who wear purple polka dots—or, for that matter, of disadvantage for those who don’t. It’s when our bias is fueled by our Systemic Filters that we contribute to the wave of inequities if we are unable to check and challenge those Filters. Inequities are evidence of the patterns of bias driven by Systemic Filters. They show a lack of parity in results or outcomes observable on a larger scale, after the fact. How have you experienced, or unconsciously contributed to, patterns of bias that have led to greater inequities? #SpeedOfBias #DEI #CulturalCompetence

The answer here is that organizations must first develop their individual employees in order to achieve greater equity and see real results. Unless we develop the individuals in our organizations and address the bias-laden Filters at play in our organizational structures, real transformation will remain ever elusive.

Your review of “Thinking at the Speed of Bias” could make a positive impact on the world! If you leave a review by the end of this month, we will donate $10 to one of these non-profits: 🔹 Mariposa DR Foundation is an organization that creates sustainable solutions to end generational poverty by educating girls to become empowered young women. 🔹 Second Harvest Heartland is an organization committed to fighting hunger in the Midwest. 🔹 Equal Justice Initiative is an organization that is working to end mass incarceration, excessive punishment, and racial inequality. Once you have posted your review of Sara Taylor book on Amazon, visit this link to select which organization you would like to donate to: https://lnkd.in/g9zbfcid #SpeedOfBias #GiveBack #BookLaunch

Have you ever heard of the Platinum Rule? ✨ “Do unto others as THEY would want done unto them.” Unlike the Golden Rule, "Do unto others as you would like them to do unto you," the Platinum Rule asks us to stop and consider how others might feel about a given interaction, rather than centering our behaviors on what we would want. In DEI work especially, it is critical to consider others and their Filters. This is precisely why the Platinum Rule can be such a powerful guide to help us engage with others more effectively, especially across differences. Hear more from Sara Taylor on this episode of the “What’s the Difference?” podcast. https://lnkd.in/gv9A7rjK #DEI #Podcast #CulturalCompetence

Have you left a review of “Thinking at the Speed of Bias” yet? When you do, you’ll help support organizations that are changing the world! From now until August 31st, we’re donating $10 to select non-profits for every review of Sara Taylor's new book. To participate, post your review on Amazon (https://lnkd.in/g3i_ZdpM) then visit this link to select which organization you would like to donate to: https://lnkd.in/gY-KUt4i Don’t miss this opportunity to give back! #SpeedOfBias #BookLaunch #GiveBack

In order to ensure we aren’t committing microaggressions, we must look at the four types of Filter harm that cause microaggressions: Filter associations, lack of associations, lack of exposure, and partial consciousness. Here are some quick strategies for how to address each. ⤵️ > Filter associations: Because we may consciously disagree with a stereotype, we most likely won’t know if or when we have a specific stereotypical association. What we can do is consciously, actively challenge it with an opposing association. We can also actively counter it when we see it represented in the media. Reject the stereotype, and replace it with the positive association consciously. > Lack of associations: Watch for the telltale sign of a lack of association, which is surprise. Challenge yourself to consider the possibility of the new association. And if someone tells you their reality, even if it’s different from yours, believe it, don’t challenge it or them. > Lack of exposure: Learn, build your awareness, and get more information. Reading both fiction and nonfiction about different groups or watching movies that represent different groups helps you gain awareness, and it’s easy to do. So try to avoid putting the responsibility on others by asking them to teach you about their difference. > Partial consciousness: This is really about lacking the ability to respond effectively. So, ensure you don’t try to change your approach if you can’t answer in the affirmative all of the three questions (capable, comfortable, consequences). When you can’t, then use the three steps for compromise (continue, cite, clarify), and you’ll be much less likely to offend. Being an ally requires an investment in personal development. #SpeedOfBias #CulturalCompetence #Allyship