Those who were able to make it to Labor Relations Institute (LRI) last month had the chance to hear from Rev. Dr. Bryant Marks and his excellent presentation “The Hidden Biases of Good People.” Dr. Marks is a professor of psychology at Morehouse College and the founder of the National Training Institute on Race & Equity. Dr. Marks has worked on implicit bias training for a variety of institutions, private companies, and all levels of government from federal to local. Many of his local government trainings focused on implicit bias in policing and the criminal justice system.

Dr. Marks’ presentation began with an explanation that implicit (or unconscious) bias is a natural part of the human brain with decades of academic research working to understand it. He also notes that the impact of our biases varies greatly based on our role in society and that it takes conscious effort to be aware of our biases and keep them in check. A few other key points include:

• Implicit bias has many causes, but exposure to behaviors or traits that you associate with certain groups is critical to reinforcing stereotypes and can blind us to the diversity within those groups.
• Implicit bias often, but not always, affects our day-to-day feelings towards and treatment of others.
• Data, not just emotions or anecdotes, reveal implicit bias. This is an important point, as understanding implicit bias is not about intent or casting blame.
• Extreme behavior by a few members of a group (ex. police) toward specific outgroups (ex. racial minorities) can cause bias among outgroups (ex. minorities not trusting any police).

Because bias is a natural part of the human brain, Dr. Marks made it clear that it is easier to recognize and reduce biased behavior than it is to reduce biased thinking or feelings. He outlined a few techniques for trying to reduce implicit bias at the personal level:

• Individuation – avoid assuming all members of a group are alike, keep an open mind, confirm before assuming, and understanding that a person’s previous (sometimes limited) experience with a group may/or may not be confirmation.
• Perspective taking – taking the perspective in the first person of a member of a stereotyped group.
• Counter-stereotype imaging – imagine, in detail, counter-stereotypic “others” for a few minutes each day, i.e. imagine positive examples to challenge stereotypes.
• Stereotype replacement – consciously replace stereotypical responses with non-stereotypical responses.
• Increase opportunities for positive contact – actively seek opportunities to encounter and engage in positive interactions with out-group members.

Dr. Marks’ suggestions for reducing implicit bias in organizations include:

• Assessment of existing data to identify the potential implicit bias within your organization or in your organizations service delivery or impact on others;
• Raise awareness of potential bias within your organization by discussing the data with leadership, personnel, and other stakeholders;
• Take action to reduce biased practices and policies through transparency, clear and evidence-based standards, and consistent and explicit efforts to hold the organization accountable for identifying and reducing bias (including rewards and corrective feedback).

AWC is grateful to Dr. Marks for his presentation at LRI 2022 and appreciate his participation. If your city is interested in learning more about Dr. Marks, or in his organization’s implicit bias training courses, you can learn more at the National Training Institute for Race & Equity.