Unconscious bias and microaggressions in the workplace and beyond. Unconscious bias is the subtle, implicit biases that influence our perceptions, decisions, and behaviors, often without our awareness. Microaggressions are subtle, everyday verbal, nonverbal, and environmental slights, insults, or derogatory messages directed at marginalized groups. In this session, we will delve into the ways unconscious bias and microaggressions manifest in our daily interactions and their detrimental effects on individuals and organizations. Through interactive discussions, case studies, and practical exercises, participants will gain awareness of their own biases and learn strategies to mitigate their impact. Key topics to be covered include: Understanding Unconscious Bias: Exploring the concept of unconscious bias and its role in shaping attitudes, beliefs, and behaviors. Identifying Microaggressions: Recognizing common forms of microaggressions and their impact on individuals' mental health, well-being, and sense of belonging. Addressing Implicit Bias: Examining strategies to challenge and mitigate unconscious bias in decision-making processes, hiring practices, and workplace interactions. Responding to Microaggressions: Developing effective strategies for responding to and addressing microaggressions in a constructive and empathetic manner. Creating Inclusive Environments: Fostering a culture of inclusion and belonging by promoting awareness, empathy, and allyship among colleagues and leaders. Building Resilience: Equipping individuals with tools and resources to navigate and cope with instances of unconscious bias and microaggressions in their personal and professional lives.

1. Unconscious Bias and Microaggressions
Greg DeShields, CHE, CDE
Consultant
Diversity, Equity and Inclusion

2. Unconscious Bias
and
Microaggressions
• What did I miss?
Unconscious Bias
The Keys to Change - Striding for Intentional Outcomes
• How to Address Unconscious Bias?
• Video #1 - Implicit Association Test
• What are Microaggressions?
A subtle but offensive comment or action directed at a
minority or other nondominant group often
unintentionally or unconsciously reinforces a stereotype.
• Types and Forms of Microaggression
• Video #2 – Voices of Microaggression.
• Tying it All Together
• Question #1 – Types of Microaggressions.
• Question #2 - Themes of Microaggressions.
• How to Address Microaggressions
• How to Prevent Microaggressions
• Question #3 - Confronting Microaggressive Acts.
• Video #3 – Reverse Voices of Microaggression.
• Conclusion
Self-reflection and engagement are the beginning steps to
make Diversity, Equity, and Inclusion a lived reality.
AGENDA
(Blended Learning)

3. Unconscious Bias
What did I miss?
The Keys to Change Striding for Intentional Outcomes
Committing to Change
o Build Relationships Across Differences
o Multi-Dimensional Feedback
o No Blame or Shame
o Organizational Incentives for Change
o Self-Awareness
o Transparency
o Trust

4. How to Address Unconscious Bias?
(Know Yourself)
• The first step in addressing Unconscious Bias is to begin examining your personal:
o Attitudes
o Beliefs
o Perceptions
o Values
• Challenged through a process of critical reflection.
o Tools such as the Implicit Association Test and the Intercultural Development
Inventory can help you on this self-discovery journey.

5. Microaggressions

6. What Are
Microaggressions?
• Subtle but offensive comment or action
directed at a minority or other nondominant
group often unintentionally or unconsciously
reinforces a stereotype.
• These negative remarks can have a profound
negative effect by diminishing the value and
humanity of an individual and group.
• Microaggressions also can have a detrimental
impact on customers and clients.

7. Types & Forms of
Microaggressions
TYPES
Racial
Sexual Orientation
Disability
Gender
Environmental
FORMS
• Microassaults: A person
intentionally behaves in a
discriminatory way while not
intending to be offensive.
• Microinsults: A comment or
action that is unintentionally
discriminatory.
• Microinvalidations: A person’s
comment invalidates or
undermines the experiences of
a certain group of people.

9. TYING IT ALL TOGETHER
Implicit Biases, Microaggressions, and
Stereotypes are interrelated concepts.
Implicit Biases are developed through
exposure to Stereotypes and other
forms of misinformation over time.
These implicit biases can then lead
well-intentioned people to commit
Microaggressions against people of
color, Native people, and others with
marginalized identities.
Microaggressions
(Verbal/Nonverbal
Insults)
Implicit Bias
(Subconscious attitudes and
Perceptions)
Stereotypes
(Judgements)

10. QUESTIONS #1
Which of the following is not a type of
microaggressions?
a. microassault
b. microallegation
c. microinsult
d. microinvalidation

11. QUESTIONS #1
Which of the following is not a type of
microaggressions?
a. Microassault
b. Microallegation
c. Microinsult
d. Microinvalidation

12. Question #2
Stating that “I do not see color” is an example
of which theme of microaggressions?
a. Color-blindness
b. Color-ignorance
c. Color-sensitivity
d. Color-justification

13. Question #2
Stating that “I do not see color” is an example
of which theme of microaggressions?
a. Color-blindness
b. Color-ignorance
c. Color-sensitivity
d. Color-justification

14. How to address Microaggressions
Let it Go
For a long time, the
most common default
response was choosing
not to address offensive
comments.
Yet silence places an
emotional tax.
Respond Immediately
This approach allows the
transgression to be called
out, and its impact is
explained while the
details of the incident are
fresh in the minds of
everyone involved.
Immediacy is an
important component of
correcting bad behavior.
Respond Later
A more tempered response
is to address the perpetrator
privately at a later point to
explain why the
microaggression was
offensive.
Here, the risk lies in the time
lag.

15. How to prevent Microaggressive Behavior
Acknowledge People’s
Feelings
While important to take
stock of your own
emotions, it’s also our
responsibility to
acknowledge how
others feel by validating
the fact that their
feelings matter.
Embrace Empathy
Put yourself in other
people’s shoes. Ask
yourself how you would
feel if you were in their
situation.
By exploring another
person’s perspective, you
can glean insight into
your behaviors.
Try not to get defensive.
If you’ve been called out for
doing or saying something
hurtful, resist getting
defensive.
Instead, embrace curiosity
and ask questions that can
help you understand a
person’s point of view.

16. Question #3
In most cases, when individuals are confronted with
their Microaggressive acts, the perpetrator usually
believes that the victim has overreacted and is overly
sensitive and/or petty.
a. True
b. False

17. Question #3
In most cases, when individuals are confronted with
their Microaggressive acts, the perpetrator usually
believes that the victim has overreacted and is overly
sensitive and/or petty.
a. True
b. False

19. Conclusion
Self-reflection and engagement are
the beginning steps to make
Diversity, Equity, and Inclusion a lived reality.
• I will check my own biases and take meaningful
action to understand and mitigate them.
• I will initiate meaningful, complex, and sometimes
difficult conversations with my friends and
colleagues.
• I will ask myself, “Do my actions and words reflect
the value of inclusion?”
• I will move outside of my comfort zone to learn
about the experiences and perspectives of others.

20. THANK YOU
Unconscious Bias and Microaggressions
Greg DeShields, CHE, CDE