The most expensive diversity crises, whether we are measuring in terms of dollars or in terms of other resources,
tend to arise because of an insidious phenomenon called hidden bias. This kind of bias is hidden in the subconscious
mind that allows well-meaning people to make catastrophic errors that adversely affect their organizations, and their own
careers, for years and even decades.
This training is based on the book, ":Hidden Bias -- How Unconscious Attitudes on Diversity Undermine Organizations
and What to Do About It": and empirical evidence.
Objectives
Understanding the 4 levels of Diversity Competence
Unconscious Incompetence
Conscious Incompetence
Conscious Competence
Unconscious Competence
We explain how the 4 levels of diversity competence may profoundly impact the HR function such as, hiring, recruiting, promotions,
job assignments, performance management process, etc… These can also impact the bottom line (Business Case)
Recognizing your hidden biases
Some of our unfavorable biases are hidden to us we need help
to identify them –
Taking the "Implicit Association Test" is one way. The IAT measures your cognitive response
time when shown various stimuli that is associated with various words (cognitive priming).
Another way is to view the bias behavior in others which sometimes can trigger something in us because we can't see
our own but we notice them in others right away.
Discovering tools for managing the unconscious "As & Bs" in you and your organization
Now that the unfavorable unconscious “Attitudes and Behaviors” (As & Bs) have been awakened (brought to the conscious), how do we manage them?
He has enjoyed success as a Corporate Human Resources Manager, Interim Executive Director for the National
Association of Minority Contractors and is recognized as a State of Rhode Island diversity ambassador.
Gerard has written Affirmative Action Plans, Sexual Harassment Policies and Procedures and established Minority
Recruiting and Retention Programs. He has lead diversity initiatives and facilitated diversity awareness training in several regions across the United States.
As a former employee of Gilbane Building Company, where his title was Regional Manager of Human Resources, Gerard was
responsible for developing Gilbane’s diversity initiative and sexual harassment training. He has helped the Construction
and Healthcare industries move their diversity initiatives beyond race and gender, with a focus on managing unconscious attitudes and behaviors.
He has provided sexual harassment prevention training to various cities and towns in Rhode Island.
Other clients include Lifespan Hospitals,
Cintas, Bryant University – Professional Developmental Center, The City of Providence and the Department of Administration, State of Rhode Island.
Gerard feels that to create a workplace where all employees are valued can be accomplished through a better understanding of our unconscious and conscious
decisions when managing and valuing the differences that individuals bring into the workplace.
His community involvement includes, but is not limited to; serving as a former board member for the South Providence Development Corporation,
The National Association of Minority Contractors, and the Urban League of RI. Gerard currently serves as a board member for the Harmony Hill School.
Gerard obtained his Juris Doctorate from Southern New England School of Law and his B.S./B.A. from Northern Arizona University.
Recertification Credits
This presentation has been submitted to the Human Resource Certification Institute (HRCI) for review.
