[Book Sip] The Lie of Saying "I Am a Person Without Prejudice"

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There is no person without prejudice. Prejudice is a natural human trait. Sometimes people say, "I am a person without prejudice," but the author points out that this is equivalent to admitting that the brain is not functioning properly. Prejudices around us are common. From "in-group bias," where people feel comfortable with those sharing commonalities such as school ties or regional connections, to "negativity bias," where a project that lost as much as 100 million won is unforgettable compared to the amount earned, and "attribution bias," where exceptions are allowed for oneself but not for others. The key is to acknowledge and dismantle these biases. Authors who are working moms with autistic children, homosexuals, and women entrepreneurs of color provide experience-based guides to dealing with unconscious bias.

Having unconscious bias is not shameful. It is a natural human trait that appears when we make decisions, react, or interact with others. The same applies to human relationships, teams, and organizations. Let us all acknowledge that we have biases and work to improve them. - p.15

When looking at the U.S. census and social indicators such as race, country of origin, gender, disability, and veteran status, does the composition of employees reflect these figures? Does the human composition of the organization reflect our society? (...) "Diversity is being invited to the party, and inclusion is being asked to dance together." - p.126

The impact of language is clearly reflected in a company's official management policies. The difference in terms such as "maternity leave or parental leave" and "parental leave or bonding leave" is important. Such language broadens the scope of benefits by including various situations where one can care for a child. - p.136

"Where are you from?" "I live in the Dallas-Fort Worth area but grew up in New Jersey." "No, where are you originally from?" "Ah, do you mean where I was born? I was born in the Midwest." "No, where is your original hometown?" "Ah, you mean my ethnicity. I am Taiwanese American." (...) When I was young, I answered these questions curtly. As a mature person, knowing this is a teaching moment, I end these questions with: "Where are you from?" - pp.188-189

"Mark, remember these people are founders and have known each other for years. They have created something they are very proud of and trust each other's opinions. There is a bias to find solutions internally. They do not yet know enough about you to trust you equally. Instead of immediately sharing what you know with them, share what they know first and start from there." - pp.221-222

Let's compare it to a marathon. Everyone who finishes has accomplished something difficult. But if you completed a marathon wearing a prosthetic leg, you have overcome barriers that non-disabled people do not face. Having privilege does not negate your achievements, but it is true that various barriers exist. Some are hard to detect, while others are harsh. - p.267

It often does not take grand courage to change people's lives. The impact of a few sincere words of encouragement is truly amazing! - p.275

To prevent distortion of experience over time, report immediately after the interview to complete the process. The longer the time between the interview and the report, the more one relies on feelings from the interview rather than what actually happened. - pp.326-327

In fact, I do not like the concept of "moving up" in a career. Why? Because I think it is connected to the outdated concept of the "corporate ladder." This term implies there is only one thing we should all aspire to, which is climbing the ladder. In my experience, this is far from the truth. Think about it. If everyone wants to "move up," most will "fall." - pp.363-364

Ask yourself if the people you want to promote are not your mirror image. Did they get to their position in the same way as you? Did they attend the same school? Do they share your identity? Consider candidates who may be outside the boundaries of such identifiers. - pp.366-367

Unconscious Bias | Pamela Fuller et al. | Translated by Yoonjung Lee | Gimmyoungsa | 404 pages | 22,000 KRW

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