Co-Hosted by: UN Office at Nairobi, UN Environment, UN Habitat and the International Organization for Migration (IOM) on Thursday 19 January 2017 at the UN Complex
Various agencies in Nairobi, comprising the UN Office at Nairobi, UN Environment, UN Habitat and the International Organization for Migration, targeted their senior managers (P-5 level and above) to attend this ground-breaking workshop. This milestone sees the four agencies championing the first-ever session on Gender, Unconscious Bias and Inclusive Management for Senior Managers of the UN system in Nairobi, with an afternoon session dedicated to gender focal persons and middle managers.
Ms. Sahle Work-Zewde, Director General, United Nations Office at Nairobi, made the opening remarks where she commended agencies in Nairobi for supporting this very worthy initiative. Also present were senior leaders from the various agencies including: Mr. Ibrahim Thiaw, Deputy Executive Director, UN Environment; Ms. Aisa Kirabo Kacyira, Deputy Executive Director, UN Habitat; and Mr. Jeffrey Labovitz, Regional Director, International Organization for Migration.
The workshop was well attended with over 50 senior managers taking part in the morning session, and over 35 gender focal persons and middle managers taking part in the afternoon session. Ms. Tanya Odom, Gender Expert and Global Consultant carried out a highly enlightening session that helped portray how unconscious bias affects our day-to-day decision making.
What is Unconscious Bias?
Unconscious bias is an automatic response triggered by our brain when making quick judgements and assessments of people and situations. This automatic response operates beyond our control and awareness and often leads individuals to make quick and often inaccurate judgements which are mainly influenced and shaped by our background, cultural environment and personal experiences.
Unconscious bias might be based upon various criteria such as gender, age, weight, skin colour, physical disability, job title, level of education, sexuality, accent, social status and religion; and these criteria then influence our decision-making and behaviour. Unconscious bias comes from an implicit association unknown to the perpetrator, as people might consciously believe in equality whilst simultaneously acting in a prejudiced manner albeit involuntarily. Studies carried out by the Chartered Institute of Personnel and Development indicate that benefits of diversity are ignored as some managers continue to hire people similar to themselves (the association can be based on similar tastes in clothes, education or even physical features), also known as ‘Mini me’ or ‘Affinity bias’. This is just one of the several ways that unconscious bias manifests itself.
Why Gender?
Research indicates that despite gender being advocated for over 20 years at the United Nations, we still have a long way to go in achieving gender parity especially at the P-4 level and above. Unconscious bias persists in the workplace and this has had a direct impact upon recruitment and selection decisions.
Gender stereotypes are deeply entrenched in belief systems and are still viewed as ‘social norms’. Promotion of gender equality is frequently seen as a ‘women’s issue’, whereas it is about men too. Men’s roles are changing alongside those of women, for instance, increasingly, fathers see their role not simply as ‘breadwinners’, but as involving a more active parenting role. In the workplace, men too suffer from gender stereotypes with respect to professions considered ‘feminine’. Men therefore have a key role to play as champions of diversity and inclusion in support of gender-equal relations.
Research further suggests that organizations which respect and value gender diversity are better able to attract and retain talented staff and improve performance; boast better employee satisfaction; demonstrate improved governance; and are more conducive to innovation.
Additionally, gender-diverse teams bring more varied perspectives to discussions, produce a more holistic analysis of issues, and spur greater effort, thus leading to improved decision-making.
What Can I do?
Senior managers and staff members can help in the fight against unconscious bias within the workplace by:
- Firstly acknowledging potential bias - transcend denial stage; ask yourself honest questions: Why do I prefer one candidate over another yet they have the same qualifications? Are they more ‘like ME’;
- Being wary of first impressions – avoid quick and often inaccurate judgment;
- Aiming to learn more about stereotypes – why do we think this group of people are ‘like this or like that?’;
- Broaden our focus – what other options do we have? Who else is out there?;
- Expose ourselves to alien experiences – try something different!
The Gender, Unconscious Bias and Inclusive Management workshop was an eye-opener and a not to-be-missed opportunity. Initial thoughts on how to incorporate this workshop into other training forums are being discussed and developed; colleagues will be informed of upcoming learning opportunities on this topic.
