Lonney Gregory

The founding ideals of our nation are reflected in our growing diversity, yet some struggle to embrace this variety and fail to leverage the opportunities for greater inclusivity. Over the years, marginalized groups and allies have worked hard to establish programs to reduce tension. While there have been successes, failures have been more frequent. Real inclusion remains elusive, sometimes absent, and, in extreme cases, even fatal. We are asked to be more equitable and support historically underrepresented groups. In our attempts to practice equity, believing it’s the right thing to do, we sometimes disturb those opposed to these practices, leading to tension and fear. Our interactions have become less civil, and our well-intentioned efforts can have negative consequences because we live in a world of paradoxes. Fortunately, paradoxes can be solved. A change of perspective is needed. By recalibrating our thinking, we can learn to see equity as a paradox, not a problem.

During a 2016 debate, Hillary Clinton stated that Americans were biased, causing a significant backlash. For many, being accused of bias is akin to being accused of a serious crime. Clinton's accurate but misapplied statement led to widespread negative sentiment. 'Bias' is often misunderstood; it's a brain function, not a malfunction. This distinction is crucial, especially for leaders who deal with bias daily. Bias is a four-letter word to be embraced, not erased. We will explore simple methods to address workplace bias and mitigation strategies. You'll recognize your susceptibility to biases, understand their impact on decision-making, and see how they manifest in algorithms. You'll gain insight into your feelings, thought patterns, and decision-making processes. By normalizing conversations about bias, you can benefit from a shared understanding. While you will remain biased, you will feel better about it.