Thorough explanation of lecture of "unconscious bias" that Google conducts in employee education
biasAnd, in simple terms, it is a filter made up of various elements such as the environment, culture, experience, etc. that I grew up, and it can not be avoided in making decisions. Sometimes bias is applied unconsciously, which makes it difficult to make accurate judgments. Google has a corporate philosophy that it is important not to bias in business,Lecture so that employees can understand biasIt is opening. Among them, a lecture movie made for Google 's Human Resources Department is published, and it is possible to inquire about measures against Google' s unconscious bias.
Unconscious bias at work | Google Ventures
The lecture movie on Google's unconscious bias can be confirmed from the following.
Unconscious Bias @ Work | Google Ventures - YouTube
It is Mr. Brian Welle who conducts human analysis at the company that gives a lecture on unconscious bias to Human Resources Department of Google.
Mr. Welle first covered a poster of "Silicon Valley" drama based on IT companies. There are only men on this poster, no women are drawn. Mr. Welle says, "What this poster means is" The person who is the top of an IT company is a man "is a general idea. Indeed, women in American start-ups and start-ups There are only 11% of the companies that serve as the top, "he continues. In other words, it means that the unconscious bias "IT company = male" is applied.
So, what exactly is biased bias, Mr. Welle explained the bias with Lion as an example. When I saw the lion, "There are beasts standing with four legs, they are like cats, there are mane and it is no doubt that it is a lion.The lion is carnivorous, so I will escape from the thought process" The decision to "escape" is a decision that is not biased. When this thought process is biased, we recognize it as a lion at the moment of seeing the lion and quickly reach the action of "escape".
According to Mr. Welle, the decision-making that is biased is done in an overwhelmingly short time thought process than when it is not biased, but unbiased decisions are time consuming but functional She seems to have a certain aspect.
Human beings receive as much as 11 million information per second, but only 40 can be processed per second. In other words, 99.999996% of the information to be received can not be processed, and it has passed through unconsciously.
From here Mr. Welle will test the bias to employees. The content of the test is easy to say "left hand" if the word displayed on the screen is related to men, "right hand" if it is female.
When "husband" is displayed on the screen, employees raise the left hand.
If "Wife" is displayed, raise your right hand. After repeating this several times ... ...
Next time we will display the left hand concerning "liberal arts", we will do the right hand raising test on "science". "Engineering" with the right hand ......
"Music" is like the left hand.
In the end, we will test a mixture of two on the left, "women or liberal arts" on the left hand, "men or science" on the right hand. While showing a little lost everyone, left hand, right hand and hand raised.
After the test Welle said "IAT(Latent federation test) is what it is called. " The potential federation test measures the "potential attitude" that humans unconsciously take. In the Washington University research, it is clear that you can quickly decide that you can answer quickly the next two doing the first test after first performing the last test, contrary to this time. The last test done first is that the effectiveness of the bias increases.
After explaining about employees' bias, we are finally going to the theme of the lecture. The important thing for companies is diversity, and Google aims to be a diversified company as well as other companies. A company with diversity is a company that employs a variety of human resources regardless of gender, nationality, race, academic background etc. According to Mr. Welle, companies that women are executive officers are about 53% more profitable than those that do not. Diversity is a very important factor in complex decision-making and creativity, but "unconscious bias" is to counteract the advantages of diversity.
Mr. Welle tells us how to defeat the unconscious bias that hinders diversity, "1: Structure to Success" "2: Data Collection" "3: Understanding of Unclear Messages" "4: Responsible Distribution "four methods are presented. If you run one out of them, you can prevent unconscious bias.
In order to understand "structure to success" you need to understand "what success means concretely".
Mr. Welle explains the concrete meaning of success using the investigation that Google conducted. In this survey, all elements other than names are applied to the interview in the same resume and it is examined at what rate the reply will come from the company. However, one of the names of typical Americans such as Emily and Brendan, and the other African American names such as Aisha and Tamika were used. According to the survey results, respondents who interviewed were interviewed at a rate of 1 in 10 respondents with names of Americans, but there were only one answer in 15 in African American names. This does not mean that the company is refusing a person named Aisha, but unconscious knowledge of African Americans accumulated from the past is doing it.
The influence of unconscious knowledge, that is, whether can I do to eliminate the bias, or Welle said to overcome the "unconscious bias is, What is the success of the company, the person who sent the resume is bring what to the company , you need to firmly understand. please remove the excess portion with respect to the success of the company from the resume. for example, the name is not important? important. address, educational background does not matter. for Education Google's own in the employee survey "is Education gives no effect on work performance" has been found to be that of. I'm a "year graduated from the school of Education" is the employees of the Human Resources Department is to care well. graduated it is often possible to predict the age from the year, but age does not matter in the work performance. the results can be seen in the resume as I do almost no Rather than consider the question based on what is written on the resume, you should consider the question to understand the most important thing as a company "and you talk.
In addition, Mr. Welle says "the year that graduated in the resume" mentioned by the researcher is that since age discrimination is illegal in the United States, there is no age written in the resume, and the recruiter is " It is usual to predict the age of applicants from the year of graduation of the applicant.
In order to eliminate unconscious bias, we are implementing "structured interview". This is an interview method that Google has been testing in recent years, based on two points, "What kind of business is recruiting people" and "what is necessary to carry out the job" before the interview Create a question and ask the same question to all interview applicants. Although it may be criticized as being like a robot, Google's survey found that an interview that questions in a natural flow without preparing in advance does not result in a direct result on the company's success Thing. The constructed interview is said to be the most suitable for hiring a successful person in the company, weakening the effectiveness of unconscious bias.
The second way to eliminate unconscious bias is "data collection".
In the Human Resources Department, we may create employee evaluation of employees, but data collection is important in order not to bias when creating. For example, suppose that male and female projects are carried out together, and the Human Resources Department creates their work evaluation. In one group the role sharing is clearly decided and data for the role can be calculated.
The other group will cooperate with each other to perform tasks. Since data does not remain as to what two people did individually, personnel affairs created a work evaluation with elements other than data.
Calculating the work evaluation for the two groups, there is almost no difference in points between men and women who do tasks individually. However, in the latter case where no data remained, women are lowering points more than men.
This is Google's internal survey data, Mr. Welle said: "The lack of women's points in the latter group can be said to be the result of the unwitting bias being a big influence, it is correct to weaken the effectiveness of unconscious vice Decision making based on data is very important. "
The third is "understanding of confusing messages", but I do not know what it seems at first glance.
Mr. Welle explained using "the understanding of obfuscated messages" using the results of the questionnaire that Google made to employees "list five employees in the company". The image below maps engineer's questionnaire results, you can see that a myriad of blue dots are connected by a line. According to Mr. Welle, the person in the center of the blue figure can collect more information and become more influential.
If you add the results of the green personnel and the red sales to the above survey results, it will look like the figure below. Looking at the figure, it is clear that there are few contacts between engineers, personnel affairs, and sales, and they do not have a connection beyond the department, which is not a positive factor for companies.
According to Mr. Welle, only one employee in the same department and a person who knows it is connected with a kind of bias. In order to solve this, it is necessary to deal with employees who do not know, to communicate by visiting a different department. It is one way to communicate with employees who are unfamiliar with shared space and cafeterias.
The last is "All members are responsible".
"Everyone is responsible" means that one person does not make decisions at its own discretion. To that end, it is important to confirm "among employees whether they are biased or not", "to have others evaluate their decision making", "make a meeting and reflect the opinions of many people in decision making". It takes more time to process this process than to decide it by himself, but it seems worth doing.
This is the end of Welle's lecture. Mr. Welle's lecture was given to the Human Resources Department, but I explain the unconscious bias in a very clear and easy way, how to judge the bias in everyday life is important, and not to bias It was content that was understood well how difficult it is.