Скачать или смотреть The person you mean to be - embedding the growth mindset to beat unconscious biases

Take-Aways
• You need a growth mindset to thrive in situations that threaten your identity.
• Every person has unconscious biases, even those who actively advocate and support diversity and equality.
• You can fight inequality more effectively by tackling systemic biases as well as individual ones.
• People’s “bounded awareness” means that they might not see things that contradict their worldview.
• People who make discriminatory remarks will often respond more favorably if people from a privileged background call them out - rather than the person from the discriminated group.
• Moving from willful ignorance to willful awareness takes intentional effort.
• Going into savior, sympathy, tolerance or typecasting mode is counterproductive to fighting bias.
• To make inclusivity a reality, you need to be a builder. • When confronting prejudice and discrimination, apply the 20/60/20 rule.
Recommendation
Most people want to be good people. Yet often, being seen as a good person can become more important than actually being a good person. When this happens, your efforts to make a positive difference in the world can backfire. At a time when inclusion and diversity have become mainstream topics, social psychologist Dolly Chugh demonstrates how uncovering your hidden motives and adopting a growth mindset will help you to act as a builder, rather than just a believer, in the fight against discrimination and inequality.
Summary
You need a growth mindset to thrive in situations that threaten your identity.
Research shows that the way you see yourself – your identity – directs your actions more than any particular set of values. Consequently, your brain considers any behavior that contradicts your sense of identity as a self-threat, and tries to find ways to dismiss, ignore or justify it. This is particularly true if you consider yourself to be a “good” person. To see yourself more clearly, think of yourself as someone who “is trying to be better” instead. This allows you to move from a fixed mindset to a growth mindset, which opens you up to learning.
If you have a fixed mindset, you’ll perceive criticism, anger or push-back as a threat. Your brain will switch immediately into defensive mode and dismiss criticism: You don’t learn. In contrast, if you have a growth mindset, you are likely to embrace information that will help you understand the reasons that might have caused the criticism or anger. Notably, situations where psychological safety is low – where people feel they will face shame or punishment for expressing innovative ideas, asking questions or needing help – are more likely to nurture fixed mindsets.
“The difference between a fixed mindset and a growth mindset lies in whether we believe we have blind spots.”
If you have a fixed mindset, you are likely to worry constantly that you might do or say the wrong thing, which threatens your identity. This focuses your attention on yourself instead of the problem you are trying to solve or the person you are trying to support. A fixed mindset also prevents you from learning from your mistakes, as you are likely to deny you have made an error in the first place. If, for example, someone tells you that they feel a comment you made was racist, don’t become defensive: Consider the possibility that, despite your best intentions, you might indeed have blundered, and ask for more information.
Every person has unconscious biases, even those who actively advocate and support diversity and equality.
The human brain processes almost all the information and data it receives at an unconscious level, using mental shortcuts. This means that people’s explicit and implicit beliefs can differ significantly. For example, you may be aware of diversity and equality issues and work to fight them, but you still might, unconsciously, associate women with family and home instead of career and work. Such unconscious associations sometimes translate into behavior that is unintentionally racist or sexist.