Unconscious bias and LGBTI: Books

This topical book explores the ally perspective in advocating for Lesbian, Gay, Bi-sexual, Transgender, Queer and Inter-sex (LGBTQI+) human rights across American, Canadian, and Australian educational contexts. This book aims to clarify the terms and dynamics of mobilizing heterosexual and cisgender privilege in the interests of promoting safe, welcoming and inclusive educational communities for all stake holders, particularly those students who self- identify as LGBTQI+.

This book introduces the concept and practices of Total Inclusivity to universities around the world. It is written to help universities contend with increasing public scrutiny and uncertainty around issues of diversity, equity, inclusion and justice now at the forefront of global higher education.

Leading a team means more than running meetings. It's leading collaborative learning for continuous improvement. Like effective teachers in the classroom, skillful team leaders decide what they are aiming to achieve and make small, intentional moves to produce powerful learning outcomes for teachers and students. In this book, you will find strategies to lead with purpose and direction, including how to: foster an inclusive environment and strengthen team trust interrupt bias and cultivate diverse perspectives navigate resistance and manage conflict facilitate data analysis lead peer observation assess your team's collaboration and so much more!

Although it's increasingly common for businesses of all shapes and sizes to appreciate the importance of diversity and inclusion in the workplace, many are often unaware of bias in the cultures they've created. Others might know there's a problem, but don't know how to properly address it. UNBIAS: Addressing Unconscious Bias At Work helps you understand concepts of workplace diversity, equity, and inclusion, shows you how to identify bias, and provides you with the tools for actively removing barriers and ensuring equity throughout your organization.

To promote behavioural change and improve decision making, we must work with the subconscious. Inclusion Nudges target the advantages and shortcomings of our unconscious mind and decision-making processes in order to obtain the desired and needed changes. In this Guidebook, the concept and the three types of Inclusion Nudges are fully explained and illustrated with over 70 practical interventions to promote behaviour, culture, and systems change to mitigate unconscious bias and create more inclusive organisations.

This report provides a comprehensive overview of the extent to which laws in OECD countries ensure equal treatment of LGBTI people, and of the complementary policies that could help foster LGBTI inclusion.

This book uses narratives collected over a period of four years, detailing the stereotypes and stigmas attached to LGBTQ employees at the workplace in India, and it allows their voices to be heard. Further, it explores the strategies used by individuals from the LGBTQ community to pass on or reveal information related to their non-normative sexual orientation and gender identity at their workplace, and the way these strategies differ for individuals who are formally or informally 'out' as compared to those who are still in the closet or have come out to only a few people at their organization.

Dr Pragya Agarwal unravels the way our implicit or 'unintentional' biases affect the way we communicate and perceive the world, how they affect our decision-making, and how they reinforce and perpetuate systemic and structural inequalities. Sway is a thoroughly researched and comprehensive look at unconscious bias and how it impacts day-to-day life, from job interviews to romantic relationships to saving for retirement. It covers a huge number of sensitive topics - sexism, racism, ageism, homophobia, colourism - with tact, and combines statistics with stories to paint a fuller picture and enhance understanding.

To be human is to be biased. From this simple truth, nationally recognized diversity expert Howard J. Ross explores the biases we each carry within us. Incorporating anecdotes from today's headlines alongside case studies from over 30 years of diversity consulting, Ross helps readers understand how unconscious bias impacts our day-to-day lives and, particularly, our daily work lives. And, he answers the question: "Is there anything we can do about it?" by providing examples of behaviors that the reader can engage in to disengage the impact of their own biases. Originally published in 2014, the updated edition draws new examples from today's headlines such as the #me too Movement, police shootings, and bias in the ever more partisan Trump era.

Mahzarin R. Banaji and Anthony G. Greenwald explore the hidden biases we all carry from a lifetime of exposure to cultural attitudes about age, gender, race, ethnicity, religion, social class, sexuality, disability status, and nationality.

Stereotypes - both intentional and unconscious - and the harms they cause are increasingly featuring in the news. Here a team of top researchers examines current and emerging research on how stereotypes begin, grow, and harm the members of society--and what can be done to stop them. The authors explain what actions lead to the development and manifestation of stereotypes against groups ranging from racial, ethnic, sexual, and religious minorities to men, women, immigrants, the disabled, and more.

In this book the author argues that in the case of athletes, and others in role-model occupations, a record of widespread and frequently systematic employment discrimination has been excluding gay people from the public social spaces that identify and teach whom society respects and whom members of society should seek to emulate. Creating a typology of role models - lawyers/judges, soldiers, teachers, politicians, athletes, and clergy - and the positive values and character traits associated with them, Spitko demonstrates how employment discrimination has been used for the purpose of perpetuating the generally accepted notion that gay people are inferior because they do not possess the requisite qualities such as integrity, masculinity and morality.