Introduction
In today's world, many of us consider ourselves to be open-minded, progressive, and free from prejudice. We believe in equality and fairness for all. However, what if our actions don't always align with our intentions? What if, despite our best efforts, we still harbor unconscious biases that influence our behavior and decisions?
Dolly Chugh's book, "The Person You Mean to Be: How Good People Fight Bias," delves into this complex issue. Drawing from cutting-edge psychological research, Chugh presents a fascinating exploration of how our minds work and how unconscious biases shape our perceptions and actions. She argues that even the most well-intentioned among us can have biases lurking beneath the surface, affecting our interactions with others and perpetuating systemic inequalities.
But there's hope. By understanding these biases and learning to recognize them, we can take steps to correct them and become more aware of what we're paying attention to and what we've been neglecting. This book offers practical strategies for becoming the person we mean to be – someone who actively fights bias and promotes equality.
The Growth Mindset: A Foundation for Change
One of the key concepts Chugh introduces is the idea of a growth mindset. This mindset is characterized by a willingness to learn and explore new things, even if they're outside our comfort zone. It's the opposite of a fixed mindset, which assumes that our abilities and characteristics are set in stone.
To illustrate this concept, Chugh shares the story of documentary filmmaker Perrin Chiles. In the early 2000s, Chiles decided to make a film about autism, despite having little firsthand knowledge of the subject. This decision exemplifies a growth mindset – Chiles saw an opportunity to learn about people different from himself and embraced the challenge.
The result was "Autism: The Musical," a powerful documentary released in 2007 that touched millions of viewers and significantly increased awareness about autism. This example shows how a growth mindset can lead to remarkable outcomes and positive social change.
Unfortunately, not everyone approaches life with such an open mind. Fixed mindsets can lead to stubborn prejudices that prevent people from exploring new perspectives or challenging their existing beliefs. This narrow-mindedness is particularly evident in industries like Hollywood, where diversity and representation continue to be significant issues.
Chugh points out that if an alien were to form an opinion about humanity based solely on Hollywood movies, they might conclude that nearly everyone is a straight, white male with no physical disabilities. Recent statistics support this observation:
- Only 27% of speaking roles in top-grossing films were female
- 48 out of the top films in 2015 didn't feature a single black actor in a speaking role
- Only 4% of Hollywood's new movies are directed by women
These numbers highlight how deeply ingrained biases can be, even in an industry that prides itself on creativity and storytelling. They also underscore the importance of developing a growth mindset to challenge these entrenched patterns.
Unconscious Bias: The Hidden Influence
One of the most eye-opening aspects of Chugh's book is her exploration of unconscious bias. These are the automatic associations and judgments we make without realizing it, based on accumulated information and experiences throughout our lives.
Chugh explains that our brains process an astonishing amount of information every second – about 11 million pieces. However, we're only consciously aware of about 40 of these. This means that 99.999% of the information we take in is processed unconsciously, including our biases.
To measure these hidden biases, researchers have developed tools like the Implicit Association Test (IAT). This online test, created by Harvard psychologists, assesses unconscious biases by asking participants to make rapid associations between different concepts, such as gender and career or race and danger.
The results of these tests have been surprising and often disappointing for many participants. For example:
- About 75% of test-takers show a conservative-minded bias, strongly associating women with nurturing and household activities, and men with career and work
- 85% of white Americans associate black people with dangerous objects like knives and guns
These findings are particularly shocking for people who consider themselves progressive and supportive of equality. It forces us to confront the uncomfortable truth that our unconscious minds may hold biases that contradict our conscious beliefs and values.
The Privilege Paradox
Another crucial concept Chugh explores is the idea of privilege and how people tend to discount their advantages. She describes a study conducted by Stanford psychologists in 2015 that yielded some unexpected results.
When white Americans were reminded of their privilege before being asked about the difficulty of their childhood, they actually emphasized the hardships they faced more than those who weren't reminded of their privilege. This counterintuitive response stems from a desire to believe that our achievements are solely the result of our hard work and merit, rather than acknowledging the role that privilege may have played.
A similar trend exists in the workplace. Employees with high salaries and excellent benefits are more likely to emphasize the stressful and demanding nature of their jobs after being reminded of their perks. This tendency to discount privilege can make it challenging to address systemic inequalities and promote genuine empathy and understanding.
However, Chugh offers a potential solution to this problem. The same Stanford study found that when participants were given a positive achievement to focus on before being reminded of their privilege, they were more likely to acknowledge their advantages. This suggests that affirming people's sense of self-worth can make them more receptive to recognizing their privileges.
This insight has practical implications for how we approach conversations about privilege and inequality. By first acknowledging someone's accomplishments or positive qualities, we may be able to create a more open and productive dialogue about systemic advantages and disadvantages.
The Subtlety of Bias
One of the challenges in addressing unconscious bias is its often subtle and pervasive nature. Chugh illustrates this with the story of Kimberly Davis, an African American executive who attended a convention for female executives.
Davis found herself in a room full of white women gathered in social groups. As she moved around the room, none of the groups opened up to include her. Davis didn't feel that she was being purposely excluded, but rather that she didn't fit the other attendees' unconscious image of what an executive looks like.
This example highlights how unconscious biases can manifest in seemingly innocuous social situations, creating invisible barriers and reinforcing feelings of exclusion for marginalized groups.
Chugh also shares the story of Joe Lentine, a white man who grew up just outside Detroit. Despite living near a diverse city, Lentine realized as an adult that he had interacted almost exclusively with other white people throughout his childhood and youth. This segregation, while not necessarily intentional, is a common result of unconscious biases and systemic inequalities.
Lentine's story also demonstrates the potential for growth and change. After bonding with a black fraternity brother in college, Lentine became more aware of his racial biases. He actively worked to overcome them by immersing himself in different cultures through travel and later by promoting diversity in his own business.
These stories underscore a key message of Chugh's book: while we all have unconscious biases, we don't have to accept them as unchangeable. With awareness and effort, we can address these biases and change how we interact with the world around us.
The Power of Privileged Voices
One of the most thought-provoking sections of Chugh's book deals with the role of privileged individuals in countering bias and supporting minorities. She challenges the common assumption that it's primarily the responsibility of marginalized groups to confront discrimination and prejudice.
Chugh cites a 2003 study by psychologists Alexander Czopp and Margo Monteith, which found that objections to racist statements were taken much more seriously when they came from other white people rather than people of color. This finding suggests that privileged individuals may have a greater ability to influence others' attitudes and behaviors when it comes to issues of bias and discrimination.
This dynamic is particularly evident in the workplace. Chugh discusses a 2016 study of North American executives that revealed some troubling patterns:
- White male executives were generally perceived positively, regardless of their success in promoting diversity within their teams
- Executives who were women or people of color were far more likely to be harshly criticized for their diversity efforts
- White men could hire anyone they wished without facing scrutiny, while minority executives often faced criticism for hiring people from their own demographic group
These findings highlight the unique position of privilege that white men occupy in many professional settings. Because they can promote diversity without facing the same level of criticism or pushback, they have both the power and the responsibility to drive meaningful change in workplace culture and representation.
Chugh argues that this responsibility extends beyond the workplace. In everyday situations, when privileged individuals speak up against racist, sexist, or otherwise discriminatory comments or actions, their words often carry more weight and face less resistance than those of marginalized individuals.
This insight challenges those with privilege to be more proactive in confronting bias and discrimination, rather than assuming it's not their place to speak up. By leveraging their privilege to amplify marginalized voices and challenge the status quo, privileged individuals can play a crucial role in dismantling systemic biases.
The Journey of Racial Identity Consciousness
Chugh emphasizes that developing awareness of one's racial identity and associated biases is a process that takes time and effort. She illustrates this journey through the experience of bestselling author Jodi Picoult.
Picoult, who considered herself progressive, was surprised when her son Kyle and his partner Kevin pointed out that she likely had unconscious racist biases due to her privileged white upbringing. Initially, Picoult equated racism only with overt acts of discrimination or hate. However, through conversations with Kyle and Kevin, she began to understand the concept of unconscious bias.
Motivated to address this newfound awareness, Picoult enrolled in an anti-racism workshop. This experience led her to write her 2016 novel "Small Great Things," which explores themes of race and privilege in America.
Chugh outlines three stages in the journey of changing one's consciousness around racial identity:
Denial: This is the starting point for many people. They must confront their misconceptions, including the belief that they have no prejudices or that racism no longer exists. This stage can be challenging and uncomfortable.
Acceptance: At this stage, individuals have taken active steps to recognize their biases. They acknowledge that their experiences and perceptions may be influenced by their racial identity.
Deeper Understanding: In this final stage, white people begin to truly comprehend how their experience differs from that of people of color. They question their own racial identity and its impact on their life.
Chugh notes that many people try to skip directly to the second stage, avoiding the discomfort of confronting their denial. However, she stresses the importance of going through each stage to achieve genuine growth and understanding.
This process can be emotionally challenging. Chugh compares it to a 2005 study that showed how consumers who strongly oppose child labor often avoid examining too closely how their clothes or electronics are made. Similarly, it can be overwhelming to confront the pervasiveness of racism in society. However, Chugh argues that it's crucial to look closely and not turn away if we want to make lasting changes to our consciousness and behavior.
The Pitfalls of Colorblindness and Stereotyping
Chugh tackles two common but problematic approaches to dealing with race: colorblindness and positive stereotyping.
The concept of colorblindness – claiming not to "see" race – has gained popularity as a way to deflect accusations of racism. However, Chugh argues that this approach is neither helpful nor realistic. She cites a 2008 study by Harvard researchers Evan Apfelbaum and Michael Norton to support this claim.
In the study, participants were paired up and asked to identify a face on a piece of paper by asking each other questions. In pairs where both participants were white, 51% asked about the race of the face. However, in mixed-race pairs, only 21% of white participants asked about race, attempting to appear "colorblind."
Interestingly, these "colorblind" participants were actually perceived as more racist by their black partners, not less. This study suggests that pretending not to see race can come across as inauthentic and may actually heighten racial tensions rather than alleviate them.
Chugh also warns against the danger of positive stereotyping – attributing positive qualities to entire racial or ethnic groups. While these stereotypes may seem complimentary on the surface, they can be just as harmful as negative stereotypes.
For example, the stereotype that Asian Americans are hardworking, well-behaved, and academically talented might seem positive. However, these assumptions can create unrealistic expectations and overlook individual differences. They can also be detrimental in situations where these stereotypes don't align with reality, such as when an Asian American is applying for financial aid or a job that requires physical strength.
Chugh's message is clear: true inclusivity requires seeing and acknowledging racial differences while also recognizing the individuality of each person. It's about being aware of race without making sweeping generalizations or pretending it doesn't matter.
Fostering Inclusion in the Workplace
In the final sections of her book, Chugh offers practical advice for creating more inclusive environments, particularly in the workplace. She emphasizes two key strategies: active listening and fair credit distribution.
Active listening is crucial for ensuring that all voices are heard, especially those from minority groups. Chugh points out that our ability to truly listen is often compromised by distractions, particularly from technology. This problem is exacerbated when it comes to minority voices, which are statistically more likely to be ignored.
To illustrate this point, Chugh shares an experiment she conducted during her PhD research. She asked people on the streets of Boston to guess the number of jelly beans in a jar, providing them with recorded advice from voices that were recognizably white, black, or Latino. Consistently, participants were more likely to follow advice from the white male voice while ignoring other voices.
This experiment highlights the unconscious biases that can influence whose input we value and listen to. Chugh encourages readers to be mindful of this tendency in meetings and other professional settings, making a conscious effort to listen to and consider input from people who aren't white men.
The second strategy Chugh emphasizes is fair credit distribution. She cites a 1979 study by psychologists Michael Ross and Fiore Sicoly, which found that individuals tend to overestimate their own contributions to group projects while underestimating others' contributions.
Given what we know about unconscious bias, it's likely that this tendency to undervalue others' contributions disproportionately affects minorities. Chugh urges readers to be mindful of this when wrapping up successful projects at work, ensuring that credit is given fairly to all contributors, with particular attention to recognizing the contributions of minority team members.
These strategies – active listening and fair credit distribution – are practical steps that anyone can take to create a more inclusive workplace environment. By implementing these practices, we can start to counteract the effects of unconscious bias and create spaces where all voices are heard and valued.
Conclusion: The Ongoing Journey
As Chugh wraps up her exploration of unconscious bias and the journey towards becoming a more inclusive person, she emphasizes several key takeaways:
Unconscious biases are real and pervasive, even among those who consider themselves free from prejudice.
These biases can have significant impacts on our behavior and decision-making, often in ways we don't realize.
Recognizing and addressing these biases is an ongoing process that requires self-reflection, education, and conscious effort.
Privilege plays a crucial role in this process, both in terms of recognizing our own advantages and using them to effect positive change.
True inclusivity goes beyond simply claiming to be "colorblind" or relying on positive stereotypes. It requires acknowledging and valuing diversity while also recognizing individual uniqueness.
Creating inclusive environments, particularly in the workplace, requires active strategies such as intentional listening and fair recognition of contributions.
Chugh's overall message is one of hope and empowerment. While confronting our biases can be uncomfortable and challenging, it's also an opportunity for growth and positive change. By becoming more aware of our unconscious thought patterns and actively working to correct them, we can indeed become "the person we mean to be" – someone who actively fights against bias and promotes genuine equality and inclusion.
The journey towards this ideal is ongoing and requires constant vigilance and effort. However, as Chugh demonstrates throughout her book, the rewards of this journey – both for ourselves and for society as a whole – are well worth the effort.
In the end, "The Person You Mean to Be" is a call to action. It challenges us to look beyond our good intentions and examine the unconscious biases that may be holding us back from truly embodying our values. It provides us with the tools and insights to recognize these biases and take concrete steps to address them. And perhaps most importantly, it reminds us that becoming a truly inclusive, anti-racist individual is not a destination but a lifelong journey of learning, growth, and active engagement with the world around us.
By embracing this journey, we can all play a part in creating a more equitable and inclusive society – one interaction, one decision, one day at a time. As Chugh so powerfully demonstrates, it's not about being perfect, but about consistently striving to be better, to learn more, and to do more. In doing so, we can indeed become the person we mean to be.