Release:
April 6, 2022

Women of NATE Today Newsletter
Volume 4, Issue 4

Have you heard this saying before: “April showers bring May flowers.”? You may remember it from your childhood, as most of us do. The saying traces back to the mid-1500’s. It’s believed to have been used before that, but it was first recorded in a series of writings by Thomas Tusser. He pulled together a series of writings that he titled, “A Hundred Good Points of Husbandry.” In Tusser’s collection he had a short poem that said:

“Sweet April showers
  Do bring May flowers”

"April showers bring May flowers" is a reminder that even the most unpleasant of things, in this case the heavy rains of April, can bring about very enjoyable things such as an abundance of delightfully fragrant flowers in May. After those rainy days, think about how you felt when you saw the sky clearing with a beautiful rainbow peeking through after the storm passes. What does a rainbow symbolize for you? Some things that come to mind are hope, inspiration, promise, good fortune, and wishes coming true.

If you’re in the middle of a storm in your life waiting for the rainbow, remember that success is often achieved after a battle, struggle, and much patience. Weathering the storm is a part of life. Understand why you’re enduring the rain and never stop learning along the way. The delays you experience while fighting your challenges are valuable. So instead of wasting your time complaining, use the experience to assess what knowledge and additional skills you can gain. 

This quote by Maya Anelou is very fitting, “Each of us has the power and responsibility to become a rainbow in the clouds.” No matter where you are in your career journey, clouds do not hang forever so be patient and allow your life to change directions just like the wind. Then when your rainbow finally arrives, don’t forget all the energy, time, and sacrifices you had to make as well as the supportive people who helped you reach your goals and dreams.

Tell us what’s at the end of your rainbow. The Women of NATE want to hear from you.

WON Profile: Monica Vink

Where will you find the Women of NATE?

Take Women of NATE with you!

Are you traveling for work or taking a leisure vacation? Take a creative photo holding a Women of NATE (WON) logo in front of a landmark that lets us know where you are. 

Women of NATE Committee member travelled near Porta Garibaldi, Milano, Italy in the following photos.

(Above) Bubbles" (Graffiti Wall) is meant to represent that although we may feel isolated at times we are in a continuum of never ending circles of community as we ascend through life. 

Upcoming Events

Recent Event Highlights

(Above) NATE Members and Women of NATE Committee Members gather for the 10th Annual South Wireless Summit in Nashville, Tennessee.

(Above) NATE Member Mercy Contreras of AGL stops by the NATE booth to visit with Kari Stein NATE Controller/HR Manager at IWCE. 

(Above) NATE Communications Coordinator Vicki Dahl visits with Buckley Clarke and Scott Stormo of the State of Alaska.

10 Ways To Reduce The Damaging Impact Of Unconscious Bias On Your Business

Recent studies show increasing numbers of women and people of color are choosing to leave their jobs in corporate America due to bias, lack of support, and stressors due to facing greater challenges than before. And since the start of the Covid pandemic, more than 5 million women have lost their jobs.

This is a crisis. Leaders—both in corporations and government agencies—need to see this is a tidal wave with some very serious long-term impacts for the employees themselves, their families, their communities, and for employers. It has never been more important for employers to address unconscious bias in their workforce. Study after study shows that doing so will attract and retain employees, improve productivity, and positively impact the bottom line.

Unconscious biases, also known as hidden biases or implicit biases, are hidden within a blind spot of the brain. These biases guide our behavior without our being aware of their role. Once lodged in the brain, based on what an individual has experienced or been exposed to in life, hidden biases can influence behavior toward members of particular social groups, such as women, minorities, people of certain religions, people of certain ages, and more.

There are many types of unconscious bias. Here are just a few to be aware of:

·         Affinity bias—favoring employees who “fit your culture.” This often means hiring and promoting people with similar interests, experiences, and backgrounds to existing company management.

·         Confirmation bias—disproportionately rewarding employees based on their names, places they’ve lived, or schools attended. This may lead to you unconsciously confirming your beliefs and ignoring diversity.

·         Name bias—hiring or rewarding employees simply based on a person’s name. A study from the National Bureau of Economic Research showed that people with “white names” receive 50% more interview callbacks than those with African American sounding names. Some companies mitigate against this by removing names and addresses from candidate’s applications.

By way of specific data on the negative impact of unconscious bias, a 2017 Harvard Business Review/University of Chicago study surveyed over 1,000 employees of large companies to see if they perceived bias at their jobs. First and foremost, 9.2% of respondents reported that they did perceive bias—a significant number. And, those who perceived bias were twice as likely to not feel proud of working for their company, three times as likely to say they planned on leaving the company within the year, and four times as likely to report feeling alienated at work. The report estimated that this disengagement and alienation cost companies between $450 and $550 billion per year.

So, what can you do at your company to reduce the negative impact of unconscious bias on your team and create a healthier and more productive culture?

10 ways to mitigate against unconscious bias at your company

1.      Make sure employees understand stereotyping, the foundation for bias. Educating employees about stereotyping can raise awareness and keep people mindful of their stereotyping behaviors and perceptions.

2.     Set expectations. Let employees know that you are prioritizing bias mitigation. Begin by using relevant terminology. Make sure employees understand the company values diversity, inclusion, and equity. Include a diversity statement in your organizational values, demonstrating your commitment to diversity.

3.     Be transparent about your hiring and promotion process. This transparency will assure employees that these processes are not biased toward the hiring and promotion based on gender, age, race, sexual orientation, or other factors. If you are proactively recruiting professionals from diverse backgrounds and experiences, being transparent about it will build your employees’ trust in the hiring and promotion processes.

4.     Make leaders responsible. Ensuring decision-makers are accountable for the organization’s values will demonstrate the importance of an unbiased workplace to the organization’s culture.

5.     Have clear criteria for evaluating qualifications and performance. Having such criteria eliminates nearly all possibility that bias will impact the appraisal process. Some companies use blind evaluations so that the employee is represented solely by their work and not their race or gender.

6.     Promote dialogue. Creating a culture that promotes open expression and discussion about bias not only educates and builds trust among employees but also reinforces an organization’s values

7.     Make meetings inclusive. Being inclusive can mean doing things as simple as valuing others’ time. Be aware of who you sit next to and engage with each meeting. Ensure equal amounts of interaction with each employee. Make sure all employees feel fully listened to and respond constructively to comments you might disagree with.

8.    Provide bias training. Training can benefit the entire workforce by educating employees and reassuring those who may feel excluded that the issue of bias is being actively discussed and addressed.

9.     Offer a means for making anonymous complaints. This provides a safe space for employees to report an issue without fear of retaliation.

10.   Ask for feedback. Include questions about racial bias on anonymous employee surveys. You may even consider surveying former employees about racial bias to understand what issues they may have faced and what steps might have helped keep them at your organization.

Reducing the negative impact of unconscious bias takes commitment, concerted efforts, and effective training and mitigation strategies, but it is increasingly important to workers, especially to women and Gen Z and Y workers. However, taking concrete and transparent steps to lessen the impact or perception of unconscious bias at your company will yield positive results, such as reduced employee turnover, increased productivity, and a healthier balance sheet.

This article was originally published on AllBusiness.com.

AllBusiness.com is one of the world’s largest online resources for small businesses, providing essential tools and resources to start, grow, and manage your business.