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Overcoming Bias: Building Authentic Relationships across Differences
Everybody's biased—even nice people like you. We all harbor unconscious assumptions about those who are different from us that get in the way of our good intentions and keep us from working together harmoniously and effectively. So in an increasingly diverse and globalized world, what does respecting difference actually require?
Tiffany Jana and Matthew Freeman argue that we need to focus our energy on identifying our deeply personal points of privilege and preference. Becoming aware of these hidden biases and learning how they arise from our histories and cloud our perceptions enables us to make genuine connections with others who aren't like us. And only by forging authentic relationships across differences such as race, religion, sex, ethnicity, sexual orientation, education, socioeconomic class, and ability will we ultimately break down social barriers and, in the process, greatly enrich our lives. Jana and Freeman are also a biracial couple, so they have some pretty deep experience with this issue.
Overcoming Bias uses vivid stories and fun (yes, fun!) exercises and activities to help us challenge our presuppositions and become open to encountering people, cultures, and ideas outside our usual comfort zone. This book will provide you with everything you need to understand bias, talk about it with increased fluency, and control and conquer it. In the end, Jana and Freeman's central message is that you are not the problem—but you are the solution.
Tiffany Jana and Matthew Freeman argue that we need to focus our energy on identifying our deeply personal points of privilege and preference. Becoming aware of these hidden biases and learning how they arise from our histories and cloud our perceptions enables us to make genuine connections with others who aren't like us. And only by forging authentic relationships across differences such as race, religion, sex, ethnicity, sexual orientation, education, socioeconomic class, and ability will we ultimately break down social barriers and, in the process, greatly enrich our lives. Jana and Freeman are also a biracial couple, so they have some pretty deep experience with this issue.
Overcoming Bias uses vivid stories and fun (yes, fun!) exercises and activities to help us challenge our presuppositions and become open to encountering people, cultures, and ideas outside our usual comfort zone. This book will provide you with everything you need to understand bias, talk about it with increased fluency, and control and conquer it. In the end, Jana and Freeman's central message is that you are not the problem—but you are the solution.
144 pages, Paperback
Published November 1, 2016
55 people are currently reading
803 people want to read
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Displaying 1 - 30 of 53 reviews
February 7, 2017
This book does a good job in a short space of talking about what bias is, why it matters, and how to go about raising your awareness of your own bias. The stories the authors embed in their book are useful, inspirational examples of how bias affects lives, and how people learn to overcome their biases. I'd recommend this to those who find themselves working, socializing, or just talking with people who are significantly different from themselves. Want to learn to have meaningful conversations about identity that go beyond sound bites and reflexive arguments? Give this book a read.
November 21, 2019
Clearly written, informed, thoughtful, and an excellent starting point for a group/community/workplace discussion on bias.
November 27, 2016
Inspired and inspiring. The real trick will be to keep the lessons learned in mind every day, as the pressures of daily activities make it too easy to slip back into the status quo.
I loved the way that the authors open the reader up to be more aware of other people's perspectives. The steps that they encourage to resolve bias are simple but challenging at the same time.
I would encourage everyone to read this book! Not preachy or belittling to anyone. We all have biases and need to be more aware to overcome them.
I loved the way that the authors open the reader up to be more aware of other people's perspectives. The steps that they encourage to resolve bias are simple but challenging at the same time.
I would encourage everyone to read this book! Not preachy or belittling to anyone. We all have biases and need to be more aware to overcome them.
December 6, 2016
This is a powerful book that will get you thinking about the everyday biases we all have. After listening to it, I've made a conscious effort to smile at and say hello to everyone I see.
February 5, 2018
The book is mostly US-centric. A bit more generalization would have made it a great book.
October 16, 2018
I love the inspirational message but IMO the book falls short in providing implementable solutions.
Bias is the default human condition. Acknowledging our own biases is important but realizing we have a bias is not enough. As a starting point, the included activities were revealing in identifying hidden biases, but it seems to me the authors minimize or ignore the problems that individuals and organization face when challenging their own biases and try to overcome them.
The solution and advice of the book of: not falling into early assumption mistakes, exposing themselves to diversity (people of different age, gender, color, sexual orientation, culture, socio-economic status, etc.), improving listening skills and asking questions, putting aside judgement etc. seems too simplistic an answer and do not provide practical guidelines. This is especially true when it comes to organizations or any work environment; it’s not just a matter of putting together a diverse team, there will be challenges and pitfalls to overcome later, when people with different backgrounds must work together, how are the different views and ideas are to be managed in a respectful and inclusive way?
Interestingly, the book provides examples of the misunderstandings that can result when our perspective is limited through assumptions. However , there is an instance where a teacher comments on a black student’s work, praising him for being articulate, the authors suggesting this comment is an indication that that teacher may be racist (assuming black students are generally not articulate), what about the possibility that the teacher was actually genuine and kind in his/her praise? isn’t this ironic that the authors themselves jump to conclusions?
Fav. quotes:
Authentic relationships are established on the premise that each party is of equal value regardless of age, station, color, gender, or any other variable—just two people connecting on the basis of their shared humanity. Relationships can be authentic without being overly intimate. One need not bear one’s soul to prove authenticity. Rather, within the appropriate confines of the particular relationship, two people should simply be genuine, present, and without ill intent. Again, boundaries are fine, but an authentic relationship is significant regardless of emotional distance. Once authenticity is established as a baseline, a person’s humanity cannot and should not be unseen or devalued. Some of the hallmarks of authentic relationships include curiosity, kindness, care, concern, empathy, compassion, presence, shared values, pride, sincerity, inclusion, warmth, listening, respect, and understanding.
Most often, people have hot-button responses because they associate their current situation with some negative past experience. What happens in the moment tends not to be as big a deal as we think it is; rather it’s the memory of something else that is triggered.
People take great offense when you think you know who they are without ever asking about their experience.
Bias is the default human condition. Acknowledging our own biases is important but realizing we have a bias is not enough. As a starting point, the included activities were revealing in identifying hidden biases, but it seems to me the authors minimize or ignore the problems that individuals and organization face when challenging their own biases and try to overcome them.
The solution and advice of the book of: not falling into early assumption mistakes, exposing themselves to diversity (people of different age, gender, color, sexual orientation, culture, socio-economic status, etc.), improving listening skills and asking questions, putting aside judgement etc. seems too simplistic an answer and do not provide practical guidelines. This is especially true when it comes to organizations or any work environment; it’s not just a matter of putting together a diverse team, there will be challenges and pitfalls to overcome later, when people with different backgrounds must work together, how are the different views and ideas are to be managed in a respectful and inclusive way?
Interestingly, the book provides examples of the misunderstandings that can result when our perspective is limited through assumptions. However , there is an instance where a teacher comments on a black student’s work, praising him for being articulate, the authors suggesting this comment is an indication that that teacher may be racist (assuming black students are generally not articulate), what about the possibility that the teacher was actually genuine and kind in his/her praise? isn’t this ironic that the authors themselves jump to conclusions?
Fav. quotes:
Authentic relationships are established on the premise that each party is of equal value regardless of age, station, color, gender, or any other variable—just two people connecting on the basis of their shared humanity. Relationships can be authentic without being overly intimate. One need not bear one’s soul to prove authenticity. Rather, within the appropriate confines of the particular relationship, two people should simply be genuine, present, and without ill intent. Again, boundaries are fine, but an authentic relationship is significant regardless of emotional distance. Once authenticity is established as a baseline, a person’s humanity cannot and should not be unseen or devalued. Some of the hallmarks of authentic relationships include curiosity, kindness, care, concern, empathy, compassion, presence, shared values, pride, sincerity, inclusion, warmth, listening, respect, and understanding.
Most often, people have hot-button responses because they associate their current situation with some negative past experience. What happens in the moment tends not to be as big a deal as we think it is; rather it’s the memory of something else that is triggered.
People take great offense when you think you know who they are without ever asking about their experience.
August 12, 2020
This is a great publication for book club! It is an easy read and makes points that one would assume are common sense. Jana and Freeman begin the book explaining that it is easy to get along with people who are similar to us. Also, they state everyone is biased, it is about your awareness and control you have over it.
I enjoyed the ten activities in the book. This is what made it enjoyable to read. Answering questions and taking quizzes about your own biases really opens your eyes, makes you become aware, and helps you analyze why you think that way. The authors also provide advice on how to control these biases.
This is a text for one to discuss with others and be dared to get out of your comfort zone. Reading this just to read a book, will not allow you to process the main ideas.
I enjoyed the ten activities in the book. This is what made it enjoyable to read. Answering questions and taking quizzes about your own biases really opens your eyes, makes you become aware, and helps you analyze why you think that way. The authors also provide advice on how to control these biases.
This is a text for one to discuss with others and be dared to get out of your comfort zone. Reading this just to read a book, will not allow you to process the main ideas.
July 2, 2019
If you work a job where you interact with people, read this book.
I am someone who likes to think of myself as having ZERO bias, but that is simply just not possible. As someone who believes everyone is equal and should all have the same opportunities, I STILL have bias. Everyone does. This book made me realize I have got to really put in the work to not let my bias affect the way I treat people.
This is a difficult topic and can honestly get quite awkward if you participate in all the activities the book provides. Speaking with my conservative family members and trying to understand their views is not something I am ready to do, so that will be further down the road on this journey to overcome bias for me. I can see the importance of that activity, and how it will impact the way I deal with people who are totally different from me. I will get to it, hopefully sooner rather than later (but probably not, let's be honest here).
Very quick and worthwhile read.
This definitely caters to a work environment, but it can be applied to everyday life.
I am someone who likes to think of myself as having ZERO bias, but that is simply just not possible. As someone who believes everyone is equal and should all have the same opportunities, I STILL have bias. Everyone does. This book made me realize I have got to really put in the work to not let my bias affect the way I treat people.
This is a difficult topic and can honestly get quite awkward if you participate in all the activities the book provides. Speaking with my conservative family members and trying to understand their views is not something I am ready to do, so that will be further down the road on this journey to overcome bias for me. I can see the importance of that activity, and how it will impact the way I deal with people who are totally different from me. I will get to it, hopefully sooner rather than later (but probably not, let's be honest here).
Very quick and worthwhile read.
This definitely caters to a work environment, but it can be applied to everyday life.
February 6, 2017
Outstanding book that provides meaningful actions to moving from thinking about bias to taking steps to overcome bias. One of the primary pieces of advice is to build authentic relationships across difference---race, religion, political viewpoints, gender, sexual orientation, etc. The book also helps readers become cultural allies who can stand up and address bias issues intelligently, compassionately and effectively. I highly recommend this book as a primer for becoming more inclusive of all people.
June 27, 2018
If you don't know where to start with the idea of bias, and also feel like opening up the door to the conversation is going to dump a load of shame and guilt on you then start here. This book explains bias, how it is part of the human condition, that you can have negative AND positive bias - and you can control it. The last part is the most important - they don't shame you for having bias, they want to help everyone become aware of their bias so then it can be controlled, which it can be. I highly recommend this book.
March 8, 2017
Some good ideas when working toward a more equitable approach to others. I work for our local community college and frequently see my ideas concerning the subject in action. We've had a "lunch with a stranger" where students found someone different from themselves and take part in a discussion, and we are going to do African-American plays using white actors to illustrate privilege, etc. We're going to do Raisin in the Sun next.
March 1, 2017
Thought-provoking and challenging. This book helps you identify your biases (we all have them) and gives you tools and ways to start overcoming them.
I regret missing the Sunday school classes with the authors that were recently held at my church.
I regret missing the Sunday school classes with the authors that were recently held at my church.
April 21, 2018
This is a very challenging read.
It is annoying and effectively irritating under my skin. There is so much work to be done everywhere with this subject.
You might hate it but it is true that we all have some sort of bias.
It is annoying and effectively irritating under my skin. There is so much work to be done everywhere with this subject.
You might hate it but it is true that we all have some sort of bias.
September 4, 2018
Full of terms, charts, and procedures, this is an intermediate to advanced level guide for facilitating difficult conversations. For those just starting out, read chapter seven, “sharpen inclusion habits” first.
November 11, 2016
Interesting perspective.
January 17, 2017
Excellent!
January 19, 2018
This book provided practical ways in which one can address personal bias and work towards change.
January 18, 2023
Overcoming Bias: Building Authentic Relationships Across Difference by Tiffany Jana and Matthew Freeman c. 2016 (112 pages—Berrett-Koehler)
Key Quotations
• “Bias is a survival instinct that helps the human brain make rapid choices . . .” (ix).
• “Try this sentence stem if someone says something biased and you want to help him or her see that bias: ‘You may not be aware of this, but I am uncomfortable with the way you are talking about that group of people . . .’” (27).
• “Contact theory is the idea that people can reduce personal bias through cross-cultural experiences. The germinal theorist Gordon Allport hypothesized that prejudice emergers from a lack of understanding of and exposure to different people. It is rooted in our societal segregation. According to contact theory, exposure to different types of people decreases prejudice . . . [But] simply putting different kinds of people together does not reduce bias . . . It turns out that five conditions are necessary to overcome bias. We might call the prerequisites for authenticity in relationships
o All group members have equal status.
o Opportunities for meaningful personal encounters are available.
o Participants are interdependent and working toward a common goal.
o Stereotypes are actively disconfirmed.
o The group actively supports equality” (31).
• “Studies of human infants show that people are social animals who display positive bias toward people who look like their immediate family and toward people they are exposed to early in life” (39).
• “Privilege is relative. Anyone can have it, and most everyone has some . . . Unraveling racism, sexism, xenophobia, ableism, and other pernicious biases will require the collective effort of very thoughtful and deliberate people. So if you aspire to be among those change makers and want to help your friends, associates, and family members join our ranks, get ready to own your privilege and use it for good . . . The good news is that mutually beneficial solutions are possible because everyone ultimately wins when inclusion is realized” (56).
• “The challenge with the privilege conversion is that the mention of it puts people on the defensive. You definitely want to avoid pain and oppression Olympics. Pain Olympics refers to the human tendency to deny privilege and focus on all the ways you and/or your people’s pain is worse than someone else’s. That is a no-win proposition. Instead, try applying the control/conquer/prevail framework to your perspective on your own privilege.
o Neutralize your privilege by acknowledging it. You need not be ashamed nor apologize for the advantages you have, whether they are earned, unearned, inherited, blessed, or otherwise . . .
o Conquer the power privilege has over you by shifting the accusatory/defensive tone to one of questioning, understanding, and empathy. People who point fingers and accuse are often in pain and want to be heard. So try listening. Put your perspective and privilege aside and spend as much time as possible listening and learning without being defensive . . .
o Prevailing over privilege requires that we move ourselves aside and listen, learn, and work in service of others . . .” (57-58).
• “High emotional intelligence and cultural competency are leadership skills” (74).
• [from page 84, modified]
Cultural Inventory
o Your favorite book
o Your favorite movie
o List a few TV shows you watch
o List your favorite music artists
Then, for each of these categories, list the race gender, religion, and sexual orientation of the authors, musicians, writers, characters:
o How are they similar to you?
o How are they different from you?
o What else did you notice?
• Interrogative Approach
AVOID TRY INSTEAD
Questions with embedded advice:
o Don’t you think it would be good to . . .
o Maybe you should . . .
o Just relax. Don’t take the situation so seriously Invite the participants to solve their own problems:
o What solutions can you see to this situation?
o Have you been in a situation like this before? How did you handle it?
Questions that judge:
o Are you being as kind as you could in this situation?
o What would X think of your actions?
o Is that a good idea? Validate the experiences and perspectives of others. Invite them to consider different perspectives:
o I understand that this situation is difficult for you. Can you tell me more about that?
Questions that diagnose:
o Are you angry because . . .
o Are you insecure because . . . Ask people to describe how they’re feeling and why:
o I sense that you feel strongly about this subject. Can you tell me how you’re feeling right now?
o What about this situation stirs these emotions in you?
• Listening Lunch: “Find someone who pushes your buttons or whose ideas you just don’t understand or agree with. Take that person out to lunch. Pay if you’re able. Practice asking open-ended questions [see above] and then, simply, listen. Don’t contradict, don’t challenge, don’t debate. If that’s a challenge, rest assured we’re only asking you to do this for one lunch. But notice your reactions, and inquire why its challenging for you” (106).
Key Quotations
• “Bias is a survival instinct that helps the human brain make rapid choices . . .” (ix).
• “Try this sentence stem if someone says something biased and you want to help him or her see that bias: ‘You may not be aware of this, but I am uncomfortable with the way you are talking about that group of people . . .’” (27).
• “Contact theory is the idea that people can reduce personal bias through cross-cultural experiences. The germinal theorist Gordon Allport hypothesized that prejudice emergers from a lack of understanding of and exposure to different people. It is rooted in our societal segregation. According to contact theory, exposure to different types of people decreases prejudice . . . [But] simply putting different kinds of people together does not reduce bias . . . It turns out that five conditions are necessary to overcome bias. We might call the prerequisites for authenticity in relationships
o All group members have equal status.
o Opportunities for meaningful personal encounters are available.
o Participants are interdependent and working toward a common goal.
o Stereotypes are actively disconfirmed.
o The group actively supports equality” (31).
• “Studies of human infants show that people are social animals who display positive bias toward people who look like their immediate family and toward people they are exposed to early in life” (39).
• “Privilege is relative. Anyone can have it, and most everyone has some . . . Unraveling racism, sexism, xenophobia, ableism, and other pernicious biases will require the collective effort of very thoughtful and deliberate people. So if you aspire to be among those change makers and want to help your friends, associates, and family members join our ranks, get ready to own your privilege and use it for good . . . The good news is that mutually beneficial solutions are possible because everyone ultimately wins when inclusion is realized” (56).
• “The challenge with the privilege conversion is that the mention of it puts people on the defensive. You definitely want to avoid pain and oppression Olympics. Pain Olympics refers to the human tendency to deny privilege and focus on all the ways you and/or your people’s pain is worse than someone else’s. That is a no-win proposition. Instead, try applying the control/conquer/prevail framework to your perspective on your own privilege.
o Neutralize your privilege by acknowledging it. You need not be ashamed nor apologize for the advantages you have, whether they are earned, unearned, inherited, blessed, or otherwise . . .
o Conquer the power privilege has over you by shifting the accusatory/defensive tone to one of questioning, understanding, and empathy. People who point fingers and accuse are often in pain and want to be heard. So try listening. Put your perspective and privilege aside and spend as much time as possible listening and learning without being defensive . . .
o Prevailing over privilege requires that we move ourselves aside and listen, learn, and work in service of others . . .” (57-58).
• “High emotional intelligence and cultural competency are leadership skills” (74).
• [from page 84, modified]
Cultural Inventory
o Your favorite book
o Your favorite movie
o List a few TV shows you watch
o List your favorite music artists
Then, for each of these categories, list the race gender, religion, and sexual orientation of the authors, musicians, writers, characters:
o How are they similar to you?
o How are they different from you?
o What else did you notice?
• Interrogative Approach
AVOID TRY INSTEAD
Questions with embedded advice:
o Don’t you think it would be good to . . .
o Maybe you should . . .
o Just relax. Don’t take the situation so seriously Invite the participants to solve their own problems:
o What solutions can you see to this situation?
o Have you been in a situation like this before? How did you handle it?
Questions that judge:
o Are you being as kind as you could in this situation?
o What would X think of your actions?
o Is that a good idea? Validate the experiences and perspectives of others. Invite them to consider different perspectives:
o I understand that this situation is difficult for you. Can you tell me more about that?
Questions that diagnose:
o Are you angry because . . .
o Are you insecure because . . . Ask people to describe how they’re feeling and why:
o I sense that you feel strongly about this subject. Can you tell me how you’re feeling right now?
o What about this situation stirs these emotions in you?
• Listening Lunch: “Find someone who pushes your buttons or whose ideas you just don’t understand or agree with. Take that person out to lunch. Pay if you’re able. Practice asking open-ended questions [see above] and then, simply, listen. Don’t contradict, don’t challenge, don’t debate. If that’s a challenge, rest assured we’re only asking you to do this for one lunch. But notice your reactions, and inquire why its challenging for you” (106).
February 1, 2021
I started this, then stopped because I wasn’t giving it the full attention it deserved. I picked it back up a couple of weeks ago and really committed to doing the exercises. Going in, I felt like I was already pretty aware of my biases, but when I took the time to reflect more deeply, I realized that some of my unconscious biases were ingrained to such an extent that I truly needed to uncover them in order to get down to the real work of dismantling them. I appreciate the premise that one must start with oneself and be committed to acknowledging and deconstructing biases in order to establish more authentic relationships with people of differing beliefs, experiences, backgrounds, race, gender, abilities, age, etc. The recommended TED talks were thought-provoking and inspiring, and most of the activities were useful, even if (and especially because) they made me uncomfortable with what I learned about myself.
October 1, 2020
A mediocre book that tries to sell the authors as experts in Social Justice.
First of, it uses the IAT test as definite proof that unconscious bias exists. The IAT has been debunked and has been known to not reliable produce results. Taking the test multiple times can result in very different outcomes.
Secondly, it tries to marries the christian doctrine with Social Justice. A framework in which their neither is redemption, nor forgiveness. Which can't be done, because whiteness is the original sin from which there is no redemption. One cannot stop being white.
Thirdly, it puts the cart before the horse. The book details multiple examples in which bias was acquired, by coming into contact with people from minorities who exhibit bad behavior, and how the bias was resolved, by having authentic relations with people from minorities. This goes directly against the grain of the book, namely that you first have to work on your own bias before there can be authentic relations.
Do you want to learn more about bias, pick up a good book about social justice.
Do you want to learn about how to build authentic relations pick up 'How to win friends and Influence people'.
Do you want to learn how to talk about people pick up 'How to Have Impossible Conversations: A Very Practical Guide'.
First of, it uses the IAT test as definite proof that unconscious bias exists. The IAT has been debunked and has been known to not reliable produce results. Taking the test multiple times can result in very different outcomes.
Secondly, it tries to marries the christian doctrine with Social Justice. A framework in which their neither is redemption, nor forgiveness. Which can't be done, because whiteness is the original sin from which there is no redemption. One cannot stop being white.
Thirdly, it puts the cart before the horse. The book details multiple examples in which bias was acquired, by coming into contact with people from minorities who exhibit bad behavior, and how the bias was resolved, by having authentic relations with people from minorities. This goes directly against the grain of the book, namely that you first have to work on your own bias before there can be authentic relations.
Do you want to learn more about bias, pick up a good book about social justice.
Do you want to learn about how to build authentic relations pick up 'How to win friends and Influence people'.
Do you want to learn how to talk about people pick up 'How to Have Impossible Conversations: A Very Practical Guide'.
January 26, 2021
This was a nice, gentle, introduction to the idea of bias and what we can do to overcome them. At first, I’ll admit that I found it to be a little neutral for my taste, but as I digested and read more, I saw the possibility and opportunity in taking this approach. While the spotlight has been on bias around race lately, this book looks at all bias and helps the reader understand their own bias and privilege—we all have it—and how to identify, approach and prevail over bias. Overcoming bias isn’t a destination or a task that you reach/check off, it’s like hygiene. You need to work at it constantly and one day it becomes second nature.
June 25, 2020
I read Overcoming Bias for a work book club. Everyone has biases. Some we are aware of and others not so much. It is good to take time to uncover and reflect on those biases, and make sure we're not hurting or excluding people based on those biases. It is easy to fall into a routine and just stick with what is comfortable, so it's good to have a reminder to proactively seek out interactions with people who are different from you and to listen to and consider different perspectives.
August 13, 2020
Interracial couple, and business owners, wrote a quick, engaging guide to expanding your "in" group, thoughts, activities with a view towards reducing bias. Same way you get to Carnegie Hall - practice, practice, practice. Deliberately incorporating diversity in more aspects of your life results in better habits with regard to bias. Definitely recommend for anyone looking to become an ally to those who are struggling or to identify and reduce personal negative bias.
June 7, 2025
This book forced you to think about somethings because you had to answer some tough questions. If the truth be told we really do not like to look at our selves in the mirror when we have dicussions of this nature, but we must also know that we have to embrace others and differences in the world. Allowing the uniqueness of others is what makes the world better and until we realize this well we will be stuck where we are now.
January 22, 2020
This was a good read, I had always meant to read this and I'm so glad I did. I used to work in housing discrimination work and I think this should be a required read along with doing the activities for anybody in social justice and/or diversity work. It's definitely one to keep around, reflect and do a self-check periodically to measure where you're at in your unconscious and conscious bias.
February 18, 2020
Such a critically simple and important book on bias which whether we like it or not we all have in one way or another. My only criticism is that I think it would have been more authentic if the authors said that they were married to each other at the beginning. It was too cute by half to bury that in the acknowledgments IMO.
September 3, 2020
Previewed this for the diversity committee at work. I really enjoyed it and think it would be a good choice for workshops or reading groups in the office. Not too technical, not too personal... it has a good tone. The audience is everyone, not just leaders. Useful exercises that can be done by anyone, in any environment.
March 13, 2021
This book is a good starting point if new to this topic. It is clearly aimed at a wide audience. I found it lacked in depth information about the intricacies of biases. It focused on individual role in overcoming biases. It only acknowledges the importance of structural biases at the very end of the book.
June 6, 2021
I have studied DEI work over many years. This is a very thought-provoking and practical book with many easily applicable exercises to make the reading experience all the richer. If you want to delve into a personal level of change, this is the book for you and perfect to share with those in and out of your comfort zone.
March 16, 2019
A little book I picked up at a conference because I heard the author in a session. Excellent and easy read - only about 115 pages. Great activities to use in the workplace for basic inclusion practices. Totally recommend it!
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