b'equity and diversity. From our experi- training.Initially,theytoldusthatabout bias should be reframed as an ences in healthcare, effective implicitlearning about their biases motivatedexerciseinlearningandpracticing bias training should steer away fromthem to change their behaviour, butself-compassion and self-forgiveness.over-simplisticanddichotomousthey felt this was challenging to do. thinking about prejudice. For example,Simply learning that they were biasedPolice leaders also play an import-suggesting that having bias is bad andmadethemfeelhelplessandfrus- ant role when it comes to addressing being unbiased is good can be prob- tratedbecausetheyworkedwithinimplicit bias. Rather than focus exclu-lematic. Similarly, reducing individualsalargeandcomplexhospitalthatsively on training others, leaders must tobeingeitherbiasedorunbiasedseemed like it could never change.perpetuates the problem. look within their own approaches to However, over time these individ- equityanddiversity.Policeleaders The truth is that bias is normal. Ituals were encouraged to reflect notwhorolemodelamoreinclusive can be helpful or harmful. Our brainsonly on their own biases, but on the categorizeandorganizeinformationbiasestheyseearoundthemselves,approach and integrate bias training usingheuristicsandbiasesallthein others and within their workplace.withotherinitiativestoenhance time. Yet simultaneously, our implicitOurtrainingapproachencouragedinclusionandbelongingwithintheir biasescanalsoperpetuatehealththem to channel their frustration andservice will be more successful than disparities for some of our most vul- helplessnessintoactionablebehav- those who rely on training alone. nerable patients. While addressing theioursthatcouldhelpcreatechange harmful impact of biases is importantwithintheunitthattheyworked. and possible, it also requires shiftingExplicitly paying attention to how bias our mindset.manifests within their workplace cul- Dr. Javeed Sukhera is Chair of the In one of our studies, we exploredture was an important component ofLondon Police Services Board in London, howteachersandlearnersmanagethe training. Simply educating peopleOntario. He is also an Associate Professor thetensionsthatoccurduringtheabouttheirbiasesledtofrustrationof Psychiatry/Paediatrics and Scientist, processoflearningaboutimplicitand helplessness. Yet, shifting train- Centre for Education Research and biases.Welearnedthatrecognizinging from simply talking about biasesInnovation, Schulich School of Medicine implicit biases triggers compartment- towardswhatindividualscandoto alizationbetweentheidealversionreducetheharmfulimpactofbiasand Dentistry, Western University.ofourselvesandwhowetrulyare.madeasignificantdifference.Over Thisworksuggeststhatsuccessfullytime,theysawthemselvesasrole modelsandbecamechangeagentsReferencesmanagingimplicitbiasesrequires1. Greenwald AG, Banaji MR. Implicit social within their workplace.reconcilingthesetensionsforpolicecognition: attitudes, self-esteem, and services staff through striving for theLastly,wemustremainhumblestereotypes. Psychological review. 1995 ideal, while accepting that they will2. Jan;102(1):4.andremindourselvesthatsingle Sukhera J, Watling C. A framework for inte- always be vulnerable to the influencetraining sessions are unlikely to pro- grating implicit bias recognition into health of bias. professions education. Academic Medicine. ducemeaningfullearningoutcomes2018 Jan 1;93(1):35-40.forthosewhoparticipateinbias3. Green AR, Carney DR, Pallin DJ, Ngo LH, Anotherchallengeregardingbias Raymond KL, Iezzoni LI, Banaji MR. Implicit training that we attempted to exploretraining. Rather than singular curricu- bias among physicians and its prediction through our research was the issue oflarinterventions,approachesshouldof thrombolysis decisions for black and structural bias. Far too often, trainingincludeopportunitiestorefreshandwhite patients. Journal of general internal medicine. 2007 Sep 1;22(9):1231-8.approachesinvolvingimplicitbiasrepeatkeymessageswithattention4. Sukhera J, Watling C. A framework for inte- focusonindividualswithoutappre- tosustainablebehaviouralchangegrating implicit bias recognition into health professions education. Academic Medicine. ciationthatbiasesareembeddedover time. 2018 Jan 1;93(1):35-40.within our culture. The effects of any5. Sukhera J, Milne A, Teunissen PW,educationalinterventiontargetedtoOverall,theimplicationsofthisLingard L, Watling C. The actual versus healthcare research for policing sug- idealized self: Exploring responses to individualswithoutappreciationofgests we should be reframing how wefeedback about implicit bias in health the ubiquitous nature of bias in ourprofessionals. Academic Medicine. 2018 Apr societywillultimatelyfail.Placingtrainofficersregardingimplicitbias.6. 1;93(4):623-9.Ifwewanttoaddresstheharmful Sukhera J, Wodzinski M, Teunissen PW,onusonindividualpoliceserviceimpactofbias,wemustnormalizeLingard L, Watling C. Striving while members to address widespread andaccepting: Exploring the relationship bias.Havingbiasisnotsomethingbetween identity and implicit bias recogni-organizational issues can contribute tothat should make us feel ashamed ortion and management. Academic Medicine. a sense of futility and helplessness.2018 Nov 1;93(11S):S82-8.guilty.Norshouldwepushanyone7. Sukhera J, Milne A, Teunissen PW, LingardIn one of our studies, we followedtowards toxic perfectionism. TrainingL, Watling C. Adaptive reinventing: implicit participantsforoneyear,monthsourfront-lineservicemembersandbias and the co-construction of social change. Advances in Health Sciences after they participated in implicit biasbehindthescenessupportstaffEducation. 2018 Aug 1;23(3):587-99.24 H.Q. Summer 2020'