READING 4 - Are You Aware of Your Biases? – Carmen Acton

Question 1

Core Message

Answer 1

Leadership intentions are not enough—unconscious biases shape behavior in ways leaders often don’t recognize. Carmen Acton reflects on her own bias and offers four strategies for becoming a more self-aware and inclusive leader. The article emphasizes the need for active introspection, openness to feedback, and diverse engagement to ensure fair treatment and better team performance.

Question 2

Bias in Action

Answer 2

• The author unconsciously assigned less meaningful work to a team member (Bob) due to assumptions about his lack of formal education.
• This bias limited his visibility and opportunities until challenged by a peer.
• Realization: Intentions mean nothing without action. Bias can undermine inclusion even when leaders mean well.

Question 3

Strategy 1: Acknowledge Bias and Educate Yourself

Answer 3

• Biases stem from upbringing, culture, media, and internalized beliefs.
• Leaders must slow down, reflect, and investigate personal assumptions.
• Guiding questions:
  Do I equate education with ability?
  Do I assume quiet people lack ideas?
  Do my behaviors match my inclusive intentions?
• Small actions help (e.g., sending agendas in advance, checking in with quieter team members).

Question 4

Strategy 2: Let Others Challenge Your Assumptions

Answer 4

• When someone points out a microaggression or bias, listen without defensiveness.
• Use feedback as an opportunity to learn. Ask:
  “What else did you notice?”
  “Can you share the impact of my actions?”
• Every confrontation is a chance to grow as a leader.

Question 5

Strategy 3: Be Open to Feedback

Answer 5

• Ask peers and direct reports for honest input on your leadership impact.
• Example: A direct report viewed the author’s actions as micromanaging, not supportive.
• Regular feedback and accountability (e.g., check-ins) help align behavior with intent.

Question 6

Strategy 4: Embrace Diverse Perspectives

Answer 6

• Build relationships across different backgrounds and experiences.
• Avoid echo chambers; intentionally diversify your network.
• Use media (books, podcasts, authors) to broaden your mindset.
• Diversity improves not only inclusion, but also creativity and leadership range.

Question 7

Attitudes

Answer 7

The article reveals how implicit attitudes (e.g., education = competence) can distort decision-making and fairness.

Question 8

Personality:

Answer 8

Leadership growth requires emotional intelligence—openness, humility, and self-regulation.

Question 9

Diversity in Organizations:

Answer 9

• Real inclusion demands more than surface-level tolerance—it requires active correction of bias and inclusive design.
• Reinforces OB discussions on subtle discrimination, microaggressions, and systemic exclusion.

Question 10

Final Takeaway

Answer 10

Inclusive leadership starts with self-awareness. By acknowledging bias, listening to feedback, and intentionally engaging with diversity, leaders move from well-meaning to meaningful action—creating environments where all team members can thrive.