Article Analysis Essay on Facebook Develops Unconscious Bias Training

Introduciton

In her article "Facebook develops unconscious bias training," Guyan, 2015 illustrates how the tech company has taken measures to deal with the hidden bias to promote a more welcoming corporate culture to people and ideas. According to the CEO and Co-founder of Code2040 Powers, the measure comes as positive news for her since technology companies once denied the lack of diversity in their corporations (Guyan, 2015). Google and Facebook arguably one of the big companies in the world with regards to their workforce and therefore biases are a challenge they would have faced. Even though they have undertaken the training, where the statistics of USA workforce in Facebook still stand at 55% as Whites and only 4% and 2% Hispanics and African Americans, the training is yet to be effective. However, it would take time before it achieves the results and will require a more practical approach to dealing with biases of race and gender.

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There was no surprise by any of the results of the four assessments. They all reflect an honest picture on the ground. Most people would prefer young to old aged, thin to fat and Christianity is ideal to other religions. The last test on European American and African American showed no automatic preference between the two, but statistically, most people prefer European American to African American which is evidenced by the distribution summary in the graph above.

The Assessment of Most Importance to a Manager and Why the Manager Needs It

The last one on the European American and African American is the most important of the four taken. It is because despite the sensitization carried around organizations and all the training on hidden biases people go through; it is still one area of unfairness that is yet to achieve desired effects. Currently, the workforce in the world is diversified with African American being empowered to take up white collar jobs. However, Pitner (2018) in his article indicated that America's racist status quo remains unique and oppressive citing scenarios of racism in the USA.

It is, therefore, important for any manager in today's workplace to be aware of this diversity in the workforce and try to close the gap without leaning on either side. Traveling across the world has become easier creating a diversified workforce in the workplaces. If a manager does not recognize the diversity, then he/ she may face harsh consequences of discrimination and violation of Human Rights.

The Assessment Where a Different Outcome Would Be Better and the Effect It Would Have On One as a Manager

From the four, a different result such as no automatic preference between abled persons and disabled persons would have been a better one. Though disabled persons may not be able to perform some duties in the organization, it would be unfair to overlook them for some incapacity that is beyond their control. As a manager, it would be better to give them more privilege on some roles within the workplace and at least have a minimum percentage representation of the disabled to the total workforce.

An Action Plan of What One Would Do to Influence the Desired Change in the Outcome of One of the Assessments

A complete reverse of the result of the abled and disabled persons to reflect a no preference situation on either of the groups would be better. To be able to achieve this, focus on the reasons why the shift is on one side and concentrate on the weaker side, in this case being the disabled persons. With this regards, one would undertake any courses in handling disabled persons such as learning sign languages and teaching other colleagues in the workplace, visiting the disabled in disabled homes. All these are personal steps to ensure familiarity with their conditions and learn how to interact with them outside the workplace. Next thing would be to establish a minimum percent of employee workforce comprising of disabled persons, say 10% and include it in job advertisements to encourage them to apply for the positions.

Recommendation to Somebody in the Workplace or University

I would recommend these assessments to my friend because she has always had difficulty in accepting others that are different from her. She suffers from biases, though she would try to hide it from that particular person. These assessments would help curb her mentality of the preconceived notion and accepting people from different backgrounds and origins.

The Testing Method Used

From the last paragraph on about IAT, which explains the calculation of the results, it is clear that the score depended on how fast someone responds to a particular category or combination of the variables. The first parts of the test are okay since they help the candidate familiarize with the words or images. Though it is fair to say the calculation of results is somewhat realistic, other variables such as the cognitive ability of someone to process information do not form part of the test which may affect the results. The exercise requires no interactions during answering and requires total concentration. If a candidate commences the test while performing other duties such as talking so that their attention is divided, the outcome of the assessment can be misleading.