Guest post by April January
In the realm of design thinking and co-creation, biases can significantly impede meaningful engagement, spark idle conflict, and halt the progress of a group. As a facilitator and equity practitioner, recognizing and countering these biases is crucial for fostering an inclusive environment and developing effective solutions. Drawing from my experience in design thinking and facilitating co-creation sessions, I’ll explore how biases manifest, their impact on the solution creation process, and strategies for mitigating their effects.
The Impact of Biases on Engagement and Collaboration
Biases, whether conscious or unconscious, can influence how people perceive and interact with one another during co-creation sessions. For instance, I’ve observed scenarios where participants’ biases led to the marginalization of certain voices, resulting in a lack of diverse perspectives in the discussion. In one particular session, a participant consistently dismissed the ideas of a colleague from a different cultural background, leading to tension and an unproductive environment.
These biases not only stifle meaningful engagement but also cause conflict that can lead to the delivery of poor solutions. When individuals feel undervalued or misunderstood, they are less likely to contribute openly, and the group’s dynamic can become strained. This tension can derail the focus from problem-solving to managing interpersonal conflicts, thus hindering progress.
Identifying Biases in Co-Creation Sessions
As a facilitator, being attuned to the presence of biases is essential. Signs that biases are affecting the session can include:
- Dominance of certain voices: If a few participants dominate the conversation, it might indicate that others feel marginalized or undervalued.
- Dismissal of ideas: When certain ideas are quickly dismissed without consideration, it can be a sign of biases at play.
- Groupthink: When the group tends to agree too quickly, it may suggest that confirmation bias is influencing their decision-making.
- Disengagement: If some participants seem disengaged or reluctant to speak, it could be due to the perceived or real biases in the group.
Why Biases are Harmful to the Solution Creation Process
Biases can skew the solution creation process in several manners. They can limit the diversity of ideas, leading to solutions that are not as innovative or inclusive as they could be. For example, gender biases might cause one gender’s voices to overshadow perspectives of other genders, resulting in solutions that do not fully consider the needs of all users. Similarly, racial biases can prevent the inclusion of culturally-relevant solutions.
Moreover, biases can lead to conflict and reduce trust within the group. When participants think their contributions are not valued, they are less likely to engage fully. This diminishes the overall quality of the collaboration.
Countering Biases as a Facilitator
Leading a group to counter biases requires a proactive and sensitive approach. Here are some strategies that have proven effective:
- Establishing ground rules: Begin sessions with clear ground rules for respectful and inclusive communication. Emphasize the importance of valuing diverse
- Creating a brave space: Foster an environment where all participants are encouraged to share their thoughts without fear of judgment. Using active listening and validating all contributions is helpful.
- Challenging assumptions: Prompt the group to question their assumptions and consider alternative viewpoints. This can help mitigate confirmation and recency
- Using structured activities: Implement activities that require input from all participants, such as round-robin discussions, small group breakouts. This can help ensure that everyone’s voice is heard.
- Encouraging transparency: Acknowledge that every person holds biases, and then offer the opportunity for each group member to share a conscious bias. As the facilitator, offering the first disclosure demonstrates self-awareness and humanity. Share personal techniques for noticing activation of the bias or how to mitigate it. Alternatively, give a personal anecdote about how the bias has been harmful.
General Tips for Countering Biases in Human-Centered Design (HCD)
Countering biases in HCD involves a commitment to continuous learning and self-awareness. Here are some additional tips:
- Educate yourself and others: Stay informed about different types of biases and their impact on decision-making. Share this knowledge with your team.
- Diverse teams: Assemble diverse teams for your Diverse perspectives can help identify and counter biases more effectively.
- Feedback loops: Create mechanisms for receiving feedback on the facilitation process and be open to making adjustments.
- Reflect and adapt: After each session, reflect on what went well and what could be improved in terms of managing biases. Use this insight to adapt your approach for future sessions.
As a woman BIPOC facilitator, I’ve faced unique challenges related to biases. I’ve had to navigate situations where my authority was questioned, my expertise was underestimated, or my lived experiences and values were incorrectly assumed based on my appearance. However, these experiences have also provided me with valuable insights.
Owning our role as facilitators is crucial. We must create an environment where our presence and expertise command respect. Leveraging our unique perspectives enriches the co-creation process–making the solutions more robust and inclusive. Ultimately, we are servant-leaders.
Leading groups in the creation of truly innovative, equitable, and meaningful solutions requires mindful facilitation and inclusive design practices. Unchecked biases amplify the risk of becoming enmeshed in ineffective thought processes and behaviors, resulting in faulty design and withered group dynamics. Biases can subtly (or overtly) shape how we see and interact with each other. Let’s be vigilant about biases; everyone has them.
