A recent study found patterns of racial attention deficit, revealing that white Americans pay less attention to their Black peers, even when in their self-interest.
The researchers who began collecting data in 2017 considered whether the growing efforts of Equity, Diversity, and Inclusion initiatives across sectors would impact their initial results and replicated their experiment in 2020.
“One of our thoughts was that perhaps after the awakening that follow the murder of George Floyd, there was a change in this pattern,” shares Levine. “Sadly, we found that that's not the case. There was no difference between the results collected in 2017 and the results collected in 2020 in terms of racial attention deficit.So how do we reverse the attention bias in the workplace? Levine argues that embracing diversity and highlighting the credentials of Black colleagues is not enough.
“The practical advice is that there is no quick and easy solution to the racial attention deficit, and this can explain why diversity initiatives, why diversity training, and why implicit bias training often do not work,” told Levine. “Rather than attempt a program that solves the racial attention deficit, we are talking about ongoing interaction and subtle cues that are built into the organizational environment.
The study suggests that what drives effective change in racial perceptions is the first-hand experience of peers’ achievements. It is by the slow process of getting to know colleagues of various ethnicities by working side by side, that we can let go of unconscious bias dictating our actions. What’s the takeaway for companies? Fast-tracking racial equity initiatives won’t lead to lasting results. Pushes for diversity that solely consist of grouping people of different ethnicities might not be sufficient to solve racial disparities when it comes to peer recognition. It is by encouraging each other to actively attend to and learn from our colleagues that we can expand our learning opportunities to be better workers, leaders, and people.
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