Network & Relationships
How to Handle Bias at Work
with Kim Scott
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Read the comments below for some of the insights that resonated with our participants.
Kim Scott
Co-Founder of Radical Candor and author
Kim Scott is co-creator of an executive education company and workplace comedy series based on her best-selling book, Radical Candor: Be a Kickass Boss without Losing your Humanity.
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- Tip transcript (PDF)
- Tip audio (MP3)
- Interview transcript (PDF)
- Interview summary (PDF)
- Interview audio (MP3)
I hope you enjoyed this Tip and interview and found them useful. Most importantly, I want you to put the Tip into action!
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Thank you so much, Kim! You gave me some language I was truly needing, and I am grateful!
Thrilled to hear it! Keep in touch and let me know when it works–and crucially when it doesn’t. Be radically candid 🙂
Thank you Kim, this is a great reminder to be an upstander in uncomfortable situations. This gave me the confidence and language to use to speak up and cause others to pause when they offend.
So glad–being and upstander is real and important work, so I’m happy to hear this helps!
Wish I had this advice 20 years ago. As an immigrant woman in multiple corporate and tech settings I feel like I have faced all of the above situations. It would be great to read about how to handle situations when there is an imbalance of power without committing career suicide while preserving dignity and respect
I am sorry to hear you had all those experiences. So unnecessary and so painful! Yes, I wish I’d had this advice 20 years ago too 🙂 I think I often write to reach out to my past self and think what I could’ve done differently. I hope this advice will help others feel less alone.
Thank you, Kim. I listened to the interview with great admiration to your wisdom and communication style. I
am wondering what would be your advice on how (and when) to react to someone who acts in a passive agreement way?
Unfortunately corporate environment creates a very ferile ground for this kind of behaviour.
Personally, I had a few experiences when I was shocked not by what was said but what was not (and absolutely should have!)
PS. I have just bought your book to get more of your insights.
With best wishes,
Anne
Yes, passive aggressive behavior is a huge problem at work. I refer to this as “manipulative insincerity” in my book Radical Candor. I find the best way to dispel it is to 1) solicit feedback 2) give voice to what you appreciate 3)offer criticism kindly clearly and in private 4) gauge how it’s landing and adjust–address any emotions that come up, do not dismiss them, but also don’t back off your challenge
Thank you so much Kim for such great insights. I work in Higher Education where i guess due to bias people don’t expect a young female to be an educator. I have always got the comment ‘ i thought you are a student’ when i walk past an office or approach a group of colleagues. In addition when it is exam time and i have to invigilate people from the exams department will ask me to produce a student ID 🙁 Initially it may have been flattering but after more than five years i say the flattery has worn off. I have always wondered how i should respond or if i should even bother. I am not the youngest person the department but i am sure the youngest man never experiences such bias and prejudiced. Today through your tips i feel like you have given me the options to respond (if want to) and how to respond but more importantly to be an up-stander not only for myself but for other who are in a similar situation instead of always feeling like victims.Thank you
Sorry this is happening to you Elang! I can imagine how this would get really annoying really quickly. I’d maybe try a really short, “I am faculty,” If the person makes a dumb joke try saying exactly what you feel: “I used to find it flattering to be confused with the students, but five years in I have to confess I’m getting tired of it.” If you think it’s bias, it’s good to invite the person in to understand things from your perspective. If you think it’s prejudice, try an “it” statement which is a little stronger. “It is obnoxious to assume that a woman is a student and not faculty.” And if you think the person is trying to bully you, try a “you” statment. “You consistently make this mistake. You know I’m faculty. What’s going on for you here.”
Such great examples and stories you shared with us to highlight how to address bias, prejudice, and bullying in the workplace, thank you Kim. This is a topic all organizations should have as a top priority in addressing.