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Unconscious Bias in Healthcare

Friday,
April 25, 2025
Time:
10:00 AM PDT | 01:00 PM EDT
Duration:
90 Minutes
Webinar Id:
37248
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Live Version

$149. One Participant
$299. Group Attendees

Recorded Version

$199. One Participant
$399. Group Attendees

Combo Offers

Live + Recorded
$299 $348   One Participant

Live + Recorded
$599 $698   Group Attendees

Group Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)

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Overview:

Implicit, or unconscious bias, exists in society and in the workplace. When it occurs in healthcare, it can be dangerous in compromising the quality of care we give to patients.

What does it look like? How can a provider and healthcare organization create an unbiased healthcare environment? How can management get in touch with their own unconscious biases to combat unintentional bias with colleagues and patients? Research suggests that unconscious bias regarding race and gender impacts relationships with those we interact with. According to Quality Interactions consulting organization, many non-medical factors influence medical decisions, including a patient’s style of dress, their race, ethnicity, and gender, their insurance status, and the clinical setting (i.e. "bad neighborhood" versus "good neighborhood"). Evidence shows that medical conclusions can be based just as much on who a person is as on the symptoms they present. It is telling, therefore, that one’s unconscious bias is at work in these instances.

We all experience some degree of unconscious bias-yes, even those of us that are well-intentioned. Unconscious bias includes the subtle associations we make towards groups of people. Stereotypes, which often operate unconsciously, are often the root of our bias. Research suggests that the brain makes decisions up to 10 seconds before we realize it, demonstrating that our decision making is largely unconscious. The phenomenon has been used to partially explain the racial tension in the U. S. and particularly with the police shootings of Black men. The U. S. Department of Justice (DOJ) recognizes the important role unconscious bias plays in the life of attorneys and law enforcement. As a result, the DOJ has been rolling out training to more than 23,000 agents in the FBI and other federal law enforcement agencies as well as 5,800 attorneys in 94 U. S. Attorney’s Offices around the country. State and local police and sheriff departments are also conducting unconscious bias training.

More and more healthcare organizations are incorporating unconscious bias training for providers, healthcare professionals, and managers recognizing the role it plays in healthcare discrimination including patient care, hiring, promotion, retention, and talent management practices. It shapes the organizational climate. One of the challenges in addressing implicit bias is people are often resistant to accepting behavior that is inconsistent with their stereotypes, while accepting behavior that is consistent with stereotypes.

In spite of over 50 years of civil rights law, inequality continues based on sex, race, disability, and other protected classes, as it relates to levels of education, poverty and success. Unconscious bias, influences those inequalities. Courts have recognized the existence of unconscious discrimination since the earliest Title VII decisions and have specifically stated that Title VII reaches this form of discrimination.

Why you should Attend: Unconscious bias, or implicit bias, is built into our DNA-it is part of our human nature. It is automatic for humans to categorize individuals and groups to help us make sense of the world. Unconscious bias includes mental shortcuts to categorize people we are unfamiliar with into specific groups. Often those groups are labeled “good” or "bad". The brain is hard-wired to create these groups and from an evolutionary standpoint, this hard-wiring helped us determine what was safe and what meant danger. Once assigned to the group, we attribute stereotypes that we associate with that group. Unconscious bias, implicit bias, is different from conscious bias (explicit bias) that most of us associate with overt prejudice such as racism, sexism and other forms of intolerance.

Areas Covered in the Session:
  • To define unconscious bias
  • To examine the science of unconscious bias
  • To list examples of unconscious bias
  • To discuss unconscious bias in the healthcare environment
  • To explain types of unconscious bias
  • To explore the role of stereotypes in unconscious bias
  • To discuss implicit association test (IAT)
  • To identify steps in minimizing individual unconscious bias
  • To outline steps HR and management should implement to diminish unconscious bias

Who Will Benefit:
  • All Management Including Team Leaders, Supervisors, Middle Managers, Directors, and Senior Leaders, Administrators
  • Human Resources Professionals Including Generalists and HR Managers
  • Risk Managers
  • Senior Leaders
  • All Employees
Instructor:

Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment,bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.Susan has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in human services and counseling, a master's degree in community health, and professional certificate in training and development.


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