Avoiding Assumptions
Question:
How do we avoid assumptions about marginalized groups?
Answer:
We've all done it. As creatures, we're evolutionarily primed to make use of heuristics - the mental rules-of-thumb/shortcuts that allow us to make decisions more quickly and (supposedly) more effectively. Heuristics are believed to reduce cognitive load (which I talked about in the presentation) by leapfrogging to a conclusion based on limited examples or broad generalizations. While these thought processes can be helpful, they can also be detrimental when they lead to bias and stereotyping.
An example of a helpful heuristic:
Maybe I shouldn't try to make friends with the giant snake in the local park because snakes can be dangerous.
So how do you stop using heuristics and making assumptions when thinking about and interacting with marginalized groups?
An example of a detrimental heuristic:
Even though this applicant has years of relevant experience, I don't know how to pronounce their name so they must not speak my language well, so I'll hire this less qualified applicant with a name like mine.
Whole libraries can be filled with answers to this topic, but I've tried to condense it into three simple steps to get you started.
1.) Recognize the Assumption
You've already taken the first step by reading this. Many of us don't even realize we're making assumptions because they are so ingrained in us - evolutionarily and socially. When you realize you've made an assumption, you need to ask yourself why you made it. Is there data that supports this? Do I know enough to know this? By recognizing that you are jumping to a conclusion based on limited data (something we hate doing as project managers) about a population, you can move on to step 2.
2) Stop Yourself Before You Act
One standard trap into which even the most well-meaning people fall is the "phone-a-friend" reaction. Don't assume that because you know someone who is a visible member of a marginalized group they want to be your "source of truth."
There are two problems with this.
You run the risk of creating a new heuristic based on your sample size of n=1. You cannot assume that every member of a marginalized group's experience is universal to that group.
While many people are happy to talk about their experiences, others feel it is invasive and presumptive. It can also make your friend or coworker feel overburdened by increasing their emotional labor - the act of regulating or managing emotions in a professional setting as part of the job - as you may be broaching sensitive and charged topics.
I was working with a woman of color when an instance of micro-aggression occurred within the community. People kept asking her how she felt about the situation. In discussion, she asked me "Why do I have to be the one to educate these ignorant people?"
It's a valid question. A lot of people feel they have enough to do just navigating all the aggressions and microaggressions coming their way; they don't want to also take on the burden of being an educator too.
You also have to look in the mirror and assess yourself. Examine your level of privilege in relation to this marginalized community. Remember, as I mentioned in the webinar, privilege can vary and is fluid.
Even if you don't think privilege is a factor in the interaction, respecting people's wishes is still important.
You also want to avoid being an "outsider savior" to members of a marginalized community by presuming you know how to fix the systemic and interpersonal challenges faced by that community. As a practitioner of human-centered design, you need to get the information from the source and not from what you think you know so you can build a solution that addresses the correct problem. As professional problem-solvers, you have the skills and experience to find the information you need without adding another load to members of marginalized groups.
3) Educate Yourself and Build True Empathy
But if you can't just immediately ask members of marginalized groups what they think, how are you supposed to get information? Start by asking yourself some simple questions:
About what marginalized group/community have I been making assumptions?
What reputable & established organizations exist that have educational resources and how do I access them? (Hint: Looking at my presentation, you can see I pulled a lot of information on mental health from NAMI.org and on the LGBTQIA+ community from HRC.org. A lot of marginalized communities have similar social awareness and action organizations - look them up!)
What is the history of obstacles/discrimination/persecution that this group has faced?
How can I listen to and understand the truth of this community?
How can I be a humble but change-making ally to members of this marginalized community?
I'll write another article on how to begin answering this last question of allyship - there are a lot of great resources out there - but the above three steps should get you thinking about how you think about marginalized groups!
Special thanks to Molly MacLagan, PMP for her editorial skills!