| Prejudices are within all human beings because | | | | ability to keep all distractions from entering the |
| they have a preference for a certain way of | | | | decision making process. By not prejudging the |
| doing something to a belief about a certain group | | | | situation nor the people involved allows for |
| of individuals to a specific religion or philosophy | | | | discernment free of biases. |
| based upon the sum total of their experiences. | | | | When team members show a high level of |
| When human resource department hire any | | | | performance specific to freedom from prejudice, |
| individual, they also find themselves with a lot of | | | | they will examine all the facts equally and with |
| prejudices that can ultimately affect teamwork to | | | | impartiality. These recognize and accept that |
| the bottom line. And let us not forget all those | | | | people are different and their differences can add |
| potentially expensive laws suits that could be filed | | | | value to any solution provided those are diverse |
| with the Equal Opportunity Employment | | | | have the opportunity to be heard. |
| Commission (US). | | | | Not having this talent is fairly easy to identify. |
| Having a fixed belief that may potentially insult to | | | | These are employees who may make negative |
| limit the overall productivity of the organization is | | | | remarks about their fellow co-workers. This |
| not a good thing and yet how does any | | | | existing bias or predetermination may directly |
| organization avoid it? After all, human beings are | | | | affect or partially influence their basic decision |
| not robots and cannot sometimes forget actual | | | | making process. Supporting evidence and facts |
| harm or perceived harm. And with a ever growing | | | | are considered superfluous because their negative |
| diverse workforce, it is important to hire open | | | | bias drives how they make sense of the situation |
| minded individuals who do not share a negative | | | | at hand. |
| viewpoint about race, gender, age, physical | | | | Successful displays of this particular talent |
| appearance, health, intelligence or lack thereof, | | | | intelligence might look like: |
| status, ethnicity, religion, political affiliation or even | | | | - Making decisions based on facts not beliefs or |
| a way specific way of thinking. | | | | emotions |
| Years ago the actor Charlton Heston made this | | | | - Conducting a round robin in a meeting to ensure |
| observation about human beings and their inherent | | | | feedback from all |
| prejudices when filming Plant of the Apes. After | | | | - Reviewing existing team structure to ensure |
| the second day in full makeup, he saw the cast at | | | | that a diverse (primary and secondary levels) |
| lunchtime where the: | | | | population is represented |
| - Chimpanzees eating with the chimpanzees | | | | - Entering a meeting with an open mind |
| - Gorillas eating with the gorillas | | | | - Sitting next to someone who is not like him or |
| - Orangutans eating with orangutans | | | | her |
| - Humans eating with humans | | | | As the workplace becomes more and more |
| During the filming of the sequel, Heston noted this | | | | diverse, having employees free from prejudices |
| behavior a second time. In other words, human | | | | will be valued and will be equally difficult. Those |
| already have an innate bias to see themselves | | | | human resource departments that can develop |
| across the table. | | | | this specific capacity will be even that much closer |
| The first step is to accept that being free of | | | | to having a truly high performing organization. |
| prejudice is truly a talent intelligence. This is the | | | | |