​1Learn about UB; everyone has it.Some video suggestions to get you startedwith your reflection process. Association of American Medical Colleges:Exploring Unconscious Bias in Academic Medicine​videoAssociation of American Medical Colleges (Washington, DC): AAMC Chief Diversity Officer Marc A Nivet Ed D. interviews Howard Ross, Founder & Chief Learning Officer of Cook Ross and author of Reinventing Diversity: Transforming Organizational Community to Strengthen People, Purpose and Performance. Institute for Healthcare Improvement: How Can Providers Reduce Unconscious Bias?​videoDavid R Williams, Professor of Public Health at the Harvard T.H. Chan School of Public Health, has been researching health inequities in the United States for two decades. In this video, he sits down with Don Berwick, MD, President Emeritus and Senior Fellow at IHI, to describe three promising strategies to reduce implicit bias.

​2Self-identify possible areas of UB: Take the anonymous Implicit Association Test (IAT) at implicit.harvard.edu• Promote diversity, inclusion, and equity at both the individual• and organizational level.• Assessment tools provide impetus to recognize and reveal• deficiencies to implement change.  

​3Be honest to yourself and acknowledge your UBs • Ask for candid feedback.• Examine your own possible biases to understand the• roots of stereotypes and prejudice.• Practice self-monitoring and self-regulation.• Interrupt biased thinking to generate non-discriminatory• behavior.   

​4Interact with your patients/learners, considering them as an individual rather than (stereotyped) members of a group• Stereotypes may be harmful to your patients’ health.• Read about the ‘Healthcare Stereotype Threat’ here.• Strengthen counter-stereotype associations as a strategy to• reduce and overcome stereotyping  

​5Slow down where you can: Research suggests that under stress, individuals tend to resort to biases when making decisions. www.qualityinteractions.com• Consider where biases may influence your thoughts and• behavior.• Examples of UB leading to health disparities include:iii. White male physicians are less likely to prescribe painiii. medication to black patients than to white patients.iii. Doctors assume their black or low-income patients are less intelligent, more likely toiii. engage in risky behaviors, and less likely to adhere to medical advice.iii. Pregnant women face discrimination from health care providers on the basis of theiriii. ethnicity and socioeconomic background (www.mhtf.org).iv. Women presenting with cardiac heart disease (CHD) symptoms are significantly lessiv. likely than men to receive diagnosis, referral and treatment, due to misdiagnosis ofiv. stress/anxiety (www.eurekalert.org).

​6Expand your comfort zone• Be curious and make a conscious effort to interact with• individuals and/or groups unfamiliar to you.• Get to know people on an individual level; biases are usually• derived stereotypes and generalizations.   

​7Be humble, recognize and apologize if you messed up• Acknowledge and apologize for mistakes.• Use mistakes as an opportunity to do things differently• next time.• This process can strengthen your relationships with• others.   

​8Don’t be a silent bystander when observing UB in the workplace• Identify when bias is emerging and take a decision to address • the situation, to act while continuing the conversation.• Use questions to invite a discussion.• State your unease using ‘I’ statements.   

​9Talk about UB• Encourage conversations around biases.• Model ideal behaviors.• Discuss the importance of UB with your learners and teams.

​10Use inclusive language—and check out our 10 tips on how to enhance opportunity, diversity and inclusion in your institution: the faculty support packages.• It’s chairperson (not chairmen).• Use neutral pronouns if possible; and use female (not just• male pronouns)• Use the word folks instead of guys.