With Žaklina Mamutovič and Nele Kontzi In June, we invited two pioneers of the anti-bias approach in Germany to the SOCIUS laboratory. The two have been working together for over 23 years in the anti-bias network. They educate, support, offer training, advise, and it is very clear that they do so with conviction and passion. Back in 2015, the Anti-Bias Network collective launched a Book on the anti-bias approach published.

They never tire of contributing to a society that is more aware of prejudice and less discriminatory.

What is the anti-bias approach?

The anti-bias approach is an educational strategy that aims to identify, reflect on and break down prejudices and discrimination. This method was originally developed in the USA and has spread worldwide since the 1980s. It has become particularly widespread in South Africa since the end of the apartheid regime. In the United Kingdom, the approach arrived in the mid-1990s, became established in the early 2000s and has been continuously developed ever since.

Key aspects of the anti-bias approach are

Raising awareness of prejudice: This approach helps to identify one's own prejudices and stereotypes. This is achieved through reflection and discussion about various forms of discrimination and inequality, whether based on origin, gender, social class, disability or other characteristics.

Diversity and inclusion: The anti-bias approach aims to promote diversity and inclusion. It encourages people to appreciate differences and see them as enriching, rather than using them as a basis for discrimination.

Critical reflection: An important component is the critical examination of social power structures and their influence on individuals and groups. This includes questioning norms and practices that perpetuate inequalities, as well as the individual contribution that each person makes to this.

Empowerment: The approach aims to empower individuals and give them the tools to defend themselves against injustice and discrimination. This includes promoting self-confidence and self-esteem, especially among people who are affected by discrimination.

Practical approaches: In practice, the anti-bias approach encompasses a wide range of activities and methods, some of which we have tried out at the SOCIUS laboratory.

What does the issue of discrimination have to do with you?

That was the opening question for the check-in round. Which object in your vicinity do you associate with discrimination? Or what is a symbol of it? A passport, a key ring, a photo with three generations of women, a postcard, a stone, stories from books such as “The beauty of difference”(which I reviewed here about a year ago) and from my life experience as a “strike feminist” in Switzerland in the 1980s. We heard stories from people who feel that it was only late in their lives that they understood that discrimination is an issue that also concerns them and affects them, and from people who experienced conscious discrimination very early on in their lives, whether because of their own names or because of their families' social situations. Even at this stage, it became clear how different people's approaches to the topic are. It was also striking that the group of participants was disproportionately white, female and cis.

The reference to the form of discrimination adultism (A form of discrimination in which adults disadvantage, patronise or belittle children and young people because of their age and their supposedly lesser life experience and wisdom) was, in my opinion, very instructive here, because we all share this experience and learned very early on that discrimination is okay and widespread.

awareness raising

The anti-bias approach assumes that we generally talk too little about discrimination and that when it is discussed, it is either expected of those directly affected or those not directly affected talk about the discrimination of others.

What rarely happens is talking about how we ourselves (unconsciously) act in a discriminatory manner and what contributes to this. In a speed dating exercise, we had five minutes in each of five rounds to discuss the following questions in pairs.

• What level of education do your closest friends have, and where did you meet them?
• When did you realise that there are different sexual orientations?
• When and where did you first come into contact with Jewish life?
• Do you think the term “disability” should be removed from language and replaced with another?
• “I'm in my prime” – what does that mean?

As Nele informed us, there are many more questions like these, but even these five provided us with significant self-reflective benefits within a very short time. As in other settings, listening to others “formulate their thoughts” was once again perceived as a very bonding experience.

Risks and forms of discrimination

Accountable Spaces

The ability to address discrimination is an essential prerequisite for reducing it. However, there are still major obstacles to this in most groups, teams and organisations. Here, it is helpful to consider the concept of “accountable spaces”. They differ from so-called “safer spaces” and “braver spaces” in that in “accountable spaces,” each person takes responsibility for themselves, their own intentions, words and actions. It means entering a space with good intentions and understanding that only when the action is in line with the intention does the commitment to accountability become real.

Responsible space agreements enable allies and marginalised communities to agree on a set of action-oriented behaviours/actions during the discussion, and also to show themselves as allies in real time beyond the discussion. It enables participants to align their well-intentioned intentions with a common set of agreements that have an impact.

Such guidelines establish an equal obligation for all to behave fairly and inclusively in order to promote a deeper understanding of diverse life experiences.

The University of California, Los Angeles (UCLA) has developed the following suggestions, many of which you are probably already familiar with:

1. Please do not interrupt others.
2. Listen actively instead of just waiting to speak. If necessary, use a pen and paper to write down your thoughts.
3. Be mindful of your total speaking time and speak to contribute to the discussion.
4. Give everyone the opportunity to speak without unnecessary pressure.
5. Remember that we are all learning. If you have said something offensive or problematic, apologise for your actions or words, not for another person feeling offended.
6. Recognise and accept friction and tension as evidence that multiple ideas are being brought into the discussion — not that the group does not understand each other.
7. Give credit where credit is due, e.g. by repeating and referring to the person who came up with the idea.
8. Ask for clarification — rather than relying on assumptions and projections.
9. Speak for yourself. Use „I“ statements and do not share other people's life experiences.
10. Words and tone of voice are important. Pay attention to the impact of what you say, not just your intention.
11. After leaving the room, reflect on actionable points to become an ally in your daily work or personal life. Can't figure it out? Use the internet or the library, but out of consideration for the few Black people in your office, don't burden others, especially those from disadvantaged communities, with the task of teaching you.
12. If you are participating as an ally of the community, please give disadvantaged and marginalised communities space to share their experiences.
13. Ask if there are any other guidelines they need to ensure that the discussion does not cause further trauma or unnecessary mental or emotional distress.

Text translated with the help of AI from Elise Ahenkorah on medium

If we want to talk about discrimination, we must always talk about power as well.

What gives people power?

This collection was created during the laboratory.

At the end of the workshop, we discussed how power awareness can be increased in teams and organisations, and how much others depend on us not to abuse our power. The question: What enables people not to exercise their power, not to be dominant? we were unable to discuss it to the end.

Overall, we left the SOCIUS laboratory feeling thoughtful and motivated, and we will continue to pursue this topic.