Guest Post by Benjamin Michael Dadzie, Residence Life Professional
Implicit bias is something that we are mostly not aware of, but it happens in our everyday lives. These biases are buried deep in our everyday thinking and acting, and can also emerge in our residential communities. These hidden biases are sometimes inherent towards international student staff members and residents. This can result in confusion, frustration and perception of exclusion among international student staff members and residents. For us in ResLife to foster diverse communities and cultivate inclusion, we must let go of the status quo and address implicit biases head-on.
This blog series features different writers responding to the prompt, “What is one practice ResLife departments need to let go of?”
Picture this: An international student who is an RA offers a creative programming idea during a staff meeting. The response? Crickets. It takes about five minutes for someone else to come along and do the same thing and have a huge success. Sound familiar? That’s bias at work. It might not be deliberate, yet it is damaging. These microaggressions, as these behaviors are called, gradually erode confidence, motivation, and inclusion in our communities.
To address implicit bias, let us rethink how we do training. At training, instead of having lectures, imagine having an interactive activity like “Bias Bingo.” Each square on the bingo board will represent a common scenario: “Mistaking an accent for lack of competence” or “Assuming silence means disinterest.” Staff would discuss these examples, mark their cards, and reflect on how biases manifest in everyday interactions. This is more engaging than a lecture on the same topic. When the activity is carefully balanced with humor and thoughtful reflection, I believe it will make training on this topic more effective, efficient and engaging.
Engaging in open dialogue through initiatives like “Cultural Swap” nights would also be beneficial. Imagine a night or event when staff members and residents could sit down and relate stories of their culture. For example, an international RA might share how formally addressing authority figures is a sign of respect in their culture, not coldness. These shared moments help break down stereotypes and build empathy among team members.
Another pragmatic approach is to accept feedback in anonymity. For example, a ResLife department figured out that international staff members did not feel welcome during team-building activities organized during specific non-international holidays. The solution? Incorporating events like Diwali or Lunar New Year. Such changes are not only incorporating the traditions of international staff but also enlighten others about culture and customs in other parts of the world.
I have realized that eradicating implicit bias is not just about diversifying ResLife teams but also improving them. My experiences as an international student and a staff member in ResLife have led me to believe that diversity lends creative value, enhances the programming process, and contributes to developing a robust identity within the residence halls. When international staff members see they are valued and encouraged, they can fully contribute by sharing their ideas, insights and perspectives.
We should, hence, go the extra mile to change and challenge outdated practices and confront biases that hold us back from working together as a team and achieving our full potential. ResLife can fully realize its mission of fostering constructive, inclusive living environments across campus. Isn’t that worth the effort?
