Book Review: Sway (Unravelling Unconscious Bias (by Dr. Pragya Agarwal)

This book has stayed in my mind since I initially read it. It’s easy to believe that we are free of bias. I feel I am well-read; I try to consider other perspectives and check in with any beliefs I hold about myself and the world. However, as Dr. Agarwal shows us throughout Sway, biases as ingrained into the heart of who we are. By acknowledging this, and taking the time to notice, and then understand, Sway is a book that you will finish feeling like you are viewing the world, and yourself, through a completely different lens. Let’s talk about Sway (Unravelling Unconscious Bias) by Dr. Pragya Agarwal.*

 

In the book “Sway: Unravelling Unconscious Bias” by Pragya Agarwal, a renowned behavioural and data scientist, readers are taken on a journey to explore the hidden biases that shape our perceptions and decision-making processes. Agarwal delves deep into the realm of unconscious bias, shedding light on how it affects our interactions, perpetuates systemic inequalities, and influences various aspects of our lives.

 

Agarwal emphasizes the significant impact of unconscious biases on our everyday lives. These biases, often formed without our awareness, play a pivotal role in how we perceive others, make decisions, and contribute to the perpetuation of societal inequalities. By understanding and addressing these biases, we can strive towards a more equitable and inclusive world.

 

I imagine you will be reading this review knowing about the biases that others have. However, after working your way through this book, you will clearly see the range and depth of the biases that EVERYONE holds. The book opens with an overview of WHY these have been created as society has evolved. What began as a means of staying safe, has evolved into a world that can be cruel, violent, discriminatory and oppressive.

 

Agarwal explores various forms of bias, including gender bias, racial bias, ageism, and more. Through extensive research and real-life examples, she brings attention to how biases manifest and influence our behaviours, decisions, and relationships. From recruitment practises AI voices, and algorithm programs to technological design. It appears everywhere. In her usual accessible way, she is dissecting the neuroscience behind bias, providing a deeper understanding of the root causes and mechanisms at play. 

 

This book doesn’t give you permission to hold these beliefs (she moves away from the passive phrase of unconscious beliefs to the ownership of implicit or unintentional), but clearly shows us our own blind spots and the impact it has on those around us. 

 

With the advent of technology seemingly taking over in all spheres, and the Big Data it contains, this book really brings forth the importance of being open, transparent and aware of these biases, and how they have, and can continue to, become hard-wired into processes and systems. Computers, after all, are created by people who have these implicit beliefs, and they will play a large part in what is deemed important and relevant. 

For those who are interested in breaking down the walls of biases, and making the world more equitable, this is a book that is a great companion to the recent review of “The Authority Gap” by Mary Ann Sieghart.

 

I want you to read the book the same way I did. Shocked and intrigued about the biases that we hold, rather than tell you key elements that I think you need to know!  What I will share, however, for those that need to see it, is the lessons learned from the Epilogue, named “De-biasing 101”. The backbone of the book and the movement to de-bias is education; so, we can start with the book and then move the findings into day-to-day processes and structures, whilst challenging our own thoughts and those of others around us.

 

1. Having biases doesn’t make you a bad person.

Yes, individual biases and what you do with them, can impact those around you, but having them makes you human. Take the time to really consider your decisions, and reactions, and take some of the automatic reactions away to re-programme something implicit. 

 

2. Pay attention to what you say, and to whom.

Question your expectations and beliefs and how you communicate those to the younger generation. Parents, aunties, uncles, educators and community leaders play a massive part in influencing what the next generation thinks about themselves. Pay attention to your upbringing when you react to your expectations of the roles and responsibilities people are given, 

 

3. Criticise the microaggression, not the microaggressor

I must admit, this is one I find hard and have to work very heavily at! I often feel that a comment is a representation of a person’s whole value system; this shuts down conversation. Question and challenge using some of the evidence in this book to take the emotional step back, to help that person unpick their implicit bias. This NEVER excuses prejudice but can help open up a conversation with those who don’t see their own blind spots.

 

4. Help mould the structure

For those that are in positions of responsibility – such as Hiring Managers, HR, and DEI, consider the language you use. From gendered language in job specs to the expectations around parental leave policies, are you building a culture of stereotypes? Are there sufficient and accessible role models within your organisation, or is inclusivity a box-ticking exercise? 

 

 

Simply, in “Sway: Unravelling Unconscious Bias,” Pragya Agarwal offers a comprehensive exploration of how unconscious biases shape our perceptions, decisions, and societal structures. By understanding the power of these biases, we can actively work towards dismantling them and creating a more equitable and inclusive world. Through education, awareness, and collective action, we have the potential to overcome biases and forge a path towards a brighter future.

Have you read this book? I’d love to know what your thoughts are in Creating Careers to Enjoy. 

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