Rachel DeSoto-Jackson knows firsthand that the barriers to equity are often invisible. These barriers, like unconscious bias, shape the decisions we make every day—from hiring to performance reviews—and can significantly hinder the progress of individuals and organizations. But Rachel has spent over a decade working to dismantle these barriers in higher education, corporate consulting, and arts-based initiatives. She’s not just talking about equity—she’s making it happen.

The Invisible Barriers

Unconscious bias is a common yet overlooked problem. It’s the snap judgment we make without even realizing it. We all do it, but it’s not often discussed. For example, studies show that resumes with traditionally Black-sounding names are less likely to get callbacks than those with White-sounding names, even when qualifications are identical. One study found that applicants with “White-sounding” names received 50% more callbacks than those with “Black-sounding” names, despite the resumes being identical. (Bertrand & Mullainathan, 2004)

This bias isn’t exclusive to hiring—it affects promotions, salary negotiations, and even performance reviews. The problem is that these biases are ingrained in us. We don’t always notice them, but they influence the way we see and treat others. When we don’t recognize this, it creates inequities that hold people back.

The Power of Awareness

Rachel is a leader in recognizing and addressing these unconscious biases. She believes that the first step to dismantling bias is awareness. “People are often unaware of their own biases, but that doesn’t mean those biases don’t exist,” Rachel says. “Once you acknowledge them, you can start to correct them.”

One of her favorite strategies for combating bias in the workplace is to raise awareness through education. At Indiana University of Pennsylvania (IUP), where she serves as the Director of the Center for Teaching Excellence, Rachel develops programs that help faculty and students identify their biases. These programs encourage people to reflect on their own decision-making processes and challenge assumptions that might be rooted in bias.

She emphasizes that the goal isn’t to make people feel guilty for their biases, but to open up a conversation about how to create more inclusive environments. “Bias isn’t about bad people—it’s about systems that have been set up in ways that favor certain groups over others,” she explains.

Shifting the System

Rachel’s work goes beyond just awareness. She’s focused on shifting systems to make them more equitable. Her leadership at IUP is an example of how systems can be changed from the inside. Under her direction, IUP successfully transitioned to a new Learning Management System (LMS), improving faculty engagement and accessibility. This transition wasn’t just a technological upgrade; it was an opportunity to make learning more inclusive and accessible to everyone.

But Rachel believes that systemic change requires more than just new tools or programs. It requires a cultural shift in how we approach equity. “You can implement all the DEI programs you want, but if you don’t change the culture, you’re not going to see lasting change,” she says.

To achieve cultural change, Rachel recommends fostering meaningful conversations about equity. These conversations should be grounded in empathy and a willingness to listen. It’s not enough to simply offer training—organizations need to create spaces where people feel comfortable discussing their experiences and challenges.

Actionable Strategies for Mitigating Bias

While raising awareness and shifting culture are important, Rachel also emphasizes the need for actionable strategies. Here are a few approaches she recommends for mitigating bias:

1. Blind Hiring: One of the easiest ways to reduce bias in hiring is to make the process blind. This means removing identifying information (like names, genders, or ethnic backgrounds) from resumes and applications. Studies show that blind hiring can reduce bias and improve the chances of diverse candidates being selected.
2. Standardized Performance Reviews: Unconscious bias often shows up in performance reviews. One way to reduce this bias is by using standardized review criteria. This helps ensure that all employees are evaluated based on the same set of expectations, reducing the likelihood of subjective judgments that are influenced by bias.
3. Diversifying Leadership: Bias isn’t just a problem for entry-level employees—it can impact leaders, too. Diversifying leadership teams is a key step toward mitigating bias across the organization. When leaders from diverse backgrounds are involved in decision-making, it can help ensure that the needs and perspectives of all employees are considered.
4. Ongoing Training: Bias isn’t something that can be eliminated overnight. That’s why ongoing training is crucial. Rachel recommends providing regular opportunities for employees to learn about unconscious bias and engage in discussions about diversity and inclusion. The more frequently these topics are addressed, the more likely it is that people will become aware of and change their biased behaviors.
5. Accountability: Finally, Rachel stresses the importance of accountability. Organizations need to create structures that hold people responsible for making equitable decisions. This can include setting specific DEI goals and tracking progress. Without accountability, efforts to dismantle bias can quickly lose momentum.

The Bottom Line

Recognizing and dismantling invisible barriers to equity isn’t just the right thing to do—it’s essential for the success of organizations. According to McKinsey & Company, companies in the top quartile for ethnic and racial diversity are 35% more likely to have financial returns above their industry median. In other words, diversity isn’t just a social good; it’s a business imperative.

Rachel DeSoto-Jackson proves that it’s possible to create more inclusive environments. By raising awareness, shifting culture, and implementing actionable strategies, organizations can mitigate the impact of unconscious bias and create workplaces where everyone has an equal opportunity to thrive.

As Rachel puts it, “The work isn’t easy, but it’s worth it. Equity benefits everyone.” The sooner we acknowledge the invisible barriers, the sooner we can break them down.