Unconscious bias training assists hiring managers in understanding their implicit assumptions and prejudgments. It seeks to reduce bias in recruitment and selection by transferring skills for objective hiring practices and developing hiring managers’ ability to monitor and manage their own and other’s bias.
Workshop Outline
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Examples of bias in recruitment, selection and assessment
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Hiring for fit vs. hiring objectively
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The costs of poor recruitment and selection at the organisational and individual level
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Organisational drivers for workforce diversity
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The nature & origin of bias including explicit vs. implicit bias
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Bias pressure points
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Micro-biases
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Awareness of one’s own bias
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Overview of objective hiring practices (e.g. inclusive job advertisements, blind recruitment, targets, accessing diverse talent pools, structured interviewing, panel diversity, objective job descriptions, alternative assessment techniques)
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Applying the SPACE2 Model for Mindful Inclusion—six evidence-based techniques for managing one’s biases
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Deep-dive into structured interviewing and objective questioning
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Effective techniques for responding to bias in others
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Action and accountability plan
Learning Outcomes
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Understanding of the nature, origin, and consequences of cognitive blindspots and bias
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Knowledge of the different types of bias that impact recruitment and assessment
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Awareness of one’s own biases
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An understanding of when one is most susceptible to bias
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Knowledge of objective hiring practices
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Proven techniques to manage bias in oneself and others
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Structured interviewing skills
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Appreciation of the value of the contributions of diverse employees
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Willingness to tap non-traditional talent pools
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Commitment to adopting objective hiring practices
Workshop participants leave with a personalised action plan for objective hiring.
Consistent with research on adult learning, we believe that the best learning outcomes result when participants engage holistically with program content. All Include-Empower learning and development programs incorporate experiential learning techniques, including opportunities to reflect on and apply learnings to the real-life challenges facing participants.
Leaders and people managers seeking to improve the diversity and inclusion capability of themselves and their organisations.
Recommended workshop size is 8-12 participants.
Developing an inclusive mindset requires commitment. The recommended length of the workshop is half-day.
To maximise learning outcomes, participants are encouraged to complete the Implicit Association Test (IAT) and Cultural Values Profile as important inputs into developing their inclusive leadership capability.
We have a transparent fee structure. Please contact us for details.
Click to download the workshop flyer
Related Reading
- Inclusive recruitment
- Risks to fair progression
- A-ha activities for unconscious bias training
- The SPACE2 model of mindful inclusion: Six proven strategies for managing unconscious bias
- Mind your micro-biases: Subtle slights that exclude
- Gender bias at work: Competence evaluation bias and the argument for targets
- Gender bias at work: Gendered feedback
- Gender bias at work: The assertiveness double-bind
- Cultural diversity at leadership: Australia’s bamboo ceiling
- Ingroup bias: Preferring people like ourselves
- The lived experience of inclusion
- Unconscious bias training activities
- Workplaces that temper unconscious bias: Part one of two
- Fighting hidden bias at work: Part two of two
- Inclusion fundamentals: How to foster work settings where employees feel respected
- Ways to reduce unconscious bias at work
- Understanding and overriding unconscious bias
- Understanding unconscious bias: Stereotypes, prejudice and discrimination
- Nudging bias out of your workplace: Learnings from social psychology
- “Just tell me what to do”: Useful frameworks for thinking about inclusive leadership
- Unconscious bias: Putting more rungs on the ladder
- Having trouble engaging men in gender diversity: Try these tips
- How to debate ideas productively at work (HBR)