Unconscious Bias Training for Hiring Managers

Unconscious Bias Training for Hiring Managers

by Felicity Menzies
Unconscious bias training assists hiring managers in understanding their implicit assumptions and prejudgments. It seeks to reduce bias in hiring by transferring skills for inclusive recruitment and objective decision-making.  
Confident businesswoman in a conference room during meeting at office

Workshop Outline

  • Examples of bias in recruitment and selection
  • Hiring for fit vs. objective hiring
  • The costs of poor recruitment and selection at the organisational and individual level
  • Organisational drivers for workforce diversity
  • The nature & origin of bias including explicit vs. implicit bias
  • Bias pressure points
  • Micro-biases
  • Awareness of one’s own bias
  • Best practices for inclusive recruitment and objective hiring (e.g., writing inclusive job advertisements, blind recruitment, targets, accessing and attracting diverse talent pools, skills matrices and rating scales, work samples, behavioural-based and structured interviewing, panel diversity)
  • Evidence-based techniques for managing one’s biases
  • Deep-dive into structured interviewing and objective questioning
  • Effective techniques for responding to bias in others
  • Action and accountability plan

Learning Outcomes

  • Understanding of the nature, origin, and consequences of cognitive blindspots and bias
  • Knowledge of the different types of bias that impact recruitment and assessment
  • Awareness of one’s own biases
  • An understanding of when one is most susceptible to bias
  • Knowledge of objective hiring practices
  • Proven techniques to manage bias in oneself and others
  • Structured interviewing skills
  • Appreciation of the value of the contributions of diverse employees
  • Willingness to tap non-traditional talent pools
  • 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.

Hiring managers seeking to improve their diversity and inclusion capability and develop skills for inclusive recruitment and objective selection.

Optimal learning outcomes are achieved in a group size of 8-22 participants although larger group sizes can be accommodated. 


Developing inclusive mindsets and behaviours requires commitment. The recommended length of the workshop is a half-day (3-hours). The workshop may be run face-to-face or delivered virtually over two 90-min modules. 

We have a transparent fee structure. Please contact us for details.