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.
Workshop Outline
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Examples of bias in recruitment and selection
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Hiring for fit vs. objective hiring
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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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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)
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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.
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.
Click to download the workshop flyer
Related Reading
- Inclusive recruitment white paper
- Objective selection white paper
- Fair appraisal white paper
- Equitable development white paper
- 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)