Unconscious bias training seeks to motivate employees to engage controlled mental processes to override their automatic tendencies and transfers proven skills for monitoring and overriding bias and creating inclusive workplaces.
Reducing unconscious bias at work is a critical component of an organisation’s efforts to create a diverse and inclusive work setting in which all employees contribute fully to work processes.
Workshop Outline
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The business case for diversity and inclusion
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The four-factor model of inclusion—respect, belong, empower, progress
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The origin, nature and consequence of social bias, including stereotypes and affinity bias
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Awareness of one’s own biases
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Bias and the employee life-cycle
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Micro-biases, including micro-inequities and micro-aggressions
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How employees cover and implications for work settings
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The SPACE2 Model of Mindful Inclusion—Six evidence-based techniques for managing bias in oneself and others
Customisation
Unconscious bias training can be tailored to meet the different needs of leaders, people managers and individual contributors.
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Individual contributors—Minimal decision-making influence on employee life cycle. Focus on micro-biases, mindful responding and inclusive groupwork.
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People managers—High level of decision-making influence across the employee life cycle. Additional focus areas include objective assessment, promotion, and development as well as techniques for fostering inclusive work settings from behavioural science (inclusion nudges).
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Leaders—High level of influence over organisational culture. Inclusive Leadership Training is recommended.
Learning Outcomes
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Knowledge of the business drivers for inclusion and diversity
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Understanding of the meaning of inclusion
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Awareness of one’s own and other’s biases and implications for work settings
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Respect for and willingness to embrace individual differences and diverse perspectives
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Appreciation of the value of the contributions of all employees
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Skills for managing bias in oneself and others
Workshop participants leave with a personalised action plan for managing their own and others’ unconscious bias.
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.
Individual contributors and people managers working in diverse settings.
Recommended workshop size is 10-24 participants.
The program may be run as a full or half-day.
To maximise learning outcomes, participants are encouraged to complete the Implicit Association Test and Cultural Values Profile as important inputs into developing mindful inclusion.
We have a transparent fee structure. Please contact us for details.
Click to download the workshop flyer
Related Reading
- A-ha activities for unconscious bias training
- The SPACE2 model of mindful inclusion: Six proven strategies for managing unconscious bias
- Risks to fair progression
- Inclusive recruitment
- 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)