Diversity Training Unconscious Bias FAQ

Steps is a prominent provider of initiatives for behavioural change, specialising in implementing long-lasting improvements in workplace environments. Our team of highly trained behavioural experts has more than 25 years of experience working with organisations worldwide.

We deliver courses in over 70 countries, providing tailored programs in various languages and cultures. Our transformative approach is engaging and fun and teaches new behaviours to enhance employee performance, develop leadership skills, and improve team dynamics. Our bespoke learning experiences are entirely scalable and can meet the needs of organisations of any size.

Please contact us today on +44 (0) 20 7403 9000 to learn more about how we can help your company achieve its objectives.

How Unconscious Bias Can Affect Diversity in An Organisation

Unconscious bias can have a profound impact on diversity within an organisation. It refers to the attitudes or beliefs that we hold unconsciously that influence our decision-making and behaviour. These biases can arise from a variety of sources, including personal experiences, cultural norms, and exposure to media.

One way in which unconscious bias can affect diversity is through recruitment and selection processes. If hiring managers are unconsciously biased towards certain candidates, they may overlook qualified candidates from underrepresented groups. For instance, if a hiring manager unconsciously believes that women are not as competent as men in a particular field, they may overlook qualified female candidates.

Promotion decisions are another area in which unconscious bias can impact diversity. If managers unconsciously favour employees who are similar to them in terms of gender, ethnicity, or background, this can lead to a lack of diversity in leadership positions.

Unconscious bias can also affect daily interactions between employees, leading to a lack of inclusivity in the workplace. For example, if an employee unconsciously believes that people from a particular background are less intelligent, they may speak to them differently or not value their contributions to the team.

To promote diversity and inclusivity in the workplace, it is crucial to recognise and address unconscious bias. This can be accomplished through awareness-raising, training, and diversity and inclusion policies that promote fairness and equality. By acknowledging and overcoming unconscious bias, companies can foster a more diverse, inclusive, and successful work environment.

How Unconscious Bias Can Be Avoided in The Workplace

Unconscious bias can significantly impact diversity in the workplace. However, it can be avoided by creating awareness and making a conscious effort. Here are some ways in which organisations can mitigate unconscious bias and foster inclusivity:

  • Employee Education
  • Blind Hiring
  • Diverse Recruitment
  • Cultivating an Inclusive Culture
  • Ongoing Assessments

Conducting diversity unconscious bias training can help employees become aware of the different biases that can affect their decision-making and actions. This training can help individuals recognise and eliminate their own biases.

Implementing blind hiring policies can help minimise unconscious bias by removing personal identifiers like gender or name from job applications. This approach ensures that applicants are evaluated based on their experience and qualifications rather than their identity.

Broadening the scope of recruitment can help in hiring employees from diverse backgrounds. This method ensures that a diverse set of candidates is considered for each job position.

Creating an inclusive workplace culture that values diverse perspectives and promotes open communication can minimise unconscious bias. Offering equal opportunities and resources for all employees can help create an inclusive environment. Regularly assessing organisational policies and practices can help identify and address any instances of unconscious bias. This can involve reviewing recruitment and promotion procedures, gathering employee feedback, and monitoring diversity metrics.

In conclusion, organisations can avoid unconscious bias in the workplace through employee education, blind hiring policies, diverse recruitment, an inclusive culture, and ongoing assessment. By taking deliberate steps to mitigate unconscious bias, businesses can promote diversity and inclusivity and create a more equitable and productive workplace.

How Does Unconscious Bias Training Work

Unconscious bias training is an educational program that raises awareness of hidden biases in the workplace. The training aims to help individuals identify and overcome these biases, creating a more inclusive and diverse work environment. The training we provide involves theatre-based learning, incorporating live performances and media.

During the training, participants learn about various biases impacting decision-making and behaviour. They also acquire skills for identifying and managing their biases. The training can be tailored to specific industries or organisations to address biases that may be more prevalent in certain settings.

One approach commonly used in unconscious bias training is using case studies and real-life scenarios to demonstrate various biases. This approach helps individuals understand how biases can play out and develop tactics for addressing them.

Another approach is to employ role-playing exercises and simulations to allow individuals to practice identifying and managing their biases. This can involve scenarios where individuals are required to make decisions or interact with others while considering the influence of their biases. This is the approach favoured by our team.

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Is Unconscious Bias Training Mandatory

Although unconscious bias training is not mandatory in most countries or industries, it is gaining popularity as organisations understand the importance of fostering diversity and inclusivity.

Major corporations like Google, Facebook, and Microsoft have implemented unconscious bias training in their diversity and inclusion efforts. In certain circumstances, regulatory agencies or governing bodies may necessitate unconscious bias training as part of compliance or accreditation processes.

Some businesses may opt to mandate unconscious bias training for specific employees or departments, particularly those involved in hiring or management. This ensures that these individuals are conscious of their biases and are taking measures to tackle them in their work.

Although unconscious bias training is not yet required in most instances, it is progressively being recognised as a critical instrument for promoting diversity and inclusivity in the workplace. Many companies are incorporating unconscious bias training into their overall strategy for establishing a more diverse and inclusive work culture.

Check Out Our Steps to Change Program

At Steps, we utilise a four-stage process called Steps to Change that is effective in bringing about long-lasting transformation within organisations. Our clients have evaluated our approach with high scores, attesting to its effectiveness. The Steps to Change process involves four stages:

  • See It
  • Own It
  • Change It
  • Live It

During the See It stage, we use actors or videos to provide delegates with a glimpse of the current business culture and the necessity for change. The Own It stage employs various techniques to build belief in the value or importance of the proposed changes. The Change It stage focuses on developing new behaviours and skills via tailored role play, coaching, and simulations. The Live It stage maintains momentum and embeds new behaviours and skills at every level of the business.

To learn more about our Steps to Change process and how we can help your company achieve significant and long-lasting change, please contact us via our website contact form, email us at mail@stepsdrama.com, or give us a call at +44 (0) 20 7403 9000. We look forward to exploring how we can assist your company in achieving its transformational goals.