Unconscious Bias

“We all use our individual frame of references and filters based on our upbringing, experience and values to make sense of and decisions in a very complex, fast moving world…this is normal human behavior”. 

Unconscious Bias

Say you’ve got two of your team members in mind for a promotion. Both Deepak & Sunanda have great skills and it’s a difficult decision, but you decide to go with Deepak because he seems to have good ideas about marketing your product. You feel like you’ve made the right choice, based on the evidence. But what if that decision was actually based on something else, without you being aware of it? As difficult as it may be to admit, it’s possible to be unconsciously biased regarding race, gender, age, social class, and more. Now, imagine that same dynamic occurring in the way you:

  • recruit people
  • make hiring decisions
  • conduct your initial orientation interview
  • mentor employees (or not!)
  • make job assignments
  • give people training opportunities
  • listen to people’s ideas and suggestions
  • make promotional choices
  • give performance reviews
  • decide organizational policy
  • conduct marketing campaigns
  • choose board members
  • treat customers

…and literally hundreds of other choices, and you can see that we have an issue that dramatically impacts our organizations. And almost all of it can be invisible to us. 

In everyday life our minds quickly go the solutions that make the most sense and often miss other possibilities that are right in front of us. Most of the time they are not conscious in origin at all and possessing bias is a part and parcel of our lives. But unfortunately it does create an Impact on others. Once the realization hits then it causes shame and guilt which in turn cause defensiveness, which further reduces the chances of connecting with others.

BD Foundation, in association with Human Facets, a leading international organisational consulting firm offers unique assessment tools, E Learning Modules & programs to help organisations to address Unconscious Bias at Workplace and leverage their Inclusion Index.

The objective of the program is to make inroads in our abilities to be more conscious by

  • Transforming our fundamental ways of living by learning new information and behaviours and
  • Shifting our mind-sets and emotions
  • Inviting people into a conversation about one’s own bias.
  • Reducing bias’s ability to dominate our decision making

How can we help?

We partner with organizations to improve their global diversity & inclusion efforts, and one of the best ways to do this is by creating awareness of unconscious bias and its impact on workplace decisions and behavior. Below we identify a few key steps to help organizations successfully address unconscious bias:

U

Identify your biases and their potential impact in the workplace

It is important for you to become aware of the biases that you may have. Take the award winning Psychometric Assessment BLIND SPOTS tool  to identify your own potential biases and decision-making patterns. After you identify your own implicit biases, consider how these may play out in the workplace. How does unconscious bias affect who you invite to meetings, who you speak with more easily, and whose opinions influence your decisions?

v

Broaden your viewpoint and educate others

By improving one’s awareness and understanding of unconscious bias, individuals can begin to change the way they think about and engage with diversity issues. Be sure to step back and ask “What biases might I have?,” “What impact does this have in the workplace?” and “What will I do about this?.” Our Interactive Unconscious Bias group workshop helps to increase one’s awareness and engage in productive dialogue, which is the first step in the journey of creating a global inclusive workplace. Along with Human Facets, we also offer intensive E Learning modules which are effective for large group programs and learning sustainability.

i

Review Structures & Policies to avoid Bias

Many organizations assume that their policies on Avoiding Discrimination are robust and work well, so perhaps they fail to weed out some subtle biases. We help organisations to conduct Employee surveys or Diversity Audits to understand what specific issues or policies of hidden bias may exist at the organisation. We have Conducted Exit Survey of former employees to learn what issues they faced during their employment and what steps could be taken that would entice them to return. This can help to focus and align your D& I efforts to key areas which needs immediate attention.

Our Flexible Delivery Methods

 

Interactive Webinars

interactive live training programs that bring together delegates from across different geographies and disciplines

Events & Conferences

Dynamic, powerful, interactive and strategic presentations or workshops

Face to Face

Globally available, in person training from 2 hours to 2 days.

E-Learning

A cost effective, powerful and tailored solution for you.

Retreats & Off-sites

By taking time away from the day to day business, delegates have the time for a detailed look into what inclusion and bias can really mean to you and your organisation.

Embedding

A multitude of ways to ensure long term impact.