It is absolutely necessary to demonstrate support for diversity and inclusion efforts in the increasingly diverse working environment that exists today. Employers have a responsibility to give their workers essential anti-discrimination and anti-harassment training, and in certain countries, this training is a legal necessity. Employers have a responsibility to equip employees with the education and training necessary to identify and steer clear of unconscious bias.
Unconscious bias occurs when a person makes a choice that is implicitly based upon attributes of another person without either realizing or trying to do so. This can happen even when the individual is aware that they are engaging in biased behavior.
This is something that can occur regardless of whether or not the individual is conscious of the implicit prejudice they have. When employers fail to address the issue of unconscious prejudice in the workplace, they put themselves in jeopardy both legally and in terms of the resources available to them for human resources.
Training that is successful helps employees identify that unconscious biases do exist, and it helps employees make efforts to decrease the potential that such biases may impact their decisions and interactions with others while they are at work. Follow the link for more https://hbr.org/2021/09/unconscious-bias-training-that-works.
What are the aims of providing employees with training on unconscious bias?
People may be made more aware of the existence of unconscious bias by training, which also teaches them how to take activities to minimize the potential that prejudice may impact their decision-making. This awareness may lead to less prejudiced decisions being made by individuals.
Training helps increase awareness of the prevalence of unconscious discrimination, according to the results of the Equality and Human Rights Commission. Participants in training are instructed that it is possible for a label or stereotype to impact their attitudes in ways that they are not aware of, even if they do not knowingly embrace a label or stereotype. This is something that can happen even if they do not knowingly embrace a label or stereotype.
Increasing awareness is a very crucial step that must be taken in order to eliminate the influence of bias that is not conscious. If a person has developed an understanding of the implicit biases that they themselves carry, then they are more likely to be willing to take steps that will slow down the decision-making process that they go through.
This helps people to make judgments utilizing their more rational brain, as opposed to relying on their gut feeling, which is prone to be influenced by prejudice. Gut feelings are also subject to being affected by bias.
Consequently, if employees participate in training that is designed to address unconscious bias, they will be able to work toward inclusiveness by becoming more aware of hidden prejudices and making efforts to decrease the effects of biases on others. Read more here.
What are some successful concepts that might be used for training on unconscious bias?
While it comes to instructing workers to identify and steer clear of unconscious prejudice, firms should bear a few essential aspects in mind when conducting training programs for staff.
To get things started, there shouldn’t be any “preaching” given to the workers at any point during the training. The training on unconscious bias should not be used as a chance to condemn and shame employees; rather, it should foster discussions and provide workers the opportunity to overcome their own hidden prejudices.
Second, training programs should never convey the idea that participants are intentionally racist, sexist, or exhibit other forms of biases. This is especially important when it comes to diversity and inclusion. These prejudices are not deliberate and do not have any nefarious purpose behind them; rather, they are simply held out of habit.
Third, those who are undergoing training have to be made aware of the fact that everyone is capable of being biased in either a positive or negative manner toward another person. A person’s protected traits are not the only thing that might possibly lead to prejudice; other factors could also play a role.
It is possible for an employee to be the target of discrimination based on a variety of characteristics, including their weight, height, appearance, and handicap.
It is necessary to offer employees unconscious bias training online on the several forms of biases they may hold as well as ways for overcoming such prejudices. This training should also be provided to the employees on a regular basis.
During the course of the training, employees should also be instructed about specific measures they may take to assist in the process of making their workplaces more inclusive. These tasks include avoiding labels and sweeping generalizations, disputing instinctual assumptions, and setting ground rules for meetings in order to guarantee that all viewpoints are heard. Ultimately, the goal of these actions is to ensure that everyone’s voice is heard.