Unconscious Bias in the Workplace: From Micro-inequities to Micro-affirmations
OVERVIEW
Unconscious bias, or implicit bias, is built
into our DNA—it is part of our human nature. It is automatic for humans to
categorize individuals and groups to help us make sense of the world. Micro
inequities and unconscious bias include mental shortcuts to categorize people
we are unfamiliar with into specific groups. Often those groups are labeled
“good” or “bad”.
The brain is hard-wired to create these groups
and from an evolutionary standpoint, this hard-wiring helped us determine what
was safe and what meant danger. Once assigned to the group, we attribute
stereotypes that we associate with that group. Unconscious bias, implicit bias,
is different from conscious bias (explicit bias) that most of us associate with
overt prejudice such as racism, sexism and other forms of intolerance.
WHY SHOULD YOU ATTEND
We all experience some degree of micro
inequities and unconscious bias—yes, even those of us that are
well-intentioned. Unconscious bias includes the subtle associations we make
towards groups of people. Stereotypes, which often operate unconsciously, are
often the root of our bias.
The phenomenon has been used to partially
explain the racial tension in the U. S. and particularly with the police
shootings of Black men. The U. S. Department
of Justice (DOJ) recognizes the important role unconscious bias plays in
the life of attorneys and law enforcement.
As a result, the DOJ has been rolling out
training to more than 23,000 agents in the FBI and other federal law enforcement agencies as well as
5,800 attorneys in 94 U. S. Attorney’s Offices around the country. State and
local police and sheriff departments are also conducting unconscious bias
training.
In spite of over 50 years of civil rights law,
inequality continues based on sex, race, disability, and other protected
classes, as it relates to levels of education, poverty and success. Unconscious
bias in the workplace influences those inequalities.
Courts have recognized the existence of
unconscious discrimination since the earliest Title VII decisions and have
specifically stated that Title VII reaches this form of discrimination.
AREAS COVERED
- To define unconscious bias in the
workplace
- To examine the science of
unconscious bias
- To list examples of unconscious
bias
- To explain types of unconscious
bias
- To explore the role of stereotypes
in unconscious bias
- To discuss implicit association
test (IAT)
- To identify steps in minimizing
individual unconscious bias
- To outline steps HR and management
should implement for managing bias in the workplace
LEARNING OBJECTIVES
More and more organizations are incorporating
unconscious bias training for managers and employees recognizing the role it
plays in workplace discrimination including hiring, promotion, retention, and
talent management practices. Wall
Street estimated that 20% of
large corporations conduct training on how to tackle unconscious bias in the
workplace.
It shapes the organizational climate. One of
the challenges in managing bias in the workplace, based on the research, is
that people are often resistant to accepting behavior that is inconsistent with
their stereotypes, while accepting behavior that is consistent with
stereotypes.
Learn how to tackle unconscious bias in the
workplace and about the roles and responsibilities of the management in
diminishing the bias.
WHO WILL BENEFIT
- All Management including team
leaders, supervisors, middle managers, directors, and senior leaders,
administrators
- Human resources professionals
including generalists and HR managers
- Risk Managers
- Senior leaders
- All employees
SPEAKER
Dr.
Susan Strauss RN Ed.D. is a national and international speaker, trainer and
consultant. Her specialty areas include education and workplace harassment,
discrimination and bullying; organization development, and
management/leadership development. Her clients are from healthcare, education,
business, law, and government organizations from both the public and private
sector. Susan conducts bullying
and harassment investigations, works as an expert witness for education and
workplace harassment and bullying lawsuits, and coaches those managers and
employees that need assistance in stopping their harassing or bullying
behavior.
To Register (or) for more
details please click on this below link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
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