This workshop is aimed at:
- Managers, Directors and Partners who want a better understanding of the types of behaviours that fall within the remit of unconscious bias and to ensure that fairness, inclusion and transparency is the underpinning theme of all processes and practices.
- HR Directors and HR Generalists who want to be better skilled in managing issues that are linked to discrimination
- Recruitment Managers who want to recognise how unconscious bias can have an impact on recruitment practices
- Business Managers who want to be more skilled in managing a diverse and inclusive staff team.
- Middle and Senior Managers who want to understand the impact of unconscious bias in line management, strategy, policy and process development.
The workshop will enable you to:
- Have a better understanding of how individual and group bias impacts on behaviours, attitudes, relationships and decisions
- Learn about science and research behind the concept of unconscious bias
- Using the ‘Broken Window Theory’, understand the risks and implications of negative outcomes from unchecked unconscious bias.
- Consider the impact of unconscious bias from advertising to recruitment and retention of staff
- Identify areas of personal biases and its implications on decision making processes within a team or department
- Explore avenues in mitigating the risks of unconscious biases in recruitment practices for instance, taking into consideration the ‘Rooney’ effect, as evidenced through the recruitment practices of National Football Leagues (US).
- Discuss the model of courage to manage the negative behaviours that create unconscious biases.
- - Understand the different types of global research conducted across various institutions
- - Evidence and figures of the impact of unconscious biases
- - How our mind processes information
- - Scanning vs focusing
- - The types of filters in which we see people and put them into categories
- - Concept of generalisations, deletions and distortions
- - The limitations of categories
- - The ‘I’ factor
- - Asking questions in a timely state
- - Whose values, whose beliefs
- - Managing behaviour and attitudes
- - Monitoring and Evaluation of task allocation
- - Diverse representation
- - Shop window
- - Examples of where it has worked well.