Over the past several weeks, there has been much discussion around “bias in the workplace” in part, due to a recent racially charged situation at a Philadelphia Starbucks. In the April, 2018 incident, two innocent black men were arrested for failing to make a purchase as they waited for a colleague to join their business meeting. While an unfortunate event, there is a learning opportunity for businesses that can come from what occurred, regardless of industry.
Now is as good a time as ever for companies to re-evaluate their training around diversity and inclusion, and more specifically, unconscious bias in the workplace.
Unconscious bias happens when we make incredibly quick judgments and opinions of people and situations without realizing we’ve even done so. The real problem with unconscious bias occurs when judgements and opinions are based on characteristics on a person or group that can be deemed discriminatory. Understanding unconscious bias—how people can make quick judgments about people and situations based on who they are, how they live, or how they were raised—is important.
Companies that want to motivate employees to engage in new behaviors that complement and accelerate their efforts may find thoughtfully designed training to be an effective tool. It should come as no surprise that, employees who feel their voice is heard at the office are more likely to feel empowered to perform their best work. Additionally, employees who say their company provides equal opportunities and promote inclusivity, are more likely to say they are proud to work for their organization.
Unconscious bias training can be a useful component of diversity and inclusion efforts, but only if designed thoughtfully and backed by intuitive research. In the workplace, unconscious bias may have an impact on recruitment, employee engagement, workplace civility and promotability. If unconscious bias isn’t being recognized, actions aren’t taken or companies fail to read the signs, problems will undoubtedly occur.
There is overwhelming scientific evidence that unconscious bias may influence the evaluation and selection of applicants from entry-level to management positions in all types of organizations.
Companies can design training programs that engage employees, motivate them to adopt behaviors that mitigate bias and empower individual diversity advocates within the organization. These actions alone can only take an organization so far. Ultimately, it is a commitment to consistently evaluate and tweak the organizational processes—including the systems that allow for bias in the first place—that will have the most sustained impact on achieving the company’s diversity & inclusion goals.
There is no such thing a “crash diet” in which companies can expect to see dramatic results in a short period of time. Rather, it’s a learning process, a cultural shift in thinking, acceptance and tolerance—a lifestyle change.
Want to learn more?
If you would like more information regarding First Contact HR’s diversity and inclusion training to address workplace bias, please call us at 267-419-1390 or send an inquiry to: info@firstcontacthr.com