“Unconscious bias training” are launched by organizations to conquer the “unconscious” workplace bias and stereotypes that take place more often than not.
Indian employees have complained of being mistaken as the “tech guy” instead of the owner of the business, or an African American woman categorized as an “angry black woman” because she was passionate about her viewpoints.
Fears such as these need not enter the workplace, but hey, they are seen and experienced in everyday life, so why would the workplace stand the chance of anything different?
As organizations grow and become larger, it becomes difficult to remedy such biases. Therefore on the ground level, no matter how small the organization, these safe guards deserve consideration.
Keeping the lines of communication open and going, is one major way of battling workplace bias. To begin the conversation, one suggested tool are assessments. The utilization of assessments are used to measure the state of the organization.
By introducing tools such as assessments, organizations can tailor make the sort of information that is to be imparted to employees as well as quickly gauge the temperature on diversity and cultural differences.
Pre-survey assessments & Training
A pre-survey assessment (provided to the employees before the training sessions) identify the baseline or starting point, as well as the sort of content necessary to implement into the training sessions.
Various training sessions instituted and illustrated through webinars, workshops, and e-learning can introduce topics where any deficits lie. The administering of post surveys (taken directly after trainings) can determine how effective training was to the learners.
Moving forward assessments administered to employees over a 30, 60, 90 day period, can provide valuable information about growth. Assessments evaluate what was learned and if it is being practiced and integrated into the everyday culture or thread of the organization.
If change is not substantial enough, the pre-assessment, training, and post-assessments (provided yet again), will be administered until diversity and cultural awareness is eminent and sustainable.
Another way to fight bias and stereotypes is to ensure that the Human Resource department is truly interviewing and reviewing applications without discrimination. The more diverse the workplace, the more likely bias and stereotypes are eliminated. Nothing can deteriorate or build an organization reputation more than being culturally sound.
Can you think of more ways to create a culturally sound organization?