From unconscious bias to conscious inclusion

The moment we set eyes on someone, we start to form an impression of them based on the most immediate things we see or learn about them.

This is unconscious bias. We are prone to automatic reactions which can push us to act inappropriately, driven by limited information.

Understanding the theory and reality of unconscious bias is not enough. Our training explores the implications of different types of bias for workplace processes and behaviours, and steps that can be taken by all employees to consciously include colleagues.

Micro-behaviours

Micro-behaviours are expressions of our biases, which signal, wittingly or unwittingly, whether people are welcome and valued, or whether they are not.

They are small behaviours with a big impact, and in the workplace can significantly affect employee experience.

Our short session on micro-behaviours considers who is on the receiving end, the different forms in which they show up, their impact, and how they can be challenged.

Let's talk about race and anti-racism

We must acknowledge and address the destructive impact of racism within our society, including within our workplaces.

We all play a part, but leaders have a responsibility to take action. This implies knowing and understanding what structural racism and race discrimination look like, and creating a plan to positively challenge and to create an inclusive culture.

Our workshops offer a safe but challenging environment to support conversations that otherwise would not have happened, and to enable anti-racist practice

Employee networks or resource groups - strategy, structure and empowerment

Employee networks are an important component of an organisation’s strategy on diversity and inclusion.

This peer support for marginalised or minoritised employees enables leaders and staff to learn about the diversity of lived experiences, contribute broad ideas and thinking to the organisation, and represent a significant resource in terms of innovating and implementing initiatives for a more equal and inclusive workplace.

However, the most effective networks are carefully planned and structured. Our workshop can be designed for new networks or delivered for a group which is well-established.

Authenticity and true-self

When we are able to be authentic at work we feel a greater sense of wellbeing, belonging and fulfilment, we develop stronger relationships, and we are engaged in our jobs.

The road to authenticity is less possible and comfortable for some employees than for others. This session looks at what we mean by authenticity; the concepts of imposter syndrome, pressure to conform, and code-switching; and why authentic leaders are so important for an inclusive workplace.

Privilege and allyship

These are two of the most-often misunderstood topics in the DE&I arena. Our workshop or webinar gently explores what privilege really means and the impact of having or not having different forms of privilege.

We also consider the importance of using our privilege through allyship. We look at what it means to be an ally, and introduce practical allyship actions.

Inclusive leadership

Inclusive leaders and managers get the very best out of all their people by looking inward to explore their own biases and perceptions; by using their position and platform to influence widely; and by creating relationships with their employees that unleash talent and enhance belonging and creativity.

Our workshop takes delegates on a journey from understanding the key characteristics of inclusive leaders, to formulating their own plan to enhance their inclusive leadership capabilities.

Inclusive recruitment

Many organisations have the aim that their workforce will reflect the community or the customers that they serve. This helps to ensure that products and services work well for everyone, but it also means that diverse talent and experience is welcomed and utilised.

To achieve this, the focus is naturally on those staff involved in recruitment and selection so that they know the value and importance of diverse hiring.

Our inclusive recruitment workshop considers how unconscious bias typically presents in recruitment, and how to mitigate it. Delegates also recap the stages of the recruitment process and understand inclusive approaches for each. We look at the Equality Act, and typical examples of bias for each protected characteristic group.

Understanding and addressing harassment

Unfortunately, research continues to show that harassment and bullying are alive and well in our workplaces.

Our training on this topic can be tailored for line managers or for all staff. It looks at examples of harassment (eg ‘banter’), definitions and the legal context; explores the impact on individuals and on organisations; and discusses actions and solutions to both create an inclusive culture and deal with allegations.

We ensure that content includes recent manifestations of harassment and bullying, which have become more prevalent in remote and online working situations.

Being an EDI ambassador, champion or representative

Many organisations create an internal network of diversity ambassadors, champions or representatives, and members of this network are pivotal in role-modelling inclusion, starting constructive conversations, embedding a culture of authenticity and belonging, signposting support and resources, and hearing and representing colleagues’ experiences.

Our workshop for this group typically covers the EDI workplace landscape, hot topics such as bias and privilege, understanding what it means to be an ambassador, the importance of self-care and resilience in the role, and forward actions as a change agent. 

We can tailor as appropriate for new or well-established groups.

Want to know more?

Speak with one of our advisers today to learn how our facilitated training workshops can make a meaningful difference in your workplace.