The goal of the implicit bias training was two-fold: increase awareness of team member biases and then give team members the tools to overcome their biases.
First Step in Implicit Bias Training: Create Awareness
The first step in creating implicit bias awareness is to provide training to all team members. The first round of implicit bias training is focused on the basics of implicit biases—what they are and how we develop them. Once people understand the fundamentals behind implicit biases—and that everyone has them—team members are prepared for a deeper dive into their biases.
As part of the initial wave of training, I also share specific examples of common microaggressions in the workplace, and provide examples of alternate, more acceptable, approaches to those common scenarios.
Second Step in Implicit Bias Training: Equip Team Members with the Right Tools
Once team members are aware of their own bias, the next step is to equip team members with the right tools to overcome their biases. My initial training program provides a framework for decreasing bias in decision-making and speaking up when inequities are identified. The training includes a challenge to each team member to select one specific behavior to improve or change. Following, I guide organizations to also plan to roll out a second round of implicit bias training to focus on additional tools and actions to support an inclusive culture.
Beyond classroom training, I always take a multi-faceted approach to tackling implicit bias by creating affinity groups to build a community for underrepresented groups like women in technology and LGBTQ+ team members. Through affinity groups, team members in underrepresented groups have had opportunities to lead, have their voices heard, and share learnings with organizational leaders.
Comments