There are many forms of unconscious bias training and some are controversial.

Training can mean:

  • informing people about what unconscious bias is
  • explaining a company’s position
  • trying to change the way people think and behave.

It’s usually the last point which is the most contentious and is why some people think unconscious bias training is at best useless and at worst harmful.

These discussion points can be looked at individually – as a reflective activity, or in small groups in which the participants feel they can discuss equality and diversity issues openly and safely.

Warning

People can have very strong feelings about what is and isn’t right. If you discuss these points with colleagues, please do so sensitively and be respectful of each other’s opinions.

What do you think about Unconscious Bias training?

Have a  look at the arguments people have used to justify the statements.

How much do you agree/disagree?

Unconscious bias training:

The argument

A study has suggested that attempting to suppress bias can make stereotypes seem more significant and result in an increase in biased decision-making.

The argument

Through a process of introspection and reflection individuals are asked to assess their thoughts and behaviours for evidence of bias.

When no biases are discovered, they are reassured that they have been correct all along and that their conclusions are based on sound reasoning.

The argument

A hiring manager undergoes unconscious bias training. The manager then discriminates against a job applicant because, as they have done the unconscious bias training, they believe that they are no longer susceptible to their biases.

Unconscious bias training doesn’t work

Look at these statements and think about/discuss how you would answer.

“Most unconscious bias training doesn’t include the features that result in less biased, more equal, and lasting behavioural change.”

“A lot of unconscious bias training is based on the assumption that awareness of personal unconscious biases can result in the lessening of those biases.”

What do you think would make unconscious bias training effective?

  • voluntary participation
  • goal-setting and problem-solving
  • a focus on the system as opposed to the individual
  • a focus on changing behaviour over time.
  • mandatory training
  • targeted at the individual
  • disconnected from day-to-day work.

How much do you agree with the statement ‘Unconscious Bias training doesn’t work’?

Expecting someone to be able to overcome their biases after an unconscious bias training session is like expecting them to eat healthily and be active because you’ve held a health and nutrition seminar. Change doesn’t happen like that.

Inviting people to share (anonymously) how they’ve observed or experienced inequality and bias. Encourage people to be part of the solution by designing changes in practices.

What some people say

Do you agree with these statements?

Think about what you would say if someone said them to you?

There are certain responsibilities that need to be met. You need to be compliant with the relevant legislation, and organisations should be able to prove that they’ve taken the necessary steps to promote equality and diversity in their workplace.

However, while tick-boxes are one of the ways of collecting data in organisations, the purpose is to be able to translate that data into information that can inform change.

‘What doesn’t get measured doesn’t get done’.

Diversity needs to be measured and monitored in the same way that finances are monitored through budgets, so that issues are identified, and actions can be taken.

The Equality Act 2010 applies to all individuals, providers of services and employers.

We live in a complex society made up of people from diverse backgrounds and with a range of needs and requirements. This means someone may be seen as advantaged in some areas and, at the same time, disadvantaged in others.

Equality and diversity is about more than trying not to offend, or making sure you say the right thing. It’s about fairness in terms of access to employment and services – and creating an inclusive culture.

It’s also about freedom from discrimination. Equality and diversity policies and initiatives help to put these widely held values into action.

People perform best when they can be themselves and embedding equality and diversity in everything an organisation does will improve conditions for all staff and, ultimately, their customers.

Improving diversity can have a positive impact on the bottom line. In January 2013, a government report – commissioned by the Government’s Equalities Office – concluded that a well managed diversity strategy can bring benefits to business.

The costs of not promoting an inclusive, fair and equitable workplace can have significant costs for employers in terms of high turnover, high sickness absence rates and (ultimately) Employment Tribunal costs.

It’s a very common misconception that to promote equality and diversity in your workplace, you simply have to treat everyone the same. This may seem like a common sense approach. Every employee, regardless of their age, gender, sexual orientation, religious beliefs, race simply gets the same treatment, and that makes everything fair and equal.

Sometimes, by treating everyone equally, you’re actually accidentally discriminating against certain groups.

Can you think of any examples?

Policies and training are of course essential when it comes to equality and diversity. You need to be aware of your rights and responsibilities, what you should to do if you feel that something has gone wrong and so on.

The policy should form the basis of working practices, and steps should be taken to embed it within company culture and the accepted way of doing things.

Getting it right can be complex and it should be an ongoing process.

Often equality and diversity are discussed in the context of Human Resources practices, but the issue is much wider.

Many successful businesses are taking a more holistic approach. They’re ensuring that equality and diversity best practices are implemented in all areas of their operations.

For example, working with suppliers that cater for a variety of needs and treating clients and customers in a way that recognises their needs and their individuality.

Are there any other sayings about equality diversity and inclusion that you’ve heard?

How could you respond to these?