UNCONSCIOUS BIAS
We all have unconscious biases—our brains take in more information than they can process, so we rely on mental shortcuts to simplify the world around us. In other words, we rely on stereotypes (leaning.org).
Increasing awareness isn’t enough. Teach people to manage their biases, change their behavior, and track their progress. by Francesca Gin and Katherine Coffman
To become more diverse, equitable, and inclusive, many companies have turned to unconscious bias (UB) training. By raising awareness of the mental shortcuts that lead to snap judgments—often based on race and gender—about people’s talents or character, it strives to make hiring and promotion fairer and improve interactions with customers and among colleagues. But most UB training is ineffective, research shows. The problem is, increasing awareness is not enough—and can even backfire—because sending the message that bias is involuntary and widespread may make it seem unavoidable.
UB training that gets results, in contrast, teaches attendees to manage their biases, practice new behaviors, and track their progress. It gives them information that contradicts stereotypes and allows them to connect with colleagues whose experiences are different from theirs. And it’s not a onetime session; it entails a longer journey and structural organizational changes.
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