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How can you design and deliver effective and engaging unconscious bias training for your staff and managers?

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Unconscious bias is the tendency to make judgments and decisions based on stereotypes, preferences, or assumptions that are often outside of our awareness. It can affect how we interact with others, how we evaluate performance, and how we create opportunities in the workplace. To address unconscious bias, you need to design and deliver effective and engaging training for your staff and managers that can raise awareness, challenge assumptions, and promote inclusive behaviors. Here are some tips on how to do that.

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Meredith Davis, Ph.D.

PhD Cultural Strategist interested in re-centering human experiences within organizational and institutional structures…

1 Know your audience

Before you design your training, you need to understand who your audience is, what their needs and expectations are, and what their current level of awareness and knowledge is. You can use surveys, interviews, focus groups, or other methods to gather this information. This will help you tailor your training to their specific context, goals, and challenges, and avoid making assumptions about their experiences or perspectives.

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Meredith Davis, Ph.D.

PhD Cultural Strategist interested in re-centering human experiences within organizational and institutional structures and practices.
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In my experience, I spend more time observing and interpreting what is not being said. Most individuals, understand the consequences of being racist or discriminatory on the job. They know what not to say. I prefer to ask questions and allow them to reveal what is being ignored or resisted. Then you know the implicit and explicit ways your work culture circulates knowledge and addresses difficult conversations.

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2 Define your objectives

Next, you need to define what you want your training to achieve, and how you will measure its impact. You can use the SMART framework to set specific, measurable, achievable, relevant, and time-bound objectives. For example, you might want to increase the awareness of unconscious bias among your staff and managers by 20% within six months, as measured by a pre- and post-training assessment. You should also align your objectives with your organizational values, mission, and strategy, and communicate them clearly to your audience.

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Brian L. Hughes

Award-Winning Entrepreneur, Keynote Speaker, Disability Intersectionality and Inclusion Advocate, Allyship and Belonging Catalyst, Health and Wellbeing Self-Care Advocate.
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Without establishing the outcome you want to achieve from UB training upfront, the training is unlikely to have any impact or be a good use of resources. "Why are you holding UB training at your company?" For example, do you want to focus on increasing the representation of employees from diverse backgrounds? Or are you hoping that the training will improve inclusion and belonging among marginalized employees? Setting a firm goal is a best practice for any DEI effort, including UB training. Doing so creates accountability and signals that the company isn't being performative but is committed to achieving a measurable outcome.

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3 Choose your format

There are different formats and methods you can use to deliver your unconscious bias training, depending on your objectives, audience, resources, and time. You can use online or face-to-face sessions, or a combination of both. You can use lectures, videos, case studies, role plays, simulations, games, quizzes, or other interactive activities. You should choose a format that suits your learning outcomes, engages your audience, and fosters dialogue and reflection.

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4 Incorporate best practices

To make your unconscious bias training effective and engaging, you should incorporate best practices in your design and delivery. This should include evidence-based and relevant content that is based on research and data, as well as stories and examples that illustrate the impact of unconscious bias. Additionally, using humor and positive language can reduce defensiveness, while feedback and reinforcement can help your audience monitor their progress. Furthermore, action planning and follow-up can help your audience apply their learning to their work, set goals, and receive ongoing support.

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5 Evaluate your results

Finally, you need to evaluate the results of your unconscious bias training, and use the feedback and data to improve your future sessions. You can use different methods and tools to collect and analyze the feedback and data, such as surveys, interviews, tests, observations, or metrics. You should measure the reaction, learning, behavior, and results of your training, and compare them with your objectives. You should also share the results with your audience, stakeholders, and leaders, and celebrate the successes and learn from the challenges.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you design and deliver effective and engaging unconscious bias training for your staff and managers?

1

2

3

4

5

6

1 Know your audience

2 Define your objectives

3 Choose your format

4 Incorporate best practices

5 Evaluate your results

6 Here’s what else to consider

Cultural Competency

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How can you design and deliver effective and engaging unconscious bias training for your staff and managers?

1

2

3

4

5

6

1 Know your audience

2 Define your objectives

3 Choose your format

4 Incorporate best practices

5 Evaluate your results

6 Here’s what else to consider

Cultural Competency

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