How do you address unconscious bias or microaggressions in the onboarding process?

Don’t assume that a person understands how your company operates because you provide new hires with an online course and quiz to complete over amd over until they pass. Have each person in HR write a personalized email introducing themselves and their role to each new hire. If someone has a problem, please stop putting them in a situation where they have to feel like they have to network (aka vent) to other employees of the company.

One way organizations can get started is focusing on the facilitators. Facilitators are the first impression for a company. They are the people who welcome new hires and can confirm whether the new hire has made the right decision. Simple skill building can be done on: 1. Name Pronunciation Ensure facilitators are comfortable asking how to pronounce names. Don't have them say things like "I don't know how to say that so you say it." Instead say things like "I want to ensure I honor the pronunciation of your name. Please say it for me so that I can call you as you deserve to be call." Saying names properly, or at least trying, can go a long way.

Review your current onboarding materials and practices. Look for language, images, and examples that may unintentionally convey bias or exclusion. Solicit input from recent hires and diverse employees about their onboarding experiences. Examine the demographics of your new hires over time. Are there disparities in retention or satisfaction among different groups? This can indicate areas needing attention. Evaluate any training materials used during onboarding. Ensure they promote diversity, equity, and inclusion and do not contain biased language or assumptions. Communicate your organization’s commitment to diversity and inclusion clearly. Make it known that microaggressions and bias will not be tolerated.

Additional tips: 2. Gender language When addressing a group many folxs use the terms "you guys!" By using "guys" you facilitators can gender the group. This is important to use language such as "you all", "friends", "people", "everyone" so you are not misaligning a gender to the group. 3. Honor various holidays Holidays, especially in the West, tend to focus on Christian days like Christmas, Easter, etc. Be aware of other religious interfaith time periods such ad Eid, Yom Kim Pour, Lunar New Year, Diwali, etc.

By evaluating the different communication and learning styles in onboarding materials and scenarios, companies can make sure that these resources reflect a wide range of backgrounds and experiences. This will make all new hires feel welcomed. At the same time, implementing a system for new hires to provide anonymous feedback about their onboarding experience allows companies to identify and address any instances of unconscious bias or microaggressions they may have encountered so they could be addressed immediately.

Take care in using business jargon that has not been clearly defined - and perhaps tuned - for intended audiences. Ex “MicroAggressions” I’ve been in HCM Solutions Consulting for 30+ years and have yet to see this term is active use.

Create training modules that cover definitions, examples, and the impact of unconscious bias and microaggressions. Include interactive elements to engage participants. Customize training for various roles, such as onboarding teams, managers, mentors, and peers. Each group will have different responsibilities and perspectives in the onboarding process. Use case studies or role-playing exercises to illustrate how bias and microaggressions can manifest in the workplace. Include exercises that prompt participants to reflect on their own biases and experiences. Self-awareness is a critical first step in addressing bias. Equip staff with practical strategies to prevent and respond to bias and microaggressions.

Training people is the first solution everyone thinks about and yes, it’s part of the solution but not the only remedy. The idea is to create also job aids for the moments that matter where unconscious biases and microaggressions are more likely to occur. For example when setting expectations or providing constructive feedback. Provide mentors, managers and new hires actionable resources they can lean on to have objective conversations that allow them to communicate based on examples, Prompt them timely, when it becomes relevant for them. Make the content clear with concrete examples, like a cheatsheet with what’s cool to say? What’s not cool to say? So people reflect on it before going into these conversations.

Training helps employees recognize and understand their own unconscious biases and the impact of microaggressions. Through education, employees learn how to communicate more inclusively, avoiding language or behaviors that could unintentionally offend teammates. This can lead to better communication among employees and build a more cohesive team atmosphere.

I am currently reassessing our onboarding flow, to ensure compliance and capturing all the essential details to recreate an exceptional experience for our new hires. With a strong belief in the power of an effective system, we are diligently working to refine our onboarding process to deliver that "aha" moment, allowing individuals to feel excited about joining our outstanding team and remarkable organization. By providing guidelines and coaching to all involved in the process, we aim to provide a seamless and inspiring experience, setting the stage for a successful integration into our great team and fostering a sense of belonging right from the start.

Tailor the onboarding experience to individual needs. Assign a buddy or mentor to help new hires acclimate and provide support as they navigate their new role. Use onboarding materials that reflect diversity in images, examples, and language. Ensure that all communication, both written and verbal, uses inclusive language. Avoid jargon or idiomatic expressions that may alienate some individuals. Create opportunities for new hires to share their backgrounds, experiences, and expectations. Highlight the diverse backgrounds of your team members. Share stories and experiences that reflect a wide range of perspectives and cultures. Communicate the organization’s commitment to diversity, equity, and inclusion.

Schedule consistent one-on-one meetings with new hires to discuss their experiences, challenges, and any questions they may have. This demonstrates that you care about their well-being and progress. Create channels for new hires to provide feedback on their onboarding experience and any concerns related to bias or microaggressions. Pair new hires with mentors who can offer guidance, answer questions, and provide insights into the company culture. Mentors can help navigate challenges and foster a sense of belonging. Offer continuous training opportunities focused on diversity, equity, and inclusion.

My experience with teams learned that it is about how a leader encourages open dialogue. Employees should feel comfortable talking about unconscious bias and microaggressions. This can be encouraged by creating a safe space for dialogue and by providing resources for employees to learn more about these topics. It also goes to holding employees accountable to one another. When employees engage in unconscious bias or microaggressions, they should be held accountable. This can be done through a variety of methods, such as informal conversations (usually done), formal coaching, or disciplinary action (if appropriate).

1. When there is a microaggression, talk with the employee about how they are feeling, what they experienced, and discuss options of how you and the individual can address the situation individually and collectively. 2. Ask them if they would like you to introduce them to leaders that have successfully journeyed in the organization as a diverse leader or a leader that closely aligns with their identity. 3. Create an opportunity for an early conversation around their strengths, interests, communication preferences, and what experiences they hope to gain. 5. Deliberately set up projects and responsibilities that integrate the employee with top performers to create the opportunity to build relationship and contribute to key efforts.

To optimize the onboarding process, it is crucial to address microaggressions and unconscious bias prior to new hires joining. This approach aims to establish a well-defined DEI strategy and a cohesive company culture before welcoming new team members. In my personal experience, conducting training sessions on company values and culture immediately after completing HR paperwork proved to be highly effective. New hires expressed how impactful this training was in fostering a sense of belonging and creating an environment where they felt comfortable bringing their authentic selves.

What should an interviewer do or say if microaggressions are bias of a sort is vibrating towards them? Here's a short story of a subtle question that was posed to me. In the early months of my HR career I was interviewing a candidate for a Security Officer position and they asked "What does the company do to respect Jewish employees"? In short, I stated we don't do anything outside of the ordinary. I made highlight that while the company was Italian owned, we operate in the US where a beautiful ensemble of employees are part of our family. No religion is prioritized above the other and all are respected equally. Strange question to ask during an interview; but valid (From a certain point of view), and definitely a great story to share!