How do you avoid bias in your training?

Avoiding bias in training is essential for me to cultivate an inclusive and effective learning environment. I begin by raising awareness of unconscious biases through workshops and discussions. I use diverse training materials that reflect a wide range of perspectives and backgrounds. To ensure evaluations are fair, I implement blind assessments so that judgments are based solely on performance rather than personal characteristics. I also encourage feedback from participants to help identify and address any biases. By regularly reviewing and updating my training programs, I stay aligned with current best practices and inclusivity standards. Through these efforts, I strive to create a fair and equitable training environment.

> Incorporate materials from various perspectives to avoid biases and ensure a well-rounded understanding of the topic. > Encourage open and respectful dialogue among participants, promoting diverse viewpoints and minimizing biases. > Regularly update training materials and offer opportunities for professional development to address evolving best practices and avoid outdated perspectives.

To avoid bias in my training, I research different perspectives that could inform my own bias which could stem from different sources and scenarios. My research aim is to avoid bias when training people who could be different from me in age, gender, race and abilities

A bias is an assumption or an opinion about an employee based on their membership in a particular group. Most of the time, we are unaware we are making these assumptions. Biases in training can significantly hinder its effectiveness. For example, they can impact the content where we favor certain perspectives over others. When native and non-native speakers are taking part in the same training, we may favor calling on the native speakers more often, which will stifle the growth and development of certain groups. Given we are all biased (it is part of the way our brain functions), the key is to become aware of our biases since they can impact training effectiveness.

Providing employee training requires I have to know and understand my target audience. To provide the best learning experience and avoid bias, I strive to design training content that provides learning in an inclusive and relatable way for all learners.

To ensure the training is inclusive and, therefore, relevant to all attendees, the training should incorporate diverse perspectives and experiences. Given we all learn in different ways, using diverse pedagogy such as small group discussions, self-reflection, case studies, etc., is key. By doing so, the trainer ensures all attendees feel they can contribute, but do so in a way that is comfortable to them. This will also foster a sense of belonging and increase engagement. Equally important! Those conducting the training need to create an environment where all voices are heard and all individuals have an equal opportunity to learn and grow.

Trainers need to include a variety of examples and perspectives while ensuring training materials are inclusive, respectful, and bias-free. When discussing leadership styles, for example, pay close attention to who the leader is. Are you making sure women are being seen as leaders? Given the common stereotypes of Asians (e.g., soft-spoken, quiet, not assertive) are you making sure Asians are being portrayed in a leadership position? This is also a great opportunity to expand your trainees’ cultural competence by explaining cultural differences in leadership styles since they can vary greatly from one culture to another.

Respectfully share learning in an interactive format that includes the trainees rather than excluding them. Using various scenarios to aid the transfer of learning process, ensure that the examples are relevant to the organisational culture, values and mission/vision.

Avoiding bias in training, particularly when soliciting and acting on feedback, involves several key practices: Diverse Feedback Sources: Gather input from a wide range of sources to ensure a broad perspective. This includes individuals from different backgrounds, experiences, and expertise levels. Structured Feedback Process: Implement a systematic approach to collecting and evaluating feedback. Anonymous Feedback: Allowing for anonymous feedback can help reduce the influence of hierarchical or interpersonal biases. It encourages more honest responses. Bias Detection and Correction: Regularly analyze feedback for patterns that may indicate bias. Transparency and Accountability: Maintain transparency about how feedback is used.

Feedback is a gift and when it comes from the learners and stakeholders, it is a special gift! The necessity for feedback cannot be underrated as bias in training can affect learning outcomes. Thank you

Before launching a diversity & inclusion training programme, I conducted a thorough bias audit of the materials. This involved reviewing all content for any language, imagery, or examples that could unintentionally reinforce stereotypes or favour particular groups. For instance, I noticed that many examples were skewed towards Western business practices, so I adjusted them to include global perspectives. By actively auditing the content, I ensured that it was inclusive & representative of the diverse workforce, reducing cultural bias. This approach ensured that the training resonated equally with participants from different cultural backgrounds.