How can you address implicit bias in your organization?

Implicit bias can be countered by making it a priority from the top down. Bias much like discrimination is unacceptable in any organization. Everyone has something to contribute to the greater good of the organization. As a leader, it is your responsibility to fight bias at all times and on a continuous basis.

Encourage team effort more than individual effort. As a leader, even if you have the best employee, avoid commending their progress alone. Instead, encourage team work in various projects and recognize team efforts more. This makes everybody believe in themselves more and and no one feels less than the other.

At Genders & Sexualities Alliance Network we developed a decolonized approach to leadership and management. Under this approach it was everyone’s job decolonize their own minds because everyone has a different racial or gender identity we had lot of room to name and reflect on hidden biases. And the system management was responsible for identifying and replacing harmful or talk to toxic workplace practices. Or philosophy is rooted in justice and liberation. We didn’t do a DEI training the during time I was there, (we were already kind people everyone was getting trained to handle) And that’s because we’d all unified on the goal of what we wanted this workplace to feel like for us as queer & trans people of color. Wanted to feel free.

In my experience, it is about holding regular workshops for the whole organisation members to know the latest developments of discrimination ordinance. After these, the board directors and others work with each other to explore how to implement the policies and learn from other organisations on their diversity, equity and inclusion policies. Since organisation are of different sites, it is important to leverage exteran resources. For example, fair rights or equal opportunities bodies can help to review policies and provide advice, and so can pro-bono lawyers. Their feedback should be taken seriously for inclusive policies and practices to be implemented.

Ensure that leadership is committed to addressing and mitigating implicit biases. Leaders should set the tone for a culture that values diversity, equity, and inclusion.

Implicit biases are inherent in everyone; these are not consciously chosen but are socially conditioned. Leaders must work with their teams to actively co-create safe spaces where implicit biases can be constructively challenged. Creating a safe space goes beyond simply declaring it as such; It hinges on the collaborative efforts of both leaders and teams. The foundations of psychological safety are built on mutual trust and accountability. For nonprofit leaders, it's essential to model attitudes and practices that foster this environment. This includes encouraging vulnerability, open sharing of truths, expressing curiosity, non-defensiveness, and demonstrating a willingness to embrace change.

Consider seeking external input, such as diversity consultants or experts, to provide an objective perspective on the organization's practices and suggest improvements.