How can you eliminate unconscious bias in your diversity and inclusion initiatives?

Iniciar programas de treinamento sensíveis à diversidade, que abordem implicitamente os vieses, pode ajudar os colaboradores a reconhecer e superar suas tendências preconceituosas. Além disso, promover uma cultura organizacional que valorize a diversidade, incentivando o diálogo aberto e inclusivo, cria um ambiente propício para desafiar e desconstruir estereótipos. Incorporar processos de recrutamento e avalia??o transparentes também contribui para mitigar o preconceito inconsciente. Ao liderar com exemplos e garantir que as políticas e práticas estejam alinhadas com os princípios de igualdade, as empresas podem criar ambientes de trabalho mais justos e inclusivos.

The first thing to acknowledge is that we are all biased. This is human nature and starts at birth. As a survival instinct, we can recognise differences as an alert mechanism to keep us safe. Shortly after birth, babies can recognise the smell and sound of their mother. Start with awareness coupled with self-compassion that this is normal. The bias itself is not the issue. It is whether we act on that bias that makes the real difference. When we notice and name our biases, we can make better decisions and behaviours. The key is to ensure that our decisions are not biased and that our behaviour is not at the exclusion or detriment of others based on that bias.

Once you identify your bias create rituals so they become habits. It’s like brushing your teeth everyday at 6am. It is a ritual. This habit provides clean teeth with while minimizing decay. Simple example for a tough solution. So practice practice practice

Preconceitos e pré-julgamentos s?o inerentes a qualquer ser humano, por isso é fundamental pensarmos caminhos para mitigar esses comportamentos. - O mais importante nesse processo é reconhecer que você está sujeito a ter uma a??o/fala preconceituosa, e mais do que isso, está disposto a mudar tal cenário; - é importante também saber identificar esses vieses e em que momentos eles se fazem presentes; - é fundamental descontruir essas percep??es negativas sobre algo/alguém, buscando informa??o; - é de extrema importancia sair da bolha em que você vive, e entender as diferentes realidades existentes - E por fim, buscar conhecimento e se letrar constantemente.

Imagine a hiring manager reviewing resumes. Unconsciously biased, they may favour applicants with names that sound familiar or culturally similar. As a result, qualified candidates with diverse names might be unintentionally overlooked, showcasing the impact of unconscious bias in the hiring process.

A key starting point, in my experience, is to be aware about different kinds of bias. It is important to regularly reflect on our thoughts and decisions to recognise potential biases. Once there is awareness not only of the bias and also the impact it has, it becomes possible to obviate or lessen the negative impact of that bias. For example, if unconscious bias is creeping into hiring processes on account of name familiarity, we can implement blind recruitment practices such as removing names and other identifying information from resumes during the initial review.

I believe it is ineffectual to believe that we can eliminate unconscious bias altogether. Our biases, in a manner, are also part of who we are and what we bring to the table. However, by being open to diverse perspectives and experiences in decision-making processes, we can counteract bias, cut down any negative impact and in turn promote inclusivity. On going education and self reflection are key to reducing unconscious bias.

The key to diversifying your exposure is curiosity. Surround yourself with people from diverse backgrounds and experiences. Then, get and stay curious about their perspectives. Following the groundbreaking work of Otto Scharmer, we must be willing to listen with an open mind, open heart, and open will. To ensure bias does not impact our decision-making, we must move beyond just hearing things that confirm what we already believe. To hold space and allow new ideas to come.

Policies to assess with a lens of equity and inclusion: - Hiring - including creating job descriptions, evaluating JDs, interviews, job offers, and training recruiters and hiring managers to be inclusive and equitable in their processes - Meeting processes - make them accessible and inclusive, reduce interruptions, ensure equitable speaking time - Promotions - audit your promotions across demographics to ensure people are equally and equitably promoted. There is a known bias against women and people of color when it comes to promotions. - Compensation - have set salaries or salary bands for specific positions and don't deviate, and ensure equity or employee ownership is fairly distributed.

Giving people from diverse backgrounds a seat at the table is not enough. We must create platforms, rituals, and a safe space where diverse voices can be heard and understood. Please keep in mind that your efforts to encourage DEI in your workplace do not themselves become a source of division and exclusion. Employee Resource Groups (ERGs) are an excellent approach to promoting diversity and inclusion. However, if they become a form of clique, we will have a new source of exclusion in the workplace. The key to breaking this barrier is allyship. Create ERGs on the principle of inclusion. Allow allies to join, get curious and learn, and support ERGs. Never exclude others from the ERG, or you will soon create a new form of exclusion.

Monitoring and measuring your DEI progress is crucial to understanding what is and is not working. It first starts with self-identification. Once you understand what diversity is part of your firm you can use that to inform comparisons across relevant metrics. For example, with this data you can compare how the experience of underrepresented staff (e.g., Women, Black/African American) compare to that of the well represented (e.g., White, Men). Some examples of metrics you can use to compare are engagement, retention promotion, wellbeing rates. If measured/compared correctly these metrics will allow you to see what DEI initiatives are moving the needle.

A great way to monitor your progress is through anonymous surveys. Many organisations have these in the form of employee engagement or satisfaction surveys. Have some carefully crafted questions about whether anyone has experienced bias or exclusion in the workplace. Then, monitor the survey results over time.

Sometimes what we we consider normal is itself a disguise for unconscious bias. For example, managers referring to their team of diverse sexes as "guys" - "I spoke to "my guys" and they said it can be done". This itself is gendered language and may contribute to unconscious bias. Though its informal and not intended to marginalise, unconscious bias is not about intent. Rather it is about what is unintentionally done and mindfulness of the potential impact of such acts. By reflecting on whether "guys" is inclusive or not, people leaders can make better choices in their language when they address their teams. Using more inclusive language such as "everyone", "team" or even "folks", helps create a gender inclusive and welcoming environment.