How do you manage unconscious bias on your team?

Absolute Transparency, having a culture of collaboration and avoiding conflict at any cost, is currently the major issues among families, corporations countries and above all yourself. Lead by example, having skin in the game is not sufficient, it is important to have your soul in the game. Encourage a Sattvic way of life, meditation benefits to have a focused sense of mind. Make maximum use of AI Don't disregard it; be selective with webinars and conferences, there is already an overabundance of information on the internet. Above all create a culture of tolerance.

In today's fast paced environment, we usually only act and react and seldom have time to think in depth. Decisions stemmed from this approach are based on preconceived notions and assumptions, the result is unconscious biases. My recommendation is this situation is as follows 1. Self awareness - if you are a victim of this problem, accept it with an open heart. 2. Meditation - spend some time with yourself and evaluate the conversations/decisions you had/made during the entire day. 3. Think on paper - write down the good, bad and ugly parts of your conversation. 4. Identify changes in your decision and jot them down. 5. Rinse and repeat. 6. If things are not improving, considering seeking help from a mentor. 7. Pray

Be humble. Foster an environment of ideas, where others speak up and voice their own opinions. This allows others to hear different perspectives, experiences as well as increase awareness to avoid unconscious bias.

Don’t ignore it, acknowledge it. You’ll be a better person the more you can self realize the assumptions that guide your decisions. Constantly challenge them.

Journal writing and personal development. When we take the steps to write about our own life experience we increase our EQ, relationship with ourselves and others plus we increase our empathy toward others. We often find that we work with our game face on. This mask can create an inaccurate perspective on who we really are and why we show up and perform at work. If we then get the opportunity to invest and be part of personal development workshops and off site events with team building and interaction potential we can begin to see the person behind the mask. This revelation can not only lift our unconscious bias but improve our communication skills, depth of connections and potential to find new solutions to our challenges.

Self education and self examination are critical to continuing growth and success. As Shakespeare eloquently put it, “This above all, to thine own self be true.” This constant introspection and course correction allows for individual and collective correction in a learning organization which leads to excellence.

One of the greatest shifts in my perspective was the way I judged others through learning about the ego with the work from Eckhart Tolle. From there I was able to recognise the value I placed on my position in the world and levelled myself as one, on the same level of value and importance to everyone around me. I had a different role than others but that was by no way means of more importance. This alleviated stress and anxiety that I had on staying on top or keeping up appearances with false confidence or happiness. I became part of the fabric of society. Education and experiential learning with mindfulness philosophies from the leaders in the field of mindfulness, was key to progress from a place of stress to a feeling of bliss.

I agree, ongoing learning is crucial as this challenges our current thinking which helps us to become more self aware. Being open to new ideas is critical to help us recognise and reduce our own biases.

Bias is human. Quick decisions blind us to biases. Decision-making frameworks mitigate this. At my company, we help clients use more mind and less gut. Frameworks spotlight our fallibility, steering us from emotional to logical decisions, countering biases like groupthink and loss aversion. Good ones stress hypothesis testing before big commitments and they foster shared knowledge. I've seen it reinforced through process enhancement, workshops, case studies, and laminated placemats! Consistency, clarity, and competitive edge define good frameworks. Use them for clear communication, objective evaluation, and efficient risk mitigation. Plus, it feels great when everyone understands why you made a good decision under tricky circumstances.

A safe space is crutial to get good results in terms of performance and well being. A safe space is one where participants are welcome and welcoming. A safe space where bringing yourself is a source of pride for all.

I have created a safe and open way to express yourself in a team environment with the GAIM ON system and social media platform. By taking the time to write the entry to your day in the GAIM ON app, your team can see you work through your challenges and see the real you. This helps see the person behind the mask and gives you a foundation to communicate on a more authentic way when you get the opportunity to speak or message throughout the day. GAIM ON is an inspiring and motivational team building platform.

Be an ally. Be a sponsor. Yes, that junior member of your team will remember you for your support to move forward. Yes, that introvert will be "more vocal" if you, as a leader helps to create the place to be. Yes, the lady at the back can bring her expertise to the front, if you offer the chance.

Diversity is the key to successful products and services. The way to find the x factor you seek in business is with multiple perspectives and diverse feedback. When we look to scale beyond our glass ceiling the smallest shift in direction can lead us to a new path to success that we never expected. Every opinion is valid and all of you is welcome here.

Promoting and celebrating diversity & inclusion isn’t enough. It has to be implemented with intentions deeper than meeting a requirement and providing social proof that there are at least two POCs in the office. Without doing so, limited perspectives will perpetually hold businesses back. DE&I video training isn’t enough, and quite frankly, I think it’s lazy. No one is really engaged and taking in the content. In-office and live virtual/interactive training should be provided.

The problem with an unconscious bias it can the the hardest to break. The success to changing perspective and the unconscious bias is the diversity of the work/PD to shift the bias. The diversity and depth of the personal development work we expose ourselves to, not only becomes a broader learning outcome but a way to find what PD resonates with us the most. I like to sign off messages and emails with the 3 words, Love your work. This has 3 meanings for me, in no particular order- 1) I appreciate the passion you show for the work you do. 2) Find what PD you love and prioritise that. 3) By doing the PD, you can show up to your workplace with increased resilience and EQ that allows you to... love your work place.

Management by Detached Involvement One way to avoid subconscious biases is to cultivate a culture of open mindedness . By this I mean not to pre- judge a person ,place or opinion without confirming the data points . Jumping to a conclusion internally is detrimental to a healthy discussion and open mindedness . It becomes increasingly difficult to change your mind if the data points say something else . Looking for pointers that reinforces your point of view is another characteristic of a subconscious bias . It is a difficult thing to avoid falling in the trap of biases but with practice and inclusion of diversity the same can be achieved .