Wave Talent X IMG ARENA: Uncovering Unconscious Bias
When Becca Williams and I initially sat down with the team to discuss ideas for a collaboration between IMG ARENA and Functional Females , the goal was to host an event delving into the significance of diversity and inclusion in the workplace. After careful consideration, we zeroed in on "Uncovering Unconscious Bias," a topic that resonates across professional settings, impacting hiring decisions, team dynamics, career opportunities, and more. Recognising its influence, we aimed to bring together professionals from various levels within the industry to shed light on these issues, acknowledge their existence, and explore potential solutions as a crucial first step toward meaningful change.
In a collaborative effort to unravel the complexities of unconscious bias in the workplace, we successfully hosted an immersive workshop-panel-styled evening, navigating its impact on workplaces and proposing practical strategies for combatting it. The event served as a platform for attendees to gain insights from both the workshop and the subsequent panel discussion, fostering a comprehensive understanding of the challenges and opportunities in the realm of diversity and inclusion.
Workshop Take-Homes
How can unconscious bias in the workplace affect the impact of the end user of your service?
The workshop kicked off with a crucial question: How does unconscious bias in the workplace transcend into the end user's experience with your service? Delving deep into this question, we explored strategies and practices aimed at mitigating bias in hiring. Moreover, we dissected measures that organisations can adopt to ensure equitable treatment in performance evaluations and promotions, recognising the impact on the end user's journey
What strategies and practices can we implement that can tackle unconscious bias in hiring?
We then discussed how unconscious bias can have an effect on hiring and interviewing. One example that was highlighted was in the instance of interviewing, hiring managers making the final decision of who to hire based on unconsciously who they relate to more. Solutions discussed included implementing blind recruitment practices, comprehensive diversity training for hiring teams, assembling diverse hiring panels, and promoting data-driven decision-making to contribute to fair evaluations.. plus many more!
What measures can organisations take to identify and address performance evaluations, and promotion decisions to ensure fair and equitable treatment for all employees?
We had an in-depth discussion on removing bias when looking at progression and appraisals. Beyond conventional methods, the emphasis was on dismantling bias systematically. Initiatives such as the female-exclusive grad program and leadership accelerator were shared as successful examples, as well as transparent pay structures and the creation of diverse teams for cross-business evaluation which were shared as crucial components of this inclusive approach.
Panel Discussion Highlights
The panel defined unconscious bias as favouritism stemming from preconceived notions, shedding light on the importance of challenging the status quo in the hiring process.
Breaking Barriers for Women in Tech: Retention Strategies and Beyond
The panel addressed critical barriers preventing women from joining and staying in the tech industry. Advocacy for encouraging girls to pursue coding from a young age emerged as a foundational solution. Retaining talent, especially women, was highlighted as a crucial challenge, with insights revealing that 50% of women leave tech by age 35, citing factors such as progression, starting a family, and disparities in pay. The discussion advocated for leadership accelerators to propel individuals from diverse backgrounds into leadership roles, providing the confidence needed for upward mobility.
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Culture Fit vs. Culture Add, Diversity vs. Inclusion: Striking the Right Balance
An exploration of "Culture Fit vs. Culture Add" challenged traditional notions of fitting in, emphasising the importance of what individuals bring to the organisational culture. The distinction between diversity (a tick-box exercise) and inclusion (creating real impact) was highlighted, showcasing the outcomes achievable with a genuinely diverse team. The "Wizard of the Week" concept, promoting rotation in leadership roles, was discussed as an initiative feasible only with a sufficient level of diversity within the organisation.
Combatting Lip-Service: Transparency, Accountability, and Humanising Responses
The panel addressed the issue of lip-service in diversity initiatives. Attendees were encouraged not to shy away from calling out companies that merely use diversity as a buzzword. Strategies included leveraging data-driven insights from exit interviews and engagement surveys to hold companies accountable. The importance of transparent pay structures, avoiding negotiation pitfalls, and focusing on the buy-in rather than mere desire for diversity initiatives were highlighted as essential steps toward genuine progress.
Creating Space for Diversity: A Call to Action
The panel concluded with a powerful call to action, urging organisations to create space for diversity both in recruitment and in supporting existing talent. The discussion emphasised the need for reflective leadership, budget allocation for diversity and inclusion initiatives, and the importance of making advocacy for diversity a priority. The overarching message was clear: a more diverse workforce not only benefits reports and revenue but also opens doors to diverse opportunities and perspectives. The final note called for accountability, challenging leadership, and humanising responses in the ongoing journey toward creating truly inclusive workplaces.
Closing Thoughts
The workshop and panel discussion collectively reinforced that diversity isn't just a buzzword. It's an investment in innovation, productivity, and, most importantly, people. As we navigate the challenges of unconscious bias, the key is to humanise responses, foster accountability, and create spaces that champion diversity from within.
Thank you to everyone who joined us on the evening - It was wonderful to see so many faces there who are passionate about this topic! Also a massive shoutout to all our fantastic panelists; Serena Lloyd-Smith, James Gellately-Smith, James Gunaca, Karoline Lende, and Lois Day for moderating! Your contributions made the evening truly special.
Next stop: Scale-up vs. Enterprise | The TA & People Meet-up. 12th December 6 pm | Wave HQ. Hit me up for the ticket link!
#UnconsciousBias #DiversityandInclusion #WaveTalent #IMGARENA #FunctionalFemales #InclusiveWorkplaces
Tech Recruiter & DEI Specialist ?? | Co-Community Lead at Black Leaders In Tech ?? | Helping You Build Diverse Tech Teams ?? | Member of Black Recruiters Network Community | 65+ recommendations ??
1 年Well done Olivia Smith & Becca Williams! This event was a huge success but most importantly, the content and the impact detailed in the article are impactful. The article is a great read and a real representation of why Diversity & Inclusion are essential and why they need to be at the forefront of every company that hires. It's one thing to hire great people, and another to create an environment where you can retain talent.
I help Product Managers build and grow rewarding careers as a Product Management Coach | Ex-Amazon | Founder @ Product Sphere | Speaker, Author, and Organiser for MindtheProduct
1 年Perhaps my favourite highlight from the discussion and notes above was the idea of "Culture Fit vs. Culture Add". Amazing summary here!
Great article - thanks, Olivia!
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