IMPLICIT BIAS AND DIVERSITYTRAINING IN THE WORKPLACE
Explore the meaning of implicit bias, what it means to yourorganization, and how to combat its effects. Discover two key ways tomake your implicit bias training impactful and to strengthen yourorganization's diversity and inclusion strategy.
A LOOK INSIDE
Implicit Bias Training: Overview
Benefits of Virtual Delivery
Importance of Reflection
Emotional Intelligence and Inclusion
Authenticity is Key How TTA Can Help
In order to evaluate the current state of bias in the workplace, it's important to have a clear definition of implicit bias.
Implicit bias refers to the thoughts and feelings we have that occur in an unaware state which both positively and
negatively affect our actions, decisions, and attitudes towards others. Whether you are building upon your current
diversity training program or would like to create a new program, you are taking the right steps forward. While implicit
bias and diversity training is undoubtedly a positive change for any organization, it comes with both its' benefits and
challenges.
Implicit bias training can provide several benefits to your organization. Here are a few examples of positive changes
you'll see with implicit bias training:
Employees will have a better understanding of how and
why unconscious bias existsEmployees will have the ability to identify and become
aware of their own biasEmployees will be able to make better decisions excluding
bias from the decision making process
Employees will have the knowledge necessary to
recognize the negative impact that bias can have on an
organization
IMPLICIT BIAS TRAINING
Virtual Delivery
It is often believed that implicit bias or diversity and inclusion
training is ineffective when delivered virtually. To find out more
about delivering Diversity and Inclusion and Implicit Bias Training
virtually, we consulted with one of our learning experts Judy Kaye.
Judy is a diversity practitioner with over 25 years of experience in a
wide range of industries and notable experience as a lawyer. She has
designed and conducted hundreds of interactive workshops on
diversity and inclusion, prevention of discrimination and harassment
at work and school, effective communication, and culturally
competent patient care. Judy shared four key advantages of
delivering diversity training virtually.
Finding alternative delivery methods to incorporate implicit bias and diversity training is moreimportant than ever. Globally, organizations are beginning to utilize virtual means of training andknowledge sharing. While your team may not be physically within the walls of your office, it’simportant to remember that learning and growth can continue.
4 BENEFITS OFVIRTUAL DELIVERY
1. Increased Self Evaluation and Re�ection
We are all in�uenced by the thoughts, opinions, andexperiences of those around us. By conducting the trainingvirtually, participants may feel more willing to examine their
unconscious biases without the in�uence and potentialjudgements of those around them in a traditional classroom.
2. More E�cient Group Work Opportunities
It’s easy to assume that no alternative is more e�cient than in-person group projects, but this may not be the case. With virtual
diversity and sexual harassment training, participants canquickly split into smaller discussion/chat groups, such a Zoom’s
‘breakout room’ feature. This allows for more collaborativeopportunities without interfering too much with training time.
4 BENEFITS OFVIRTUAL DELIVERY
3. Open and Honest Questions
Often learners are resistant to ask questions when they are in a roomfull of their peers, particularly while being trained on a sensitive subjectsuch as diversity and sexual harassment. However, when participatingin virtual training, learners can easily send the instructor private chatmessages in real time during the session. These chats could includequestions, comments, or examples of bias that they might be more
reluctant to share if they are in front of a group of peers. The instructoris then able to address these questions anonymously to the entire
group.
4. Improved Accuracy of Implicit Bias Tests (IAT)IAT’s are often conducted at the beginning and end of a diversity training
course and are an extremely valuable metric in evaluating the effectivenessof the training. If participants have the opportunity to take these tests at theircomputer rather than in a traditional classroom, participants might be more
honest and transparent knowing they will de�nitely keep their anonymity.
In order to have the greatest impact and create
lasting change, it's crucial that implicit bias training
really speaks to learners. There are lots of different
ways to impact learners, but here are two
representative strategies that we have used
successfully at TTA:
1. Create authentic scenarios and examples
2. Invite learners to reflect on their own
perspectives and stories
These strategies can also be used to customize and
tailor an existing program. It's valuable to start with
the research, but we aim for applicability and
relevance in both the instructor-led and virtual or
on-demand offerings.
SPEAK TO THE LEARNERS
The number one problem with most implicit bias training is a lack ofauthenticity. Often, when hypothetical scenarios are used in training,they are perceived as inauthentic or unintentionally humorous. Dueto the fact that the characters in these hypothetical scenarios lackdimension and human complexity, they can actually reinforcestereotypes rather than overcome them. Let's take a look at how wecan address this within our Implicit Bias Training.
AUTHENTICITY IS KEY
HOW DO WE ADDRESS THIS?
Create authentic narratives
Help learners reflect on their own narrative
Challenge learners to "read" or understand their story and
the story of learners
DESIGNING FOR EMPATHY
NARRATIVE AUTHENTICITYRecent studies have shown that reading literature (with complex, psychologically interesting characters)
increases emotional intelligence and empathy. We need those same qualities in the stories and narratives
we use for our implicit bias training
5 QUESTIONS FOR BUILDING AUTHENTICITYCreating authentic scenarios can be one of the greatest challenges in developing impactful implicit bias
training. In order to create an authentic narrative, be sure to ask yourself the following questions:
DOES ITINCORPORATE
MULTIPLE POINTSOF VIEW?
IS THECONTEXT
RELATABLE?
IS ITPLAUSIBLE?
DOES IT HAVEAN EMOTIONAL
IMPACT?
ARE THECONSEQUENCES
REALISTIC?
1 2 3 4 5
THE IMPORTANCE OF REFLECTIONReflection is a great way to incorporate critical thinking skills within implicitbias and diversity training. A few of the ways that reflection can positivelyimpact your implicit bias training are: 1. Reflection helps learners become aware of their own values2. It allows learners to consider perspectives other than their own3. It challenges learners to think critically about their own values4. It distances automatic thinking from action5. It models new frameworks of thought
VALUE REFLECTIONS TOOLFOR CRITICAL THINKING
Reflection is a crucial piece of any training, but
particularly useful in implicit bias training. Take a look
at some of the possible reflection questions you could
ask yourself when participating in implicit bias or
diversity training:
Emotional Intelligence
and Inclusion
Empty text
Incorporating emotional intelligence training into
your overall L&D strategy can be a great step on the
path to inclusion. Emotional intelligence training
can be beneficial for your organization's culture and
can lead to increased behavioral awareness and the
changes necessary to create an inclusive workplace
environment. Emotional intelligence training can
increase your teams empathy towards others,
strengthen their ability to have difficult
conversations, and help overcome implicit bias in
the workplace.
Of course, these strategies of learner reflectionand narrative authenticity are just two of manypossible options for bringing your implicit biasand diversity and inclusion training to life. TTAcan help you map out the right solution for yourorganization.
Culture assessments & evaluations
Trainers and facilitators with experience in implicit
biasSubject-matter expertsReady-to-go programs with options for
customizationFully custom ILT or virtual on-demand optionsReinforcement coaching or microlearning
Integrated curricula where implicit bias is taught
alongside critical thinking, soft skills, ethics, sexual
harassment, etc.
TTA can help with your implicit bias initiatives byproviding:
HOW TTA CAN HELP
To find out more visit TTA's Diversity and Inclusion Page: https://thetrainingassociates.com/diversity-and-inclusion-training/
CUSTOMLEARNING
SOLUTIONS
INSTRUCTIONALDESIGN
LEARNINGSTRATEGY
TRAININGDELIVERY
MANAGEDLEARNING SERVICES
FULL-TIMEPLACEMENT
Contact Us thetrainingassociates.com
800.242.8868