Why aren’t our workplaces as inclusive as we’d like them to be? While exact reasons may vary by company, unconscious bias plays a role in everyone’s diversity and inclusion results.
Unconscious Bias Impedes Diverse Talent
Our emotions are shortcuts that allow us to sort through reams of implicitly stored brain patterns that guide us either toward or away from a course of action. We don’t have the time or capacity to calculate all probabilities that come with every choice, and so we rely on gut feelings and instinct to guide us.
While necessary for survival, our instincts can cause us to make some inaccurate workplace decisions because unconsciously, we pattern match to other people or past experiences. This creates more opportunity for some and less for others, which directly impacts our ability to drive diversity and inclusion.
Take the Next Step in Creating an Inclusive Culture
Many companies educate their workforce on unconscious bias, and leave their employees saying “OK, I’m biased. Now what?”
We help you take the next step: by teaching people how to make small but impactful changes to strengthen their interpersonal skills, showing them how to engage in respectful dialog, and helping them appreciate the benefits of full participation in an inclusive culture. At the same time, we provide companies with insights to analyze sentiment, understand sensitivities and share appropriate resources to areas of the workforce when needed.
Emtrain’s Unconscious Bias Program
To foster success, we uniquely package our online course with data analytics and microlearning to allow you to implement a sustained, systematic program to help your learners make better decisions and build and maintain a healthy workplace culture. Our program includes:
- Online Course: A short and engaging video training, educating learners on the dynamics of unconscious bias
- Guidelines: Best practices and guidelines to help learners reduce unconscious bias in their interactions with co-workers
- Commitments: An interactive course feature that allows learners to commit to specific best practices to improve workplace processes; feature includes follow-up reminders
- Data Analysis: qualitative and quantitative data in both a dashboard and executive summary format based on anonymous learner feedback on inclusion at your workplace
- Strategic Inclusion Initiative (SII): A post-program strategy session with an Emtrain culture strategist to review data results, trending employee concerns and opportunities to measurably improve diversity and inclusion (D&I) within the organization; this strategy session can trigger a second session to craft an action plan that addresses known concerns, made visible by the data
- Ongoing Microlessons: Video and text lessons for ongoing follow-up with learners on these issues and/or for quick remedial deployment to address known problem areas
Emtrain’s approach to unconscious bias training reflects our diversity of expertise: we’re content developers who understand brain science, we’re culture strategists who understand behaviors, conflict and how to create drama-free workplaces, and we’re lawyers who understand the risks of employment litigation. Lastly, we’re experts in user experience and data science, and we apply technology and leverage data science to more effectively manage the impact of unconscious bias scalably within an organization.
Unconscious Bias Resources
Ready to see our Managing Unconscious Bias Program in action? You can also check out these helpful unconscious bias resources:
- [Guide] Guide to Building an Effective Program to Manage Unconscious Bias. Despite more awareness and public commitment from corporate and government leadership, the data from corporate diversity reports show little or no progress in achieving greater diversity. This guide outlines five components that must be in place for a diversity program to succeed.
- [Blog] Be Conscious About Bias to Work Better. Unconscious bias influences how we think about our colleagues and our leaders, how we approach projects, and how we get and give opportunities. Here’s how to move past it.