Your team is showing unconscious biases during training. How can you address and overcome these challenges?

Unconscious biases in the workplace can undermine team dynamics and training effectiveness. These biases are social stereotypes about certain groups of people that individuals form outside their conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing. When such biases manifest during team training, they can create an environment that is not conducive to learning and collaboration. Addressing and overcoming these biases requires a proactive and deliberate approach to foster an inclusive culture that values diversity and promotes cultural competency.

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1 Recognize Bias

The first step in addressing unconscious bias is to recognize that it exists within your team. This involves creating an environment where team members feel safe to reflect on their own biases and how these might influence their interactions with others. Encourage your team to participate in self-assessment exercises or bias training workshops that help them identify their own prejudices. Acknowledging these biases is crucial as it lays the foundation for the work needed to mitigate their impact on team dynamics and decision-making processes.

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Bassem El-Ganzoury

MBA, HRBP, HCM, TOT, LSSGB, Training, PMP
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I personally use these ways to overcome bias between employees during training: Conduct workshops or training sessions to help employees understand unconscious bias and its impact on teamwork and decision-making. Encourage interaction and collaboration among employees from different backgrounds. This can help break down stereotypes and build trust. Utilize role-playing exercises or simulations that allow employees to experience bias firsthand and practice mitigating it. Establish clear guidelines and expectations for respectful behavior and communication during training sessions.

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Jorge Alfredo Andrade Jarillo

Head of HR - (Master's degree in OD)👨🎓+ Agile🚀 + People centricity 💚
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Considero que identificar el sesgo siempre puede ser una arma de dos filos, por lo cual debes tener mucho cuidado el momento de esta identificación, siempre puedes usar dinámicas como los gustos por ejemplo: Abrir preguntando los gustos por los diferentes tipos de café, ahi todos se darán cuenta de que hay personas que o no les gusta o lo toman muy diferente o la marca y eso abre el aprendizaje, es decir generar conciencia de las diferencias potencializa identificar sesgos

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2 Open Dialogue

Fostering an open dialogue is essential for addressing unconscious biases. Encourage your team to share their experiences and perspectives regarding bias, and listen actively to their concerns. This can be facilitated through regular team meetings or dedicated discussion sessions where everyone has a voice. By promoting transparency and communication, you help build trust among team members, enabling them to discuss sensitive issues related to bias without fear of judgment or retaliation.

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Jorge Alfredo Andrade Jarillo

Head of HR - (Master's degree in OD)👨🎓+ Agile🚀 + People centricity 💚
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El dialogo abierto, en mi experiencia siempre debe estar moderado, es decir, el facilitador debe asignar o el mismo moderar, puede ser dentro del curso, o durante una tarea o una actividad o incluso si se implementan sesiones internas de dialogos abiertos, generar y demostrar la importancia del rol de moderador y su correcta ejecución

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3 Set Norms

Establishing clear norms and expectations about behavior and communication within the team is a vital step in combating unconscious biases. These norms should promote respect, inclusivity, and equity, and they need to be consistently enforced. By setting these standards, you create a benchmark for acceptable behavior, making it easier to address instances of bias when they occur. This also helps in creating a shared understanding of the values that are important to the team.

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🇱🇧 🇫🇷Manuel P.

Géopoliticien, formateur: anglais, géopolitique et IE (Bachelor, licence à MBA, PGE), diplomate (H). Yale MBA, "Train to win".
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Training and its content must always be based on a standardized path that gives the trainee the autonomy they are looking for. We must be patient and explain that mastering a step is fundamental. This requires pedagogy and may result in a long pause as we provide further explanations. Setting standards is essential, but we must ensure they are not a straitjacket that the trainer may regret setting. Some training courses are standardized because they are required to obtain certification. This is the only case where it could be imposed.

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4 Educate Continuously

Continuous education on cultural competency and unconscious bias is crucial for long-term change. This education should not be a one-time event but an ongoing process that includes a variety of learning methods such as workshops, seminars, and online courses. By regularly updating training content and keeping the conversation going, you ensure that the topic remains relevant and top-of-mind for your team, facilitating ongoing personal and professional development.

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5 Implement Feedback

Implementing a feedback mechanism allows team members to report and discuss instances of bias in a constructive manner. This could take the form of an anonymous suggestion box or regular feedback sessions where team members can voice their observations without fear of negative consequences. The feedback received should be taken seriously and used to make informed decisions about how to improve training and team interactions to prevent biases from influencing outcomes.

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6 Monitor Progress

Finally, it is important to monitor progress and assess the effectiveness of the strategies you have implemented to address unconscious biases. This could involve regular check-ins with your team to discuss the changes they have noticed and any further improvements that can be made. By keeping track of progress, you can adjust your approach as needed and celebrate successes, which can motivate your team to continue working towards an unbiased and culturally competent work environment.

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Your team is showing unconscious biases during training. How can you address and overcome these challenges?

1

2

3

4

5

6

1 Recognize Bias

2 Open Dialogue

3 Set Norms

4 Educate Continuously

5 Implement Feedback

6 Monitor Progress

Cultural Competency

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Your team is showing unconscious biases during training. How can you address and overcome these challenges?

1

2

3

4

5

6

1 Recognize Bias

2 Open Dialogue

3 Set Norms

4 Educate Continuously

5 Implement Feedback

6 Monitor Progress

Cultural Competency

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