On one of my earlier starts this week, a radio story about the new CEO of Goldman Sachs took me on an emotional rollercoaster.
At first, I sighed when I heard his name was David (there are more CEOs called David than CEOs who are women, you know...).
Then I was taken aback by the fact that this David is also an electronic dance music DJ known as D-Sol! I started thinking "how can he do the job if he is out clubbing all night?"
Acknowledging my biases in action, I then swung to a positive bias, thinking how cool and refreshing a DJing CEO is!
It's likely David has to constantly deal with these kinds of bias' on a daily basis. We place huge expectations on people based on tiny amounts of information. Often this information such as they name, race, accent, job or many other things change the way we make decisions about them and behave towards them.
This is unconscious bias. The conclusions our minds jump to without full exploration of thought. Unconscious Bias effects the quality of our decisions and therefore the quality of our business outcomes.
In this workshop we will explore the science behind bias, its effect on our organisations and what action we can take to reduce its impact.
Event Type: Classroom
Address: PRCA, London, SE1 0BE
Places available: 6
Places remaining: 6
Trainer: Debbie Epstein MPRCA
Unconscious bias workshop
If you are human you have unconscious bias and none of us are immune. Unfortunately its impact in the workplace is significant, both on our behaviours and our decisions. In this 3 hour interactive workshop you will get a thorough grounding in the concept of unconscious bias, the theory and research what we can do individually and collectively to minimise its impact. We will draw on research and evidence-based best practice examples from a range of organisations.
By the end of the workshop you will be able to:
- Identify instances of unconscious bias and understand why they occur and the impact they can have
- Understand that biases can occur in relation to the protected characteristics covered by the Equality Act 2010, but also a myriad of other characteristics such as education, background, accent and introverts/extroverts etc.
- Have an understanding of a range of techniques to identify and minimise the impact of unconscious bias on your own behaviour and organisational processes
- Have identified some actions that you will take personally and/or collectively to minimise the impact of unconscious bias