Unconscious Bias.

Unconscious biases are simply the automatic, hidden preferences we have about people that influence the decisions we make.

This means we will tend to value certain characteristics (such as those relating to gender, ethnicity, behaviour, dress or personality) over others, without being consciously aware.

It is a natural phenomenon which affects everyone.

Unconscious biases influence key decisions in the workplace.  Therefore, leaders, managers and employees routinely take decisions which positively favour those who they positively identify with.  By understanding your biases, you can become more self-aware and inclusive, a better leader, a better manager and better colleague.  

Our workshops can be delivered either face-to-face or on line, ranging from a one-hour to a half-day engagement session.

Ideal for your all workforce; this course will provide education to promote a better understanding of Unconscious Bias and how to manage and reduce biases.

This course can be paired with Implicitly Unconscious Bias testing, which can help to uncover our unconscious biases and their impact on behaviour.

“Self-awareness through the unconscious”

Implicitly is a unique online test of a person’s people preferences based on Age, Disability, Ethnic Origin, Gender or Sexual Orientation. It uses our response patterns to simple sorting tasks to measure the strength of our group preferences, which when very strong can lead to prejudice. Implicitly is a starting point for gaining deeper insight into our unconscious reactions to people who differ from us in various ways.

Implicitly test scores are underpinned by research and linked to our real world behaviour. Higher scores are indicative of our tendency to prejudge people and for those prejudgements to impact on our daily behaviour.

The link with real world behaviours makes Implicitly a unique test. Implicitly is unrelated to other research programmes or tests, and content is protected by copyrights and trademarks.

Implicitly has the potential to be adapted to examine attitudes towards a wide range of people and ideas.

Implicitly measures the strength of any association you hold between groups of people and negative stereotypes. It does this by examining the way in which you make very simple sorting decisions; it looks at the speed and accuracy of your decision making. If we hold strong associations between a particular group and negative stereotypes, then we find it easy to assign those groups to ‘bad’ words.

When asked to make the opposite assignment of ‘good’ words with the other group, we must override our instinct to continue assigning bad words to this group. The time taken for this extra mental processing is used as a measure of the strength of the association. Research has linked the extra time taken to real world prejudice in terms of having prejudiced thoughts and feelings and behaving in a discriminatory way towards other people.

There are four possible test results: Low, Mid-Range, Elevated and High. The majority of people will get ‘Low’ results in any single test.

Although those with ‘Low’ scores may well have some slight prejudice (usually towards people who are unlike them) these are so slight that we do not think they impinge upon their daily behaviour. Those with ‘Mid-range’ scores are likely to have prejudices which in some situations may affect their behaviour towards others. Those with ‘Elevated’ scores have quite strong prejudices and may find that negative thoughts and feelings about other groups are a regular aspect of their life. The very highest scorers (High) may well be aware that they have strong prejudices because at this level they are almost certainly affecting their behaviour.

Wellbeing.

To support an open company culture.

Communication.

To engage & connect a workforce.

WHAT FIRES TOGETHER, WIRES TOGETHER.