Yes, the first Unconscious Bias Training is exciting and a very important step for you and your team. After all, it is often the first milestone on a company’s Diversity & Inclusion journey. Dn order for the training to be effective, however, there are a few things you should consider beforehand.
Because there is also a negative effect of unconscious bias training: that the situation becomes more prejudiced than before. So that doesn’t happen: Here are four reflection questions you should ask yourself before your training.
1. does everyone take part in the training voluntarily?
This is a very important question that is crucial for the motivation of the group. Clearly, if it is simply decided over your head that you must attend this training, you may be reluctant to take part. We often talk to companies whose unconscious bias training has gone wrong because they forced their managers to participate at a strategically too early point. It is not unlikely that an anti-attitude will change again during the training. But it is more difficult for the learning success of the entire group if individual participants think: “Phew, now I have to do this training today, but I have this and that on my desk and actually have better things to do.” This only leads to naysayers, brings the mood down and reduces everyone’s learning progress.
2. are the effects of unconscious bias on society as a whole mentioned in the training?
Unconscious biases are actually something terribly normal. Our brain just likes shortcuts and therefore falls back on learned patterns to simplify things. But it is precisely this normalization that falls far short if you want the training to be effective and also bring about a change in behaviour. Training is only effective if it becomes clear that it is precisely these unconscious biases that structurally lead to racism, sexism, homophobia, etc. – in other words, that they have a fundamental impact on social justice and equal opportunities. Unconscious biases are not an academic construct that can be looked at once in a day and then filed away again. Unlearning them is a lifelong and responsible journey.
3. how much practical exercise takes place during training?
Listening to a frontal lecture on unconscious bias is one thing. Practicing in concrete scenarios how and when you can notice the unconscious bias is another. Especially if you can practise the situations in a safe setting and learn how to minimize the effects of bias. It’s also much more fun to be active and create something yourself than to listen to a long lecture with countless PowerPoint slides, isn’t it? It’s best if the situations come directly from your day-to-day work – then it’s much more vivid for everyone. Of course, you need an experienced trainer who picks you up where you are. A trainer who knows what practical tips your team needs.
4. how serious are you about the change?
Sure, you can book a training course on a hot topic like unconscious bias, learn a lot on the day and have fun. But what’s the point? Do you or your company see the training as more of a door opener for further discussion about diversity and inclusion? Or will everything remain as it is after the training? Unconscious bias training can have a big impact – if you implement what you have learned internally afterwards. Of course, you don’t have to do this on your own, as an experienced consultant can also support you.
So also honestly question the intention with which you are booking the training. Because this will have an impact on whether it will be effective unconscious bias training. The training is only the first stone that is set in motion: Because biases are hidden in the structures and processes and you also need to critically examine and optimize these. Your hiring processes could be a start. You can find valuable tips on inclusive hiring here.
If you have answered all the questions positively:
These are the five ingredients for effective unconscious bias training
1. it clarifies why we are talking about it
Even as children, we always wanted to know why we were doing this or that. And it’s no different as adults. Part of understanding and learning new things is knowing why I do something. A powerful why is meaningful and unifying. So the why questions in your company need to be clarified – preferably even before the training: Why is it important that we learn more about unconscious bias? Why do we want to become more sensitive to it? And why does it have a negative impact if we don’t deal with unconscious bias?
2. trainers who have an idea of didactics
Knowledge of the topic is one thing. The experience of being sensitive to the differences between the participants is another. For example, when white people and BIPOC are in a training, BIPOC are never asked to share anything from their everyday lives. It is very emotionally draining and not diversity-sensitive when marginalized groups have to share their experiences of discrimination. A good trainer knows this.
Of course, it is different when people who have experienced discrimination want to share something with the group of their own accord. Experience can also mean that I deliberately book a trainer with multiple experiences of discrimination. The horizon of experience of a white, cisgender, hetero woman without a disability is different from that of a black, queer trans person with a disability. That doesn’t mean that one training is better than the other. But a very reflective awareness of privilege is simply the be-all and end-all. In our trainings, we also share our own experiences, which makes the topic much more vivid for everyone (and opens up another space for those who find themselves in the experiences).
3. center the experience of the marginalized people in the group
Unconscious bias training should be an open learning space. What happens there stays there. It is therefore important that everyone actively listens to each other and treats each other with empathy. However, one rule applies in particular: no one has to share personal experiences of discrimination, but may do so if they wish. That’s why we always formulate community rules with the group in advance, which everyone adheres to.
Your standard is not that the academized white hetero-cis man without a disability feels comfortable. It’s not about the comfort of the majority society. Effective unconscious bias training can and must go deep! However, it is important that people who have experienced marginalization in the room can rely on the trainer.
4. effective unconscious bias training means: Walk the Talk
Clearly, we learn from the experiences we have. The training should be accessible and inclusive for everyone, i.e. use simple language and create a space where everyone feels comfortable and can be themselves. A training course in which the right questions are asked that make people think. And it should be a space where people can ask questions that they haven’t asked before. First the sensitization, then the action with concrete examples from your everyday work and ideas that you can implement well. And don’t be afraid of mistakes: they happen anyway and that’s when we learn the most. So to do: incorporate lots of exercises and discussions – additional effect: it’s so much more fun!
5. a joint commitment by all
So you’re all totally motivated and want to keep going? Absolutely, I’m in! Very important: make a note of it. Write down what you want to do individually and together as a team or company. Stick the note next to your screen, put it on your desk or under your pillow: The main thing is that you are reminded regularly and take action.
This means that even effective unconscious bias training is only as good as the measures that follow. There’s no getting around a diversity, equity and inclusion strategy. If you have not yet defined a vision and milestones, we will be happy to support you.
Here is a summary of how you can recognize effective training:
- The “why” is clear to everyone: it is important to have a meaningful motivation for the subject. Compulsory training is only half good.
- Trained trainers: Look for trainers who not only have knowledge, but are also didactically qualified to lead groups on these sensitive topics. Invest in quality and trained trainers. We will be happy to inform you about our training and further education courses.
- Sensitive and mindful interaction: The trainer creates a safe learning space in which everyone listens to each other respectfully and interacts empathetically. No one has to, but everyone is allowed to share experiences.
- Practical orientation: The group can practice in realistic scenarios how individuals recognize their unconscious biases and how they can minimize the effect. The scenarios are tailored to your company.
- Joint commitment: Training is just the beginning, a comprehensive DEI strategy is crucial. Even better: the training is integrated into your strategy.
