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. do they all 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 prejudice 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 training takes place in the 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 everyday working life - 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 change?
Sure, you can book a training on a hot topic like unconscious bias, learn a lot on that day and have fun. But what is behind it? Do you or your company see the training more as 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 lot of impact - if you implement what you have learned internally afterwards. Of course, you don't have to do this alone, because an experienced consultant can also support you.
So also honestly question the intention with which you book the training. Because this has an impact on whether it will be an effective unconscious bias training. The training is only the first stone that is set rolling: Because biases are hidden in the structures and processes and you also have to critically examine and optimise these. A start could be your hiring processes. Here you can find valuable tips on inclusivehiring.
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 as adults it is no different. Part of understanding and learning new things is knowing why I do something. A powerful why is meaningful and connective. So the why questions need to be clarified in your organisation - 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 negative effects if we do not deal with unconscious bias?
2. trainers who have an idea of didactics
Knowing about the topic is one thing. The experience of being diversity-sensitive to the differences between participants is another. For example, if white people and BIPOC are in a training, BIPOC are never asked to share anything from everyday life. It is emotionally very exhausting and not diversity-sensitive when marginalised groups have to tell about their experiences of discrimination. A good trainer knows this.
Of course, it is different when people with experience of discrimination want to share something with the group on their own initiative. Experience can also mean that I consciously book a trainer with multiple experiences of discrimination. The experience of a white, cisgender, straight woman without a disability is different from that of a black, queer trans person with a disability. That's not to say 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. centre the experience of marginalised people in the group
Unconscious Bias Training should be an open learning space. What happens there stays there. Therefore, it is important that everyone actively listens to and empathises with each other. One rule in particular applies: no one has to share personal experiences of discrimination, but they can if they want to. That's why we always formulate community rules in advance with the group, which everyone abides by.
Your standard is not about the comfort of the academised white hetero-cis male without a disability. It's not about the comfort of mainstream society. Effective unconscious bias trainings can and must go very deep! But it is important that people with experiences of marginalisation in the room can rely on the trainer.
4. effective unconscious bias training is called: Walk the Talk
Clearly, we learn from the experiences we have. The training should be accessible and inclusive for all, using simple language and creating a space where everyone can feel comfortable and be themselves. A training where the right questions are asked that make people think. And it should be the space for people to ask questions that they haven't asked before. First the sensitisation, 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: include lots of exercises and discussions - additional effect: it's so much more fun!
5. a common commitment from all
So you are all totally motivated and want to continue? Absolutely, I'm with you! 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 regularly reminded and become active.
This means that even effective unconscious bias training is only as good as the measures that follow. There is no way around a diversity, equity and inclusion strategy. If you have not yet defined a vision and milestones - we are happy to support you.
Here is a summary of how you can recognize an effective workout:
- The "why" is clear to all: it is important to have a meaningful motivation for the subject. Compulsory training is only semi-good.
- Experienced 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 qualified 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 share experiences, but everyone is allowed to.
- Practical orientation: The group can practice in realistic scenarios how individuals recognize their unconscious bias and how they can minimize the effect. The scenarios are tailored to your company.
- Shared commitment: Training is just the beginning, a comprehensive DEI strategy is critical. Even better, the training is integrated into your strategy.
