Yes, the first Unconscious Bias training is exciting and a very important step for you and your team. Because often it is the first milestone for companies on their Diversity & Inclusion journey. However, there are a few things you should consider beforehand to ensure that the training is effective.
Because there is also a negative effect of Unconscious Bias training: that the situation becomes more prejudiced than before. To prevent this from happening: Here are four questions to reflect on before your training.
1. Is everyone participating 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 have to take part in this training, you may be resistant to the topic. We often speak with companies whose Unconscious Bias trainings have gone wrong because they forced their executives to participate at a strategically premature 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: „Ugh, 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 naysaying, brings down the mood and reduces everyone's learning progress.
2. Does the training mention the overall social impact of unconscious biases?
Unconscious biases are actually something terribly normal. Our brain likes shortcuts and therefore simplifies and resorts to learned patterns. But it is precisely this normalization that falls far too short if you want the training to be effective and also bring about a change in behavior. Only when it becomes really clear that it is precisely these unconscious prejudices that also structurally lead to racism, sexism, homophobia, etc. – that they therefore have fundamental effects on social justice and equal opportunities – is the training effective. Unconscious biases are not an academic construct that you look at once in a day and then file away again. Unlearning them is a lifelong and responsible journey.
3. How much practical exercise takes place in the training?
Listening to a lecture about Unconscious Bias is one thing. Practicing in concrete scenarios how and when you can notice the unconscious prejudices is another. Above all: If you can practice the situations in a safe environment and learn there how to reduce the effects of the distortion effects. It's also much more fun to be active and creative yourself than to listen to a boring long lecture with countless Powerpoint slides, isn't it? It is best if the situations come directly from your everyday work - then it is immediately much clearer for everyone. Of course, you need an experienced trainer who picks you up where you are. A trainer who knows which practically implementable tips your team needs.
4. How serious are you about the change?
Of course, you can book a training on a trendy topic like Unconscious Bias, learn a lot and have fun on this day. But: What's behind it? Do you or your company see the training more as a door opener for further discussion about Diversity and Inclusion? Or does everything stay the same after the training? An Unconscious Bias Training can do a lot – if you also 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 with this.
So also honestly question the intention with which you book the training. Because that has an impact on whether it will be an effective Unconscious Bias Training. The training is only the first stone that is set in motion: Because biases hide in the structures and processes and you have to critically examine and optimize them as well. A start could be your hiring processes. Here you will find valuable tips on Inclusive Hiring.
If you have answered all questions positively for yourself:
These are the five ingredients for an 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's no different. Understanding and learning new things means that I know why I'm doing something. A powerful why is meaningful and connecting. So the why questions in your company must 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 negative effects if we don't deal with unconscious biases?
2. Trainers who know about didactics
Having knowledge of the topic is one thing. The experience of being diversity-sensitive to the differences between the participants is another. For example, if white people and BIPOC are in a training, BIPOC will never be asked to share something from everyday life. It is emotionally very exhausting and not diversity-sensitive when marginalized groups have to talk about their experiences of discrimination. A good trainer knows that.
It is of course something else when people with experiences of discrimination want to share something with the group of their own accord. Experience can also mean that I consciously book a trainer with multiple experiences of discrimination. The experience horizon of a white, cisgender, hetero woman without disabilities is different from that of a Black, queer trans person with disabilities. This does not mean that one training is better than the other. But a very reflected awareness of privilege is simply the be-all and end-all. We do it in our trainings in such a way that we also share our own experiences, which makes the topic much more lively for everyone (and opens another space for those who find themselves in the experiences.)
3. Center the experience of the marginalized people in the group
The Unconscious Bias Training should be an open learning space. What happens there, stays there. Therefore, it is important that everyone actively listens to each other and treats each other with empathy. But one rule applies in particular: No one has to share personal experiences of discrimination, but may if they want to. That's why we always formulate community rules in advance with the group, which everyone adheres to.
Your benchmark is not that the academic white hetero-cis man without disabilities feels comfortable. It's not about the comfort of the majority society. Effective Unconscious Bias Trainings can and must go pretty deep! But it is important that people with marginalization experience in the room can rely on the trainer.
4. Effective Unconscious Bias Training Means: Walk the Talk
It's clear: we learn from our experiences. Training should be accessible and inclusive for everyone, using simple language and creating a space where everyone feels comfortable and can be themselves. A training in which the right questions are asked to stimulate reflection. And it should be a space where people can ask questions they haven't asked before. First comes awareness, then action with concrete examples from your daily work and ideas that you can easily implement. And don't be afraid of mistakes: they happen anyway, and that's when we learn the most. So, to do: incorporate many exercises and discussions – added bonus: it's so much more fun!
5. A Shared Commitment from Everyone
So, you're all totally motivated and want to keep going? Absolutely, I'm in! Very important: make sure to record it. Write down specifically what you are committing to 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 of it and take action.
This means that even an effective Unconscious Bias Training is only as good as the measures that follow. You can't avoid having a Diversity, Equity, and Inclusion strategy. If you haven't defined a vision and milestones yet, we're happy to support you.
Here's a summary of what to look for in an effective training:
- The "why" is clear to everyone: It's important to have a meaningful motivation for the topic. Mandatory training is only semi-good.
- Trained trainers: Pay attention to 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 would be happy to inform you about our training and further education courses.
- Sensitive and mindful approach: The trainer creates a safe learning environment in which everyone listens to each other respectfully and treats each other with empathy. No one has to, but everyone is allowed to share experiences.
- Practical application: The group can practice in realistic scenarios to identify unconscious biases and learn how to minimize their impact. The scenarios are customized to your company.
- Shared Commitment: The training is just the beginning; a comprehensive D&I strategy is crucial. Even better: the training is integrated into your strategy.
