Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.For more details
http://www.tatvaleadership.com/htm/unconscious-bias-training.html
Where an organisation or individual is aware of stereotyping and bias, many effective steps may be taken to correct behaviour.
But what to do when the bias is more subtle or unconscious? These unconscious biases and stereotypes are a major barrier to organisations achieving true inclusion and diversity.
In this webinar Dr Pete Jones, author of Hogrefe Ltd’s unconscious bias testing tool Implicitly, gives an introduction to the topic of unconscious biases and looks at what you can do to address them.
How to Help Managers Counter Unconscious Bias at WorkJhana
No-one wants to be biased. However, we all have our prejudices that can manifest in the workplace. Bias can lead to someone unknowingly treating another person unfairly and cause significant damage.
Jhana brings together
a. Alex O'Connor, PhD., Senior Writer and Researcher, Jhana, Inc. (who together with his team spent 700+ hours researching this topic)
b. Carmel Benson, Ph.D. Senior Director, Learning & Organizational Development, TIBCO Software, Inc.
c. Suzanne Leung, VP of Sales, Jhana, Inc.
Together they form a highly experienced group, well-equipped to talk about helping managers counter unconscious bias in the workplace.
They will share insight on:
1. What's new in the world of unconscious bias
2. Insight into how unconscious bias shows up in the workplace
3. What people can do when they are faced with or have to deal with UC Bias
4. What are some of the tactics available to people when they are the target of bias
This lecture is part of a business law course focused on ethics and leadership. This is the student's first introduction to implicit bias and heuristics.
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.For more details
http://www.tatvaleadership.com/htm/unconscious-bias-training.html
Where an organisation or individual is aware of stereotyping and bias, many effective steps may be taken to correct behaviour.
But what to do when the bias is more subtle or unconscious? These unconscious biases and stereotypes are a major barrier to organisations achieving true inclusion and diversity.
In this webinar Dr Pete Jones, author of Hogrefe Ltd’s unconscious bias testing tool Implicitly, gives an introduction to the topic of unconscious biases and looks at what you can do to address them.
How to Help Managers Counter Unconscious Bias at WorkJhana
No-one wants to be biased. However, we all have our prejudices that can manifest in the workplace. Bias can lead to someone unknowingly treating another person unfairly and cause significant damage.
Jhana brings together
a. Alex O'Connor, PhD., Senior Writer and Researcher, Jhana, Inc. (who together with his team spent 700+ hours researching this topic)
b. Carmel Benson, Ph.D. Senior Director, Learning & Organizational Development, TIBCO Software, Inc.
c. Suzanne Leung, VP of Sales, Jhana, Inc.
Together they form a highly experienced group, well-equipped to talk about helping managers counter unconscious bias in the workplace.
They will share insight on:
1. What's new in the world of unconscious bias
2. Insight into how unconscious bias shows up in the workplace
3. What people can do when they are faced with or have to deal with UC Bias
4. What are some of the tactics available to people when they are the target of bias
This lecture is part of a business law course focused on ethics and leadership. This is the student's first introduction to implicit bias and heuristics.
Panel at Carbon Five:
Join us for a panel conversation and open discussion about unconscious bias with Natalie Sue Johnson and Sonya Green. We'll discuss what it is, how it affects our workplaces and how we can learn to prevent it from negatively affecting our interactions with others.
Please bring your curious questions and experiences for sharing!
An investigator’s job is to come to an unbiased conclusion about something that has occurred. But if the investigator is impacted by unconscious biases, staying impartial can be challenging. It’s important, therefore, for anyone conducting investigations to recognize the potential for bias and work towards eliminating it. The more we understand our own biases, and the vulnerability we all have to be influenced by cognitive biases, the more we can do to prevent these biases from impacting our decision making.Join Amy Oppenheimer, attorney, author and leading expert on workplace investigations, teaches investigators to conduct impartial investigations that aren’t affected by unconscious biases or the influence of external forces. Webinar attendees will learn:
To identify the different forms of unconscious bias
The impact that bias can have on an investigation
How to recognize the signs of unconscious bias
What the Implicit Association Test (IAT) can teach us about unconscious bias
What studies have taught us about bias in different segments, such as law and education
What confirmation bias is and how to avoid it
This is my presentation for my Final Major Project Proposal and Thesis research done examining potential and fun solutions that the tech workplace can adopt to mitigate unconscious bias that is potentially counteracting diversity efforts and negatively impacting the capacity for innovation.
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.
Unconscious biases affect our perceptions, decisions, and interactions every day. How do we address biases if we don't know about them? In this talk, you will learn how to recognize and counter the biases that play a part in interviewing, meeting a new team member, and day-to-day interactions. You’ll also see common scenarios and how to address bias as it happens or after the fact. Together, we can make Asynchrony a more diverse and inclusive place to work.
What is bias? How did we develop it? And, most important, what can you do about your own personal bias? Join us for an interactive presentation that will draw upon videos, vignettes, and personal experiences to help you better understand “unconscious bias,” explore how it shows up in your life at work and beyond, and make a specific action plan to counteract your biases.
Neurologists have proven that our thinking, perception and actions are shaped by activity in our brain that occurs outside of conscious awareness or control, this results in unintentional influences that may not align with our values, or the values of your company. We call these unintentional influences "unconscious bias" and they are neither good nor bad. In this interactive workshop, participants will have an experience of how our unconscious mind works, discuss how unconscious patterns impact groups particularly around decision making at work, and put in place strategies and actions that can be taken by each of us to balance conscious intent with unconscious beliefs to build a more inclusive environment.
What really is "unconscious bias"? It impact our perception of the world and it influences the way we are being seen and interpreted by others. We are influenced by it every single day, with every decision we make. It is rife in the workplace too as our background, work experiences and cultural context, directly impact our decisions, often without us realizing it. In this presentation we explore what the unconscious bias is, how it impacts recruitment processes and what organisations can do to avoid it.
New & Next Webinar Series | Unconscious Bias: Leveraging Differences to Colla...Converge Consulting
Unbiasing has been a topic of discussion at Google for many years. The people analytics team in Google’s human resources department have shared insights on their journey to understand how decisions are made at work and how inclusive organizational cultures are built and sustained.
Julie Staggs, managing principal at Korn Ferry, discusses how to leverage the differences that make a difference and encourage collaboration through awareness of unconscious bias and its role on your campus.
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
Presence came together to discuss implicit bias/unconscious bias and how it impacts hiring, retention, and our experiences in the workplace. Lindsay Murdock, Inclusion Strategist discusses why we have bias, history of bias, and actionable items individuals can takeaway to combat their own biases.
What is unconscious bias and why does it exist? We all have hidden biases, so it's important to learn what yours are and how to ensure they aren't affecting your business decisions, as well as what organizations can do to prevent these biases from affecting their ability to innovate and remain competitive!
Key videos in the presentation:
https://www.youtube.com/watch?v=NW5s_-Nl3JE
https://www.youtube.com/watch?v=Ahg6qcgoay4
This presentation was part of Embody's Safe Healthy Strong 2015 conference on sexuality education (www.ppwi.org/safehealthystrong). Embody is Planned Parenthood of Wisconsin's education and training programs. Learn more: www.ppwi.org/embody
DESCRIPTION
Implicit bias refers to the unconscious associations we make about others based on characteristics such as race, ethnicity, age, and gender based on the direct and indirect messages we get from family, community, culture, and media throughout our lives. Implicit bias is an involuntary and unintentional process that influences our beliefs about and actions toward others. Several studies document implicit bias among health care providers correlated with clinical decision-making. Even though implicit bias is unconscious, it is malleable and can be unlearned. Debiasing is a long-term, intentional, and deliberate undertaking that involves countering harmful or negative biases with new associations. This workshop explores evidence-based and emerging methods for debiasing.
ABOUT THE PRESENTER
Meghan Benson, MPH, CHES, has worked in the field of sexuality education since she was a teen peer HIV educator in high school. Throughout her education and professional experience, she remained dedicated to advocacy and education around women’s sexual health. She completed her MPH in Community Health Sciences with a focus on adolescent health and development at the University of Illinois at Chicago and will be pursuing her PhD at the UW-Milwaukee Zilber School of Public Health in Fall 2015. As the director of Embody, Meghan develops programming and coordinates educational opportunities throughout the state. Meghan is a board member for the Association of Planned Parenthood Leaders in Education (APPLE), a Wisconsin Alliance for Women's Health board member, and a member of the Dane County Youth Commission.
Unconscious Bias at Work - Presentation to Theatre ForumOlwen Dawe
Unconscious Bias at Work - a Presentation to Ireland's Theatre Forum - deals with the neuroscience of unconscious bias, how this translates to implicit association and stereotyping and the impact this has for individuals. This session also discusses the behavioural disruption required to postively challenge our own biases and create workplaces (and artistic programmes) which harness the broadest possible talent pool.
Panel at Carbon Five:
Join us for a panel conversation and open discussion about unconscious bias with Natalie Sue Johnson and Sonya Green. We'll discuss what it is, how it affects our workplaces and how we can learn to prevent it from negatively affecting our interactions with others.
Please bring your curious questions and experiences for sharing!
An investigator’s job is to come to an unbiased conclusion about something that has occurred. But if the investigator is impacted by unconscious biases, staying impartial can be challenging. It’s important, therefore, for anyone conducting investigations to recognize the potential for bias and work towards eliminating it. The more we understand our own biases, and the vulnerability we all have to be influenced by cognitive biases, the more we can do to prevent these biases from impacting our decision making.Join Amy Oppenheimer, attorney, author and leading expert on workplace investigations, teaches investigators to conduct impartial investigations that aren’t affected by unconscious biases or the influence of external forces. Webinar attendees will learn:
To identify the different forms of unconscious bias
The impact that bias can have on an investigation
How to recognize the signs of unconscious bias
What the Implicit Association Test (IAT) can teach us about unconscious bias
What studies have taught us about bias in different segments, such as law and education
What confirmation bias is and how to avoid it
This is my presentation for my Final Major Project Proposal and Thesis research done examining potential and fun solutions that the tech workplace can adopt to mitigate unconscious bias that is potentially counteracting diversity efforts and negatively impacting the capacity for innovation.
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.
Unconscious biases affect our perceptions, decisions, and interactions every day. How do we address biases if we don't know about them? In this talk, you will learn how to recognize and counter the biases that play a part in interviewing, meeting a new team member, and day-to-day interactions. You’ll also see common scenarios and how to address bias as it happens or after the fact. Together, we can make Asynchrony a more diverse and inclusive place to work.
What is bias? How did we develop it? And, most important, what can you do about your own personal bias? Join us for an interactive presentation that will draw upon videos, vignettes, and personal experiences to help you better understand “unconscious bias,” explore how it shows up in your life at work and beyond, and make a specific action plan to counteract your biases.
Neurologists have proven that our thinking, perception and actions are shaped by activity in our brain that occurs outside of conscious awareness or control, this results in unintentional influences that may not align with our values, or the values of your company. We call these unintentional influences "unconscious bias" and they are neither good nor bad. In this interactive workshop, participants will have an experience of how our unconscious mind works, discuss how unconscious patterns impact groups particularly around decision making at work, and put in place strategies and actions that can be taken by each of us to balance conscious intent with unconscious beliefs to build a more inclusive environment.
What really is "unconscious bias"? It impact our perception of the world and it influences the way we are being seen and interpreted by others. We are influenced by it every single day, with every decision we make. It is rife in the workplace too as our background, work experiences and cultural context, directly impact our decisions, often without us realizing it. In this presentation we explore what the unconscious bias is, how it impacts recruitment processes and what organisations can do to avoid it.
New & Next Webinar Series | Unconscious Bias: Leveraging Differences to Colla...Converge Consulting
Unbiasing has been a topic of discussion at Google for many years. The people analytics team in Google’s human resources department have shared insights on their journey to understand how decisions are made at work and how inclusive organizational cultures are built and sustained.
Julie Staggs, managing principal at Korn Ferry, discusses how to leverage the differences that make a difference and encourage collaboration through awareness of unconscious bias and its role on your campus.
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
Presence came together to discuss implicit bias/unconscious bias and how it impacts hiring, retention, and our experiences in the workplace. Lindsay Murdock, Inclusion Strategist discusses why we have bias, history of bias, and actionable items individuals can takeaway to combat their own biases.
What is unconscious bias and why does it exist? We all have hidden biases, so it's important to learn what yours are and how to ensure they aren't affecting your business decisions, as well as what organizations can do to prevent these biases from affecting their ability to innovate and remain competitive!
Key videos in the presentation:
https://www.youtube.com/watch?v=NW5s_-Nl3JE
https://www.youtube.com/watch?v=Ahg6qcgoay4
This presentation was part of Embody's Safe Healthy Strong 2015 conference on sexuality education (www.ppwi.org/safehealthystrong). Embody is Planned Parenthood of Wisconsin's education and training programs. Learn more: www.ppwi.org/embody
DESCRIPTION
Implicit bias refers to the unconscious associations we make about others based on characteristics such as race, ethnicity, age, and gender based on the direct and indirect messages we get from family, community, culture, and media throughout our lives. Implicit bias is an involuntary and unintentional process that influences our beliefs about and actions toward others. Several studies document implicit bias among health care providers correlated with clinical decision-making. Even though implicit bias is unconscious, it is malleable and can be unlearned. Debiasing is a long-term, intentional, and deliberate undertaking that involves countering harmful or negative biases with new associations. This workshop explores evidence-based and emerging methods for debiasing.
ABOUT THE PRESENTER
Meghan Benson, MPH, CHES, has worked in the field of sexuality education since she was a teen peer HIV educator in high school. Throughout her education and professional experience, she remained dedicated to advocacy and education around women’s sexual health. She completed her MPH in Community Health Sciences with a focus on adolescent health and development at the University of Illinois at Chicago and will be pursuing her PhD at the UW-Milwaukee Zilber School of Public Health in Fall 2015. As the director of Embody, Meghan develops programming and coordinates educational opportunities throughout the state. Meghan is a board member for the Association of Planned Parenthood Leaders in Education (APPLE), a Wisconsin Alliance for Women's Health board member, and a member of the Dane County Youth Commission.
Unconscious Bias at Work - Presentation to Theatre ForumOlwen Dawe
Unconscious Bias at Work - a Presentation to Ireland's Theatre Forum - deals with the neuroscience of unconscious bias, how this translates to implicit association and stereotyping and the impact this has for individuals. This session also discusses the behavioural disruption required to postively challenge our own biases and create workplaces (and artistic programmes) which harness the broadest possible talent pool.
Addressing Unconscious Bias in Higher EducationJulia Michaels
Providing unconscious bias training to faculty and staff may reduce discrimination and the impact of bias at the university. Although evidence-based training models exist, effective implementation of those models is critical. Some universities have found that mandatory training can incite backlash, while voluntary training is unlikely to reach those who need it most. In addition, not all biases can be addressed at once; separate trainings are needed for racial bias, gender bias, disability bias, etc. During this webinar, experts on unconscious bias training will share evidence from their research, describe effective models, and discuss challenges for implementation. The speakers will also discuss remaining research gaps that limit the applicability of unconscious bias interventions across different contexts (e.g., admissions) and next steps for expanding the use of this promising practice.
Pello Talk on Diversity & Unconscious BiasWeArePello
In addition to helping creative businesses successfully invest in their people to survive and thrive; Pello's goal is to partner with our clients to raise awareness around unconscious bias and its implications on business and people so we can help create a more diverse, successful and sustainable creative industry.
We Are the World: A Journey Beyond Diversity to Cultural Competence
Learning objective: Increase cultural competence and strategies in the workplace
Seasoned and emerging leaders alike will be held accountable for negotiating and collaborating in an ever-evolving world of differences. Professional cultural competence expands the definition of diversity by encompassing other factors such as lifestyle, sexual orientation, learning styles, industry, positional power, etc. No matter where you are in your career, this course will challenge you to examine “what you know”, “what you don’t know”, and “what you need to do” to move toward greater cultural competence.
At the end of this seminar, participants will be able to:
a. Define cultural competence and diversity
b. List and assess cultural challenges that take place in your organization
c. Apply culturally sensitive collaboration and negotiation techniques
d. Identify specific personal and organizational strategies to improve cross cultural exchanges
Promoting organizational diversity in any organization requires each employee and the manager to develop a set of skills for their own professional development. As a result a dynamic group develops with a each member providing his or her own cultural identity to the team. Included in this team is not only an employee’s merit but the individual employee’s personality. Equipped with the knowledge of prejudice and discrimination a paradigm of diversity develops within the group. The result is a team of employees sharing and implementing ideas of cultural diversity among each other as well as with their clients.
Embracing Diversity Lessons FREE! Here is the PowerPoint, but I also have step-by-step teaching directions to walk you through 5 days of lessons!
Get these powerful lessons to help students understand that individual identity is shaped by many factors, including: individual characteristics; who the world says I am; empathy or lack of empathy for others; dominant and subordinate social groups; implicit bias; and the power and privilege, or lack of both, that go with these groups. FREE!
https://www.teacherspayteachers.com/Product/Embracing-Diversity-Lessons-FREE-2835896
This lesson is taken from the #1 best-selling Health curriculum on the whole TeachersPayTeachers website!!
https://www.teacherspayteachers.com/Product/Health-Curriculum-for-High-School-9-12-Full-Semester-with-90-Health-Lessons-196150
Employee Adaptiveness, Workplace Diversity, and Organizational PerformanceBabu George
George, B.P. (2016). Employee Adaptiveness, Workplace Diversity, and Organizational Performance. 32th Annual Pacific Rim International Conference on Disability and Diversity, held in the Honolulu, HI, USA, during 25-26 April, 2016.
www.pacrim.hawaii.edu
We want to create schools that are inclusive and culturally competent toward all diverse people. Yet, we know that there are implicit and unconscious bias that gets in the way of our acting in congruence with our values. Learn the science of cognitive biases we all have and what we can do to mitigate them.
We want to create schools that are inclusive and culturally competent toward all diverse people. Yet, we know that there are implicit and unconscious bias that gets in the way of our acting in congruence with our values. Learn the science of cognitive biases we all have and what we can do to mitigate them.
We want to create organizations and report news in ways that are inclusive and culturally competent toward all diverse people. Yet, we know that there are implicit and unconscious bias that gets in the way of our acting in congruence with our values. Learn the science of cognitive biases we all have and what we can do to mitigate them.
IdeaPOP! conference, May 15, 2019
University of South Carolina Division of Student Affairs and Academic Support
Featuring:
- Ann Marie Klotz, The New School
- Nathan Strong, UofSC
Held each May, IdeaPOP! is an in-house conference that examines higher education trends and issues through presentations and workshops whose content aligns with the ACPA/NASPA Professional Competency Areas for Student Affairs Practitioners
Speaking up is hard to do.
You see something ethically questionable. Notice someone not being included. Run up against offensive speech. Disagree with an opinion that’s all too quickly become consensus. Want to add a different idea to the decision-making process.
While we’d all like to think that if we saw something, we’d say something in these situations, we are strikingly bad at anticipating how we’ll feel in future circumstances and, for a whole host of cognitive reasons, it can be incredibly difficult to speak up in the moment. In fact, research suggests that most people tend to not act, and then rationalize their inaction.
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
Discover 12 reasons why your culture is preventing you from being the organisation you want to be, awareness is the first step on the journey to redemption.
360HR Knowledge Guide - The Science of SelectionDi Pass
HR and recruitment techniques have changed radically over the last decade, with technology advances and social changes bringing about new recruitment tactics and best practices.
360HR has summarised our most recent and on-the-job experience into this handy knowledge guide. You'll find practical ways to improve your recruitment outcomes and sidestep common HR pitfalls.
COVID-19: Heading Off Individual and Team DisruptionPaul Falcone
The COVID pandemic is triggering angst and fear, which sometimes translates into bullying individual behaviors or team breakdowns. Here's how to conduct individual and group interventions to help refocus and realign your staff by resetting performance and conduct expectations.
Our Founder, Roy Larson spoke on the topic of "Bringing out the Best in People" and how this can increase production, and efficiency in your jobs. Our consultants apply this to their relationships with developers, stakeholders, clients, etc. to be a catalyst in projects and your organizations everyday performance.
Leading With Authenticity, Vulnerability, Inclusivity, Trust, and ReflectionLisa D'Adamo-Weinstein
Presented at the Spring 2022 SUNY Empire State College Student Conference in Sartatoga Springs, NY - There are innumerable theories and strategies related to the topic of leadership that people can become overwhelmed by trying to find the right “fit.”. Drawing on the works of Brene Brown, Angie Morgan, Courtney Lynch, John Maxwell, Simon Sinek, Angela Duckworth, Susan Cain, Kim Scott, and others, this workshop will focus on a presentation of leadership and the ideas of authenticity, vulnerability, inclusivity, trust, and reflection. Participants will be asked to reflect upon their own leadership in formal and informal contexts as well and create a leadership and life mission statement for themselves.
Jennifer Saul's presentation for Cambridge University's gender equality summit Elsevier
Prof. Jennifer Saul, Head of the Department of Philosophy at the University of Sheffield, led a discussion on “unconscious bias” at the Delivering Equality: Women and Success summit at the University of Cambridge. This was her presentation. Read the full story on Elsevier Connect: http://www.elsevier.com/connect/what-does-gender-equality-mean-for-women-researchers-in-the-21st-century
Persuasion architectures: Nudging People to do the Right ThingUser Vision
Review of some of the most popular commercial and public sector persuasion methodologies. Plus some reasons why they may not work and some criticisms, and a comparison of how supermarkets persuade us, offline.
This is a presentation delivered at NASHRM in September 2010 by Dr. Daniel Crosby. It talks about the psychology behind talent selection and how creating barriers to entry can actually increase the quality and satisfaction of new hires.
Similar to The resistible impact of unconscious bias (20)
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
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The resistible impact of unconscious bias
1. Hampshire and IoW Branch
Proceedings of the People Forum – 22/10/2013
The resistible impact of unconscious bias
1
2. The resistible impact of unconscious bias
We are expecting a lively discussion on the subject of unconscious bias and its
impact in organisations. Of course we don't know where our conversation
will take us - that is up to all those who come.
However we propose to start by breaking through some taboos, by exploring
the concept of implicit association and how we make connections between
pairs of ideas that are already related in our minds.
If you want a head start you might like to pick up Malcolm Gladwell's 'The Blink'
and read his chapter on the 'Warren Harding Error' before trying the online
Implicit Association Test (IAT) at www. implicit.harvard.edu.
If you have not done this before, the results normally surprise and go a long
way to explain why organisations find it hard to shift their people profiles and
broaden their talent base.
It also provides some clues as to what can be done to change this that we can
build on. Not essential, if you don't have the book on your kindle or
bookshelves…or the opportunity / time to do this pre-work…as we will
provide a brief introduction to the topic.
2
3. The resistible impact of unconscious bias
How many of us would admit to believing that tall men make better CEOs than
shorter men or that a man is a more effective director than a woman? Yet within
organisations something seems to happen when these types of decisions are
made. As a result we get some interesting workforce statistics. For example:
• In the FTSE 250 women account for 13.2% directorships
• In a sample of the Fortune 500 CEO’s a third were 6 feet 2 or taller (compared to
3.9% of the American population)
The fields of psychology and neuroscience offer an explanation for these results.
At least in part it comes down to the way the unconscious mind associates pairs of
familiar and unfamiliar ideas. At the Forum, we will explore what this means and
how this leads to unconscious bias. As usual we will open with a short introduction
to the topic before moving into smaller group conversations to share experiences
and ideas.
This is often the kind of topic that generates a lively debate. Also, expect to get
some personal insights into the workings of your own unconscious mind!
3
4. The resistible impact of unconscious bias
Implicit Association
www.implicit.harvard.edu
Take a pen and assign each name to the category to which it belongs by putting a check
mark either to the left or to the right of the word. Do it as quickly as you can. Don’t skip
any words. Don’t worry if you make a mistake
Male
Female
John
Bob
Amy
Holly
Joan
Derek
Peggy
Jason
Lisa
Matt
Sarah
4
5. The resistible impact of unconscious bias
Now we are going to mix two entirely separate categories together. Once again put a check mark to the
right or the left of each word, in the category to which it belongs
Male
Or
Career
Female
Or
Family
Lisa
Matt
Laundry
Entrepreneur
John
Merchant
Bob
Capitalist
Holly
Joan
Home
Corporation
Siblings
Peggy
Jason
Kitchen
Housework
Parents
Sarah
Derek
5
6. The resistible impact of unconscious bias
Now try this…
Male
Or
Family
Female
Or
Career
Babies
Sarah
Derek
Merchant
Employment
John
Bob
Holly
Domestic
Entrepreneur
Office
Peggy
Cousins
Grandparents
Jason
Home
Lisa
Corporation
Matt
6
7. The resistible impact of unconscious bias
• Most people will take a little longer to put the word
‘entrepreneur’ into the career category when the career
category was paired with female than when the career
was paired with male.
• ‘When there is a strong prior association, people answer
in between 400 and 600 milliseconds. When there isn’t,
they may take 200 to 300 milliseconds longer than that –
which in the realm of these effects is huge’.
•
Tables extracted from “Blink, the power of thinking without thinking”,
by Malcolm Gladwell. Courtesy of lizbuckle@lftf.eu
7
8. The resistible impact of unconscious bias
Bias can be defined as
• an inclination or prejudice for or against one person or
group, especially in a way considered to be unfair
• a concentration on or an interest in one particular area or
subject
• a systematic distortion of a statistical result due to a
factor not allowed for in its derivation
• a set of pre-conceived ideas, opinions, notions
• a systematic mis-representation of a population
with the capability to influence a decision making
process.
8
9. The resistible impact of unconscious bias
• Bias is unavoidable as it is part of human nature
• Often recruitment processes are standardised in
such a way that we would like to eliminate bias,
but the risk is of having eliminated good
judgement as well – good process poor results
• Recruitment processes may become the safe
option rather then an effective tool to assist in
taking a business-critical decision.
9
10. The resistible impact of unconscious bias
• Social interaction cannot be reduced to a
scientific process.
• The purpose of a scientific process is to verify an
hypothesis and to produce knowledge. The
purpose of a selection process (for hiring or
promoting a member of staff) is to verify skills
and competences and to assess the goodness
of fit of an individual to a complex social
framework (company, team, type of customers,
location, culture, values).
10
11. The resistible impact of unconscious bias
• Bias is a reflection of some sort of tribalism
which we all have; it is the us and them.
• Bias doesn't necessarily bear a negative
connotation; when there are non-quantifiable
factors, it is impossible to achieve complete
knowledge, time is running out, bias is part of the
“gut feeling” which may lead to a necessary
decision.
• Bias, when unconscious is the shadow side of
intuition
11
12. The resistible impact of unconscious bias
• Bias is unavoidable and we are all biased when
we make all sorts of decisions
• As business decisions may have an
overreaching effect on people and processes we
owe it to ourselves and to others that we know
and mitigate our own biases
• Leadership makes the difference with this as
with all people management
12
13. The resistible impact of unconscious bias
• For any questions regarding this topic or if you wish to
propose a topic for future discussion, please contact Liz
Buckle, lizbuckle@cdpartnership.biz
• For any questions regarding the IoD, its activities in the
Region, please contact Claire Fisher, Hampshire and
IoW Branch Administrator, admin.hants@iod.net
13