This presentation discusses the importance of unconscious bias training in organizations to foster inclusive cultures and raise awareness of implicit biases that influence decision-making. It outlines key steps for effective training, including setting realistic expectations, providing in-person sessions, selecting qualified facilitators, and incorporating assessment tools to uncover biases. The training should focus on real situations and encourage participants to support one another in overcoming biases for measurable behavioral changes.

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Unconscious Bias Training
Presented by : Tatva Leadership

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What Is Unconscious Bias Training?...
• Our tradition paradigm has generally assumed that
patterns of discriminatory behaviour are conscious; that
people who know better do the right thing, and those
who don’t cause bias, but what if, more times than not,
people make choices that discriminate against one group
and in favour of another, without even realizing that they
are doing it. Interestingly we do this more often than we
think we do … and this is called UNCONSIOUS BIAS.
• We are “hard-wired” to making unconscious decisions
about others based on what feels safe, likeable,
valuable, and competent versus logical judgment.

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Unconscious Bias Training...
• Today, organizations like Tatva leadership
throughout the world are slowly
recognizing that they must provide training
on unconscious bias to create a more
inclusive culture. While some companies
inadvertently go down the wrong path,
others provide appropriatetraining that can
improve the likelihood of success.

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Steps organizations should consider
Set realistic expectations
Provide the training in-person
Be extremely judicious in selecting the right
facilitator
Provide appropriate time for the training
Incorporate unconscious bias assessment tools
Make the training real
Take a different perspective
Discover the underlying message its impact
Provide debiasing counter-stereotyping activities

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• Set realistic expectations.
Raising expectations that unconscious bias training will
eliminate all bias would be disingenuous. The goal is to
be conscious of our biases and not to pretend to be blind
to differences that exist.
• Provide the training in-person.
This topic requires interaction, trust, and the opportunity
for people to meet in a safe environment. Unconscious
bias training is not appropriate for e-learning solutions or
webinars, even though they might seem more cost
effective.

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• Be extremely judicious in selecting the right
facilitator
Do not select a trainer based only because they took a
course on diversity. This topic must be their passion.
They might even be part of an underrepresented group.
Trainers should be highly qualified and well-versed in the
social psychology of attitude formation, be excellent and
empathetic facilitators, and have a nonthreatening and
inclusive style that avoids guilt trips.
• Provide appropriate time for the training.
It has taken a lifetime to develop our biases, and they
cannot be overcome in a two-hour training session.
Ideally plan several short sessions or one full day at a
minimum.

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• Incorporate unconscious bias assessment tools.
Project Implicit is an example of a successful tool that helps to
uncover hidden biases on many criteria including, ethnicity, race,
gender, disabilities, and age.In addition to using these tools trainers
must know the pitfalls of these tests and the way people interpret
the outputs. They must check that the trainees are not
misinterpreting results and have support as required.
• Make the training real.
Unconscious bias training is most effective when focusing on real
situations, such as reviewing resumes, conducting interviews, or
responding to customers. The training should help to identify those
situations in which our implicit biases run contrary to our
organizations’ explicit values.

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• Take a different perspective.
Use proven successful simulations, role plays, and other
interactive exercises that help people take the
perspective of others. Keep in mind that many standard
tools used in diversity training are inappropriate.
• Discover the underlying message its impact.
Have groups discuss the words, phrases, symbols,
jokes, and other symbolic representations of their group
that they find offensive and why. Discover why all of
these got created and still exist.

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• More and more people realize that learning about our
hidden biases is critical for successful organizations.
• The appropriate training must also help participants
identify and build skills to overcome these biases.
• High outcomes are built on a foundation of clear
expectations that will lead to measurable behavioral
changes.
• Together, all training participants need to support each
other in implementing these changes.

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Contact Us
Address
Tatvã Leadership and Management Services Pvt. Ltd.
Office No. 306, 3rd Floor, Regent Plaza
5, Baner Pashan Link Road Baner, Pune - 411045
Ms. Richa Toshniwal
Tel No.: +91-20-20250880
Mob. No: +91-9967548305
Email: info@tatvaleadership.com

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