Our brains are programmed to scan for identifying factors within one second of encountering another person, with as much as 11 million bits of information are received by our brains every second. While we can consciously process 40 pieces of information per second, the rest we unconsciously process. In other words, unconscious bias is automatic processing of information. As with anything, shortcuts make mistakes inevitable, and unfortunately, these mistakes affect behavior and decision-making in a way that hurts others.

Have you ever been guilty of this? All of us have, and it’s not because we’re “bad people”. Brains are hardwired to make unconscious and subconscious decisions, creating a direct link between thinking and behavior.

Delivering Impactful Unconscious Bias Training

Unconscious bias training, also referred to as implicit bias training, faces criticism regarding its effectiveness, as research has shown that if done poorly, it can cause significant backlash and deepen issues of bias in the workplace.

However, after training hundreds of organizations on unconscious bias across different industries and geographic locations, it’s clear that implicit bias training is effective when done properly. It can be a key part of a comprehensive diversity, equity, inclusion and belonging (DEIB) program that brings real impact to organizations.

Here’s how to deliver effective unconscious bias training:

Create a safe space.

For any training to be effective, participants need to feel safe and open to vulnerability. As a facilitator, lead by example and create a positive and supportive environment in your training sessions. Begin by setting ground rules that promote respect, confidentiality, openness and psychological safety.

Use real-life examples.

Abstract concepts can be hard to grasp. To make unconscious bias more relatable, use real-life examples and case studies. Discuss situations that highlight common biases and their impacts on the workplace. For instance, you might share stories of how biased hiring practices affect diversity or how everyday interactions can perpetuate stereotypes.

Include interactivities.

Passive listening won’t cut it when it comes to changing deep-seated behaviors and beliefs. Incorporate interactive exercises such as role-playing, group discussions and reflective journaling. These activities engage participants and allow them to explore their own biases in a practical, hands-on way. For example, you can have participants take implicit association tests or engage in small group discussions about their own experiences with bias.

Provide practical tools.

An impactful unconscious bias training session doesn’t just highlight problems — it offers solutions. It’s hard to change people’s beliefs, especially if they don’t want to change them. Equip your participants with practical tools and strategies to recognize and mitigate their own biases. This might include techniques for interrupting biased thoughts, strategies for creating more inclusive decision-making processes, and tips for fostering a more inclusive workplace culture. Providing these tools helps participants apply what they’ve learned in their everyday work lives.

Follow up and reinforce the learning.

One-off training sessions are rarely enough to drive lasting change. Plan for follow-up sessions or ongoing reinforcement of key concepts. This could be in the form of regular discussions, additional training modules, an email drip campaign with exercises or videos to keep learning going or integrating bias awareness into other aspects of professional development program. Continuous reinforcement helps ensure that the lessons learned are retained and applied over time.

Measure and adjust.

Finally, it’s important to measure the effectiveness of your training and be willing to adjust your approach based on feedback and results.

Use surveys, feedback forms, and performance metrics to assess the impact of the training. Are participants more aware of their biases? Have workplace behaviors improved? What business outcomes can you see as a result of the heightened awareness of bias? Use this data to refine your unconscious bias training program and make it even more effective.

Conclusion

Delivering impactful unconscious bias training is not a one-size-fits-all endeavor. It requires a thoughtful approach. By investing in a comprehensive and engaging training program, you can help create a more inclusive and equitable workplace where everyone feels valued and respected.