Event Title:

Managing Unconscious Bias

Event Date:             

 June 27, 2020

Event Time(s):

 9:00am – 12noon

Webinar Details (if applicable):

To be distributed via email to attendees upon registration

Who Should Attend:

Anyone

PDUs for Event:

3 PDUs: TBD Leadership; TBD Strategic & Business Management

Event Description:

Participants will walk away with beginner-level ability to recognize, surface, and discuss bias as it shows up in various ways – recruiting, team meetings, performance reviews, interviewing, etc – and are able to build upon the conversations in the class by recognizing common language.

Since everyone on the planet has bias, the program doesn’t target any one person or one type of solution – it inspires curiosity, empathy, and a sense of ownership that even with very small changes, significant personal and organizational shifts are possible.

Ways to recognize bias in the workplace and make better decisions / have better relationships with the people they work with as a result of this new level of awareness.                                   

What to cover

1. An overview of Diversity, Inclusion, Stereotypes and Implicit/Unconscious Bias and how they all impact the experiences we have not only at work but in life outside work, too.
2. An in-depth review of three types of bias that research shows exist in all organizations, in which research documenting the bias is explored, the impact of the bias is discussed and specific actions to counteract the bias are discussed:
   1. Performance Bias – a bias that shows that majority groups are held to less rigorous standards and that minority groups are held to more rigorous standards. This bias is explored both from the perspective of gender and race.
   2. b. Performance Attribution Bias – bias that impacts how we give credit or blame when comparing contributions made by men and women working together on tasks. Also covered is self- attribution bias, which occurs when women give themselves less credit for successful outcomes and more blame for failure.
   3. c. Competence/Likeability Tradeoff – a bias that favors men, where competence and likeability are positively correlated attributes and negatively impacts women as competence and likeability are negatively correlated attributes.
3. Case studies / discussions. Studies are based on real-world examples and are customizable, if desired, to client specific examples.
4. 4. A clear call-to-action to make individual/small changes that collectively add up to significant impact.