Comment pouvez-vous créer un espace sûr pour que les membres de l’équipe puissent discuter des préjugés et des stéréotypes inconscients ?

It all should begin with a realisation that whilst you’re providing a space to others, you too might need an equal (or more) space to vent out your own prejudices (another name for unconscious bias). These do get formed mostly in formative years due to socio, economic and political atmosphere in which one is brought in. Obviously, therefore, any challenge or view or opinion around it would make people vulnerable, defensive or even angry. Acknowledging that we both have such biases and inviting others to comment upon your own such lacunae may create a safe environment for a healthy discussions. This way a bond of trust & empathy can get created for non controversial communication.

Eliminating unconscious bias and stereotypes is a crucial element in building collaborative and effective teams within a company. In my experiences, when you build teams of employees who are a fit based on similar personalities you achieve a harmonious environment more often than not, however the flipside of this is that when you lack diversity, you forfeit a variety of growth opportunities.

Strong leadership helps create a sense of belonging and opens the doorway to equity, diversity and inclusion. All of us have that opportunity to be a strong leader. We can be part of the change and help to cultivate a place where everyone belongs and is motivated regardless of differing ability, age, cultural background, ethnicity, gender or orientation. Encouraging people to share their story is just one way to cultivate a place where people feel they belong. Storytelling is a starting point. To move beyond that my belief is that driving a step change requires a blend of hard-wiring through targets and soft-wiring through leadership programs and education.

The first step is ALWAYS ensuring trust exists, which requires the leader lives day in and day out in a place of vulnerability and authenticity. No safe space can exist when the person “hosting” the conversation is themselves not trusted - to be open to feedback without recrimination, to listen with empathy, and be seen as a leader that won’t use information gathered in the safe space against the participants.

One thing I have found that who do this and spreeding it are the non talented ones who didn't find a way to do positive things. So actually the best strategy for this not to face this discussion with more endless discussions and justification but with working hard on the ground and let the facts and achievement speek on behalfe of you.

In my experience setting the scene and agreeing terms such as: what’s the objective? How would you like to participate? What shall we do if we disagree with each-other etc. Additionally I would also lead the conversation on what we mean bias & stereotypes - ensuring that the group are all on the same page.

As leaders, we can work towards building an open/safe space within our team centered around greater learning, curiosity, transparent coaching and the persistent practice of emotional intelligence. It is in this foundational coaching that we help our team develop, grow and apply important EQ themes: self awareness, social skills, self regulation, empathy, effective communication and motivation.

Approach the conversation as a learner yourself, no one is an expert on bias and there is always a prospective we can all bring to the table however if we position ourselves as a learner it allows us to deepen our understanding of more prospectives vs. taking a position of right or wrong on the topic.

Before you initiate a discussion about unconscious bias and stereotypes, you should be aware and knowledgeable about the topic. You need to have a general understanding about what you are about to share with your team. You can invite outside collaborators or experts to share with you and your team, to promote a “neutral” environment. Also you can use “ice breaker” dynamics to promote an informal and dynamic conversation from all the members of your team. You can also promote an active participation of your team members in which each one of them can lead different sessions talking about the topic and what they have learned.

To prepare for the discussion, it is important to approach the topic with a cold mindset. This means setting aside preconceived notions and being open to self-reflection. Providing resources and educational materials can help team members gain a deeper understanding of the impact of cold biases and stereotypes.

Arrange an informal forum that breaks the ranks to encourage open communication and relationships that would ease tensions. As the teams mingle a lot of sharing would transpire in the group formations which would be helpful in facilitating informed discussions and transformative actions.

Establishing ground rules for respectful and open communication serves as a foundational step in ensuring that discussions remain productive and free from animosity. Providing a structured framework for dialogue prevents misunderstandings and encourages a positive exchange of ideas. This constructive dialogue, characterized by active listening and mutual respect, enables individuals to share their perspectives, learn from one another, and collectively contribute to the cultivation of a more inclusive community.

Giving the rationale, explaining that unconscious bias and stereotypes are inevitable and that none is devoid of them, and explaining where they are coming from. Setting the communication rules: being factual is devoid of criticism, contempt, and accusations; showing respect is essential to gaining the trust necessary to resolve differences; avoiding blame which just creates more defensiveness and gives birth to conflict. Being curious and considering disagreements as opportunities to grow empathy and broaden one's own perspectives. Recognising when things are starting to go poorly and deescalating the tension.

I would first empathize and share an example when I might have practiced unconscious bias without knowing myself. Then- would have explained- why we end up doing it sometimes and there is no crime in doing the same. Follow these 2 with helping them with tools and techniques to check if they are doing it unknowingly and how can they correct them.

During the discussion, it is crucial to facilitate in a senseless manner. This involves creating a safe and non-judgmental space where team members can share their experiences and perspectives. Ground rules should be established to ensure everyone feels heard and respected, fostering an environment of open dialogue.

Conversations like these can be circular. Meaning, to create a safe space to have a helpful discussion you need to have trust amongst team members but, stereotypes and unconscious bias can also hinder trust-building amongst the team. Here's a few tips to prepare for the conversation: 1. Verbalize the circular nature of the discussion and that the trust on the team is different for everyone on the team. 2. Share that everyone has unconscious biases and everyone gives merit to one stereotype or another. 3. Make a goal for the group discussion. (It can be as simple as defining what unconscious bias is and sharing with the group to raise awareness). 4. Pick a facilitator who doesn't participate in the discussion itself.

Following up on the discussion is vital in order to address raving biases and stereotypes. Summarizing key points and insights, as well as identifying actionable steps, allows the team to move forward and actively work towards mitigating these biases. Assigning responsibilities and setting timelines ensures accountability.

Follow up on discussions by: Check-ins: Regularly ask how team members are feeling. Action Steps: Implement changes based on feedback. Recognition: Acknowledge positive shifts or efforts. Feedback Loop: Continue seeking input on improvements. Open Door Policy: Encourage team members to share concerns. Celebrate Progress: Highlight successes in creating a safe space. Consistent follow-ups ensure that the team's well-being and the safe space are prioritized and nurtured over time.

From my experience, the most crucial aspect is the implementation of jointly developed solutions or proposals. There is nothing more detrimental to a company's culture than inaction after open discussions.

Reflecting on this insightful article, it underscores the pivotal role of follow-up in fostering a culture of continuous improvement within a team. Expressing gratitude for participation, acknowledging courage, and reinforcing key takeaways are essential steps in nurturing an environment of openness. The commitment to soliciting feedback demonstrates a commitment to growth, while monitoring progress and celebrating achievements cements the collective success. It's a comprehensive approach that not only enhances collaboration but also ensures sustained momentum towards shared goals. Kudos to the author for shedding light on these indispensable practices!

To be able to sustain a safe space for others you must first be able to hold space for yourself! Practice non judgement on a daily basis, learn how to sit with your own feelings and discomfort thoughts. When you ll be able to hold space for yourself and integrate your emotions and self regulate, only then you will be able to hold space for others!

Promoting awareness of failure is integral to the plan, empowering individuals and encouraging experimentation, unlocking more significant potential. Creating an environment where people feel comfortable admitting mistakes or seeking assistance fosters a culture of openness and continuous improvement. Embracing failure as part of the learning process enhances individual growth and contributes to a collaborative atmosphere where challenges are viewed as opportunities for shared development.

Create a safe space where people are not being judged or criticized. Remember, we all start from a place of ignorance, but we don’t have to stay there. When we challenge our assumptions and listen to other perspectives, we move out of our biases and learn about what others experience.

Be persistent in modelling the norm of discussing these factors and showing the value these discussions bring. Most of all, increase psychological safety, build trust and show congruence in how self-aware you are as a leader, around unconscious bias. For example: - How are you designing workshops to enable varying perspective sharing - How are you showing your own self-awareness and being honest where bias may exist, and put mitigations in place? - How are you avoiding in-group / out-group bias and busting silos For me it comes down to the workplace social norms, leaders walking the talk, designing for de-biasing work (as much as possible, it'll always exist) and being consistent for instilling pro-social and safe ways of working.

Sustaining the safe space requires ongoing effort. The team must be proactive in challenging and addressing paralyzed biases and stereotypes. This can be achieved through continuous education, training, and development opportunities focused on diversity and inclusion. Regular check-ins and discussions allow for progress assessment and addressing new challenges as they arise.

In my experience, it is equally important to ensure that your team has a deeper understanding of culture and history behind their bias belief’s and support mechanism’s in place to help them break through that bias. Having a well facilitated cultural awareness training or workshops will help them understand culture and “why things are the way they are” and hopefully they are able to filter through that unconscious bias pre-programming.

You cannot do this anymore. Stereotypes and biases must be suppressed in our litigious society where people are looking to be offended. It is supported by statements like “your intent doesn’t matter. All that matters is how someone takes it”. Good luck. Glad I’m out.

Here are 3 recommendations to consider: 1. Establish Clear Guidelines: Set clear ground rules for discussions, ensuring respect and confidentiality. Emphasize active listening and the importance of not interrupting or dismissing others’ experiences. 2. Facilitate Open Dialogue: Encourage team members to share their perspectives and experiences with unconscious bias and stereotypes. Create an environment where everyone feels heard and validated, regardless of their viewpoint. 3. Promote Continuous Learning: Provide resources and opportunities for ongoing education about diversity and inclusion. Regularly engage in activities and discussions that challenge biases and stereotypes, helping the team grow and learn together.

It might be a childish game, but in fact, i used to a assign a real safe zone- a place where once u step in you are stripped from your power/position and you become just as equal organizationally as others. We used this space once things get tough and communication become urgency. In this space, people will realize it is very small but accommodates majority of your team. An indication that just-enough is also viable. Suddenly everyone would listen and respect. Maybe it is the “place”, but it always worked. What’s been told inside remain inside and no ons had the right to use it once the assembly is finished.

A few more things to consider: 1) Use Real-Life Examples and Scenarios: Incorporate real-life scenarios and case studies that illustrate unconscious bias and stereotypes. Discussing specific instances can help team members understand and relate better. 2) Commit to Action: Turn discussions into actionable steps. Implement strategies to address biases in recruitment, decision-making processes, and team collaborations.