How can you address unconscious bias in the workplace?

Recently I was talking to one of my founder client who said "I know bias exists, but how do I even tackle it?" In my experience, unconscious bias isn't about bad intentions, it's about blind spots. Here's how to educate your client : 1) Encourage self-reflection. Ask, "What assumptions am I making based on someone's identity?" Awareness is the first step! 2) Diversify their social circles, and even leadership teams. Exposing them to different perspectives weakens bias's grip. 3) Be Open and encourage open conversations about bias experiences, even their own. Vulnerability fosters learning, not judgment. Remember, tackling unconscious bias is a continuous process, not a one-time act.

In my coaching journey, a pivotal step has been integrating robust learning modules on unconscious bias. It's a game-changer. I encourage clients to confront these biases through storytelling and self-reflection exercises. There’s this moment of realization, a kind of ‘aha!’ when they uncover their own blind spots. We then navigate these insights to reshape interactions and decision-making. The goal? A more aware, inclusive workplace culture. It’s not just about leading with empathy, but actively molding empathic leaders.

3 Tips: 1) Ask for specific feedback; 2) Monitor and evaluate yourself via reflection; and 3) Hold yourself accountable to the journey. For feedback, be very specific: "I've been reflecting on my own biases and how they might impact my work and relationships. I value your perspective and would appreciate your feedback. Can you share an instance where my decision may have been influenced by an unconscious bias?" To monitor yourself, try out the Intercultural Development Inventory assessment, or the Implicit Association Test. As you track your growth, give yourself grace - you are human and fallible! Finally, for accountability, let others know that you're working to manage your biases and enlist them in the learning journey with you.

In my Executive Coaching experience, monitoring progress on bias isn't about micromanaging, it's about celebrating intellectual growth to promote a High-Performance Culture. Here's how to keep track: 1) Introduced diversity metrics: Monitor hiring, promotions, and leadership representation. 2) EOS surveys: Regularly ask employees about their experiences, feelings of belonging, and any microaggressions they encounter. 3) Employee connects: Gather diverse voices to discuss progress, challenges, and ideas for improvement. A word of caution, metrics are just an indication. But promoting empathy and acceptance is key. There is no joy in Green metrics without a soul at work. A soulless workplace is worse than a graveyard.

Those who consistently show that they exhibit biases should be placed on a Stakeholder Centered Coaching intervention, where the stakeholders are going to provide feedback and suggestions to the person over a 6 to 12 month period. Directly hearing from stakeholders has been shown to help people transform positively.