What are some common pitfalls and challenges of unconscious bias training and how can you overcome them?

1 Define your goals and expectations

Before you launch any unconscious bias training program, you need to have a clear and realistic vision of what you want to achieve and how you will measure it. Do you want to raise awareness, change attitudes, or modify behaviors? Do you want to address specific issues, such as gender, race, or age bias, or do you want to cover a broader range of topics? Do you want to target specific groups, such as managers, recruiters, or customer service staff, or do you want to involve everyone? How will you evaluate the impact and effectiveness of your training? Having clear and specific goals and expectations will help you design and deliver a relevant and meaningful training that aligns with your organizational culture and values.

2 Choose your methods and materials wisely

Unconscious bias training can take many forms, such as workshops, webinars, e-learning, videos, games, or simulations. However, not all methods and materials are equally suitable for your context and audience. You need to consider the quality, credibility, and appropriateness of your sources and content. For example, avoid using outdated, inaccurate, or stereotypical information or examples that might reinforce rather than challenge biases. Also, avoid using overly complex, abstract, or technical language that might confuse or alienate your learners. Instead, use simple, clear, and engaging language that connects with their experiences and emotions. Furthermore, choose methods and materials that are interactive, participatory, and experiential, rather than passive, lecture-based, or one-size-fits-all. This will help you create a safe and supportive learning environment that encourages dialogue, reflection, and feedback.

4 Follow up and reinforce the learning

Unconscious bias training is not a one-time event that can produce lasting results. It is a continuous process that requires ongoing follow-up and reinforcement. You need to provide your learners with opportunities and resources to apply, practice, and review what they have learned in their daily work. You also need to monitor and track their performance and feedback, and provide them with coaching and mentoring. Moreover, you need to create and sustain a culture of inclusion and accountability that supports and rewards the learning outcomes. You need to model and promote the behaviors and values that you expect from your learners, and hold them responsible for their actions and decisions. You also need to involve and empower your learners in creating and implementing policies and practices that foster diversity and equity in your organization.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?