D.E. & I is not-once-and done - it's never done

The idea of unconscious bias training goes in and out fashion like a fiddler's elbow. At one time it was considered to be the cornerstone of any D.E.I implementation policy to address discrimination issues and promote inclusive workplaces. Over the years, research has indicated that training sessions alone don't result in meaningful change to those in marginalised groups. In some cases they even resulted in an increase in resistance.

Unconscious Bias Training sessions

Most organisations feel the need for speed and opt for short one-off sessions. But there is no way this maths will math. Do people realistically think that the beliefs, habits and behaviours gained over several decades (or more) are going to disappear in 2-hours? Or less. I have heard "Dorothy, we're thinking more of a Ted Talk or a one pager." Note that a Ted Talk is typically,18 minutes. One page is about 250-500 words;

Any one-off training will not address systemic issues within organisations which are de facto set up to favour specific groups. Nor will they guarantee leadership commitment with the right levels of role modelling, budget allocations and ways of holding people accountable.

Stages of Discrimination

I deal regularly with individuals who have not grasped the basic stages of discrimination which everyone in organisations needs to understand, especially those in leadership or managerial roles, and positions of influence. In this graphic of what happens with bias and the stages of discrimination you can drop in any marginalised group.

Sustainable change

To realise effective and sustainable change organisations need the following,

• Raise awareness: Unconscious bias training raises awareness about the basic biases that exist within all of us. By understanding these biases, individuals become equipped to recognise and address them in themselves and others. This heightened awareness is the first step towards fostering an inclusive environment.
• Ongoing Nudges: we all need nudging, me included. You will be surprised how often biases creep into our every day lives despite our best efforts. I was taken to task recently because I only asked the male grand-kids to be pall bearers at my Mum's funeral. Organisations need to foster a psychologically safe call-out culture at all levels.

• Systemic changes: Unconscious biases influences all key decision-making processes, such as recruitment, promotions, giving feedback, performance appraisals, project assignments, the way meeting are run or events are scheduled. When employees learn techniques to mitigate the impact of biases, decisions stand a greater chance of being based on merit and not influenced by factors such as race, gender, age or other non-skill related characteristics.
• Cultivating Empathy: It's important to understanding the biases we hold can lead to greater empathy and understanding towards others. This means that individuals are better able to step into the shoes of those who may experience discrimination or marginalisation, fostering a more compassionate and supportive workplace culture. It also allows them to be better allies than they were before.
• Driving Innovation: Diversity of thought is crucial for fostering innovation and creativity within teams. Unconscious bias training encourages individuals to challenge their own assumptions and consider alternative perspectives, ultimately leading to more innovative solutions and approaches.
• Building Trust: When employees see their organisation investing in unconscious bias training, it sends a powerful message that the company is committed to creating a fair and inclusive environment for all. This builds trust among employees, leading to higher levels of engagement, satisfaction, and retention. Some will resent it because they are fearful of what change will mean for them.

• Statutory Compliance: In many regions, promoting diversity and preventing discrimination is not just a moral imperative but also a legal requirement. Unconscious bias training helps organisations ensure compliance with anti-discrimination laws and regulations, protecting both employees and the company itself from potential legal risks.

Ongoing process

The mistake that many organisations make is to see unconscious bias training not as the first critical first step to an inclusive workplace, but the only step. This takes them into box-checking, once-and-done territory, the place where D.E.I. initiatives go to fail. It takes time and continuous evaluation to embed unconscious bias awareness and training into an organisation's culture.

It is only by taking a big picture view that leaders can ensure that D.E.I efforts remain a priority and continue to evolve over time. The problem for many is that D.E. & I is not ever once-and-done, it's never done.

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