As we all ease out of isolation and step into a new, uneasy normal; we have an increased sense of racial awareness, on the back of a tragedy, which highlighted the prevalence of systemic racism.
And as a result, there is an increase in the demand for inclusion and diversity and unconscious bias training.
Organisations aim high when it comes to inclusion and diversity; but even with the best intentions, inertia persists if the approach isn't both genuine and multifaceted.
A friend and mentor recently shared an article with me:
“Unconscious bias training needs to be delivered face-to-face by an external and independent facilitator that can properly challenge workers,”
"bias training should be offered at least three to four times a year, or if possible even on a monthly basis — and needs to be given by external experts who are able to question preconceived biases in an organisation’s culture."
Extract from:
'The unconscious bias training you’ve been told to do won’t work'
Article By SHAHED EZAYDI, WIRED.CO.UK
What someone thinks or believes in their personal life, is their own concern, as long as they're law abiding.
We all have bias; the aim is to identify it's implication, its appropriateness and it's impact in a professional environment.
It's true that some unconscious bias coaching doesn't work; this is because some approaches don't look at mindset, micro inequalities, daily habits/behaviours, group dynamics and infrastructure.
Mindset informs decision making, which in turn informs strategy, infrastructure and system design. The systems reinforce and perpetuate behaviours, which create the culture.
Some say data led strategies or blind recruitment can tackle the issue; there is room for all approaches, where applicable and relevant.
The problem is, that these approaches in isolation, become academic - show pseudo results on paper, but have no real impact on thinking and behaviour, so the problem persists.
To tackle this, we use the following strategy:
TMGB'S 3 STEP STRATEGY, the difference between 'visible' diversity and building an actual inclusive culture:
Mindset shift and complex behaviour change - MIND
How these changes are introduced in to professional group dynamics - BODY
Strategies to embed these practices in the infrastructure - ACTION
Without addressing these key elements, we can never truly have inclusive leadership or an inclusive culture.
Inclusive leadership is key, but unchecked unconscious/implicit bias perpetuates unhealthy thinking and behaviours, which can hinder innovation, block diversification and the development of a thriving and productive inclusive culture.
TMGB INNOVATIONS work with organisations to build high performance, innovation and well being by fostering inclusive thinking, inclusive leadership and an inclusive culture.
Genuine inclusive organisations are not only ethical, but are also in line with the development goals, whilst being financially lucrative.
The ROI of Diversity and Inclusion Strategies:
Companies with authentic diversity outperform less inclusive organizations (15% higher for gender diversity, 35% higher for ethnic diversity) - Mckinsey & Company 2015
Organizations with more women in board positions outperform peers.- Catalyst 2004
Team-based assessments of inclusive teams show 80% better results - Deloitte/Australia 2013
Inclusive Talent systems as a talent strategy best predict the highest performing companies - Deloitte 2015
Inclusive companies have high performance and high employee retention.
I encourage any and every organisation to seek out authentic, innovative diversity and inclusion, inclusive leadership and unconscious bias strategies; but please embrace the fleeting discomfort it may bring, as the benefits will be great, for us and for generations to come.