In today’s fast-paced and diverse workplace, inclusive training is more than a good idea. It is a necessity.
It often fails because does not go beyond the basic.
dr. Poornima Luthra shares her thoughts on inclusion training and addressing unconscious bias in Empathy and inclusiveness in the workplacefrom the TalentLMS podcast series, Keep It Simple.
She comments “Bringing people to the edge of a cliff without giving them a parachute is the biggest pitfall in unconscious bias training—it builds awareness, but lacks effective solutions to confront biases when they arise.”
So, being able to recognize unconscious bias is one thing. But you also need practical strategies for dealing with biases in everyday situations.
So how do you make active inclusion in the workplace a reality and not just a policy? And how can you drive real, positive change, not just raise awareness?
The answer lies in training focused on strategies and solutions.
If you have a brain, you are biased
Unconscious prejudices are like invisible threads. They are woven into our minds from the tapestry of our experiences and surroundings.
From an early age, our brain begins to categorize the world. We learn from family, culture, media and personal experiences. These mental shortcuts help us navigate a complex world more efficiently.
But they also have a dark side. They can lead to snap judgments or assumptions about people based on stereotypes rather than individual merit.
dr. Luthra shares his own experience of this in the podcast. Her older son told them about a guest speaker from Google they had at school who talked about data. She immediately wondered, without thinking about it, if that person was a dad from school.
Then, she adds “I had a very clear cookie-cutter idea of who was the person working at Google on data and talking about data. It was definitely a man, and an Indian. It was very clear. I knew what city he was from, what educational institution he attended, what his wife looked like, what languages he spoke and what kind of food he enjoyed.”
The impact of these biases in the workplace can be profound.
Deciding
Unconscious biases can affect decision-making processes within organizations. These biases can lead managers to make decisions that are not based on objective criteria. But rather on established stereotypes or preferences.
For example, during hiring, promotion, or project assignments, a manager might unconsciously favor candidates who share their background or views. And overlook the talents that could bring new solutions and views. This is known as affinity bias. Its impact is a lack of diversity in teams and leadership.
Teamwork
Sometimes individuals seek or interpret information in a way that confirms their preconceptions. This is known as confirmation bias. And it prevents effective collaboration and communication within teams.
How? Team members are marginalized based on gender, ethnicity or age. And their abilities, contributions and potential are ignored.
This affects the morale and career development of employees. And it divides teams, which negatively affects productivity and innovation.
Workplace culture
The effect of unconscious biases on decision-making and teamwork shapes workplace culture. Which means, actively addressing and mitigating unconscious biases can foster an inclusive culture.
A culture where prejudice is not controlled is likely to be one where diversity is not truly valued or used. This can stifle creativity and innovation. A homogenous culture is less likely to challenge the status quo or think outside the box.
It can also lead to a toxic workplace environment. Employees will feel undervalued, leading to higher turnover rates, lower job satisfaction and a poor company image.
Ally for Action: Why is Active Involvement Important in the Workplace?
Imagine a workplace where everyone feels valued, heard and empowered. As for active involvement, that’s the goal. But to achieve this, simply believing in diversity or talking about bias will not help. Every employee should be an ally for action.
dr. Luthra explains that allyship means actively supporting marginalized groups to encourage inclusion. She exemplifies how most people are well-intentioned when it comes to supporting diversity. However, they remain passive allies. They admit it at events (for example, on International Women’s Day or at pride parades).
But they still don’t work. Not because they don’t want to. But because they don’t know how. Which allows bias and discrimination to continue. And that is why it is crucial to move from a passive to an active alliance.
So why can’t awareness alone solve the problem? And how can people be more than bystanders in the fight for a fairer, more pleasant work environment? And why? Let’s dig a little deeper.
Out of consciousness
Realizing that we all have unconscious biases it is crucial in encouraging active involvement. But that’s just the first step.
Without action, this awareness does not change the status quo. It’s like realizing you’re lost but not asking for directions. Awareness alone does not prevent biased decision-making or build a more inclusive culture. It is action that initiates change.
Be an active ally
So what does it mean to be an active ally?
An active ally speaks up, jumps in and supports initiatives that promote diversity and inclusion. They do the work. They educate themselves, listen to diverse voices, oppose discriminatory behavior and advocate for policies that support equity. Their focus is on undertaking the obligation be part of the solution every day.
The influence of an active alliance
Active alliance changes workplaces. It creates environments where everyone feels valued and empowered to do their best.
When people actively support each other, they break down barriers, foster innovation and build stronger teams. Besides, being an active ally isn’t just good for others. It enriches our own lives with deeper understanding and connections.
From standing on the sidelines to standing up for change
Training for inclusion it is critical in turning individuals into active allies. It gives them the tools they need to adopt behaviors that support diversity, equity and inclusion (DEI).
Let’s explore practical training techniques and strategies for fostering these qualities:
Developing soft skills
Building soft skills is key to fostering an inclusive workplace. It equips individuals with the ability to understand, respect and value different perspectives and experiences. Which leads to a more equal and collaborative environment.
What personal qualities and soft skills are essential to become active allies for active involvement?
- Curiosity: Employees learn to be more open-minded when they learn about different cultures, perspectives and experiences.
- Active listening: Individuals learn to concentrate, understand, respond and remember what is said in conversation. Especially those related to DEI topics.
- Compassion: Students discover how to understand and share the feelings of others, fostering a deeper sense of empathy.
- Growth Mindset: People are exploring how basic abilities can be developed through dedication and hard work. Which is key to overcoming prejudice.
- Communication: Employees learn how to properly communicate their messages. And how to listen to others, emphasizing respectful and inclusive language.
Meet TalentLibrary™
A growing collection of ready-made courses covering soft skills
that your teams need to succeed at work
Training techniques and strategies
Effectively cultivate active allies for inclusion, employment dynamic training techniques and strategies are key.
Here’s a look at some effective approaches:
- Interactive activities: Plan workshops where participants use role-playing to practice and understand different perspectives. This hands-on approach helps identify unconscious biases and learn how to address them.
- Immersive learning experiences: Create scenarios where participants are placed in situations or environments that are different from their own. This encourages understanding and empathy.
- Mentoring programs: Match individuals with colleagues from different backgrounds or with strong understanding of DEI principles. This form of personalized learning encourages the application of inclusive behavior.
- Feedback sessions: Conduct sessions where participants can reflect on their learning, discuss challenges, and receive constructive feedback on their progress in becoming active allies.
Why leadership plays an important role in active engagement
What role does leadership play in fostering active inclusion and diversity within the organization?
Leaders are the architects of organizational culture. They shape it with every decision, action and priority they set.
This is why the role of leadership in inclusion training cannot be overestimated. This is what helps foster a culture that truly values DEI.
DEI priority signaling
If your managers are present and involved in DEI training, it sends a strong message to all your employees. Which means that these topics are not just HR initiatives; they are central to your company’s mission and values.
This visible commitment increases the participation of your workforce. Establishes expectations for behavior and interactions. And he makes it clear that DEI is a non-negotiable component identity of your organization.
Encouraging a top-down approach
Leadership participation encourages a top-down approach to active involvement. Simply put, it encourages other managers to follow suit. This approach not only accelerates the adoption of DEI practices. It also ensures that they are reflected in every aspect of your organization’s ecosystem.
Equipping leaders with tools
When leaders directly engage in DEI training, they gain the knowledge and skills they need. This enables them to embody the principles of active alliance. Understanding the nuances of bias, privilege, and systemic inequality enables leaders to more effectively manage the complex dynamics of the workplace.
Through their actions, they can set examples, showing how to oppose prejudice, support underrepresented groups and advocate for change. This leadership model paves the way for a more inclusive culture. It shows that active alliance is everyone’s responsibility. Especially those in positions of power.
Encourage leadership to become an advocate for inclusion
Deliver leader-focused DEI training with TalentLMS.
A training platform consistently ranked first by users.
Conversation: Why everyone needs to take the lead
Leadership is also influence. Not just titles. And anyone who can change the way others think or act is considered a leader. This is where communication comes in.
dr. Luthra says the way we communicate is a simple but powerful way to make the workplace more inclusive.
When we use inclusive words, we show how to be better allies. (For example, using words without assuming someone’s gender or origin.)
And this builds a work culture that values everyone.
Making small changes in everyday communication can seem insignificant. But it sets the standard. And inspires others to do the same. The result? Everyone becomes a leader in creating a more inclusive workplace.