Training & Development › Teamwork, Culture & Inclusion › Unconscious Bias
TEAMWORK, CULTURE & INCLUSION
Unconscious Bias
Recognize hidden shortcuts and reduce their effect on decisions
Why It Matters
Bias does not require bad intent. Fast judgments about who seems like a good fit, whose idea sounds stronger, or who is ready for promotion can be shaped by factors unrelated to performance. Those patterns add up, affecting hiring, development, and retention. Awareness alone rarely changes outcomes, so employees and managers need practical ways to slow down and structure key decisions. Organizations that do this make better talent decisions and reduce legal and reputational risk.
Course Description
Participants begin with how the brain uses shortcuts and why those shortcuts can skew judgments about people. Common forms of bias follow, including affinity, confirmation, halo and horns, and attribution bias, each with a workplace example. Rather than stopping at awareness, the course moves quickly to action. Small groups review sample decision points like resume screening, interview debriefs, performance ratings, and stretch assignments, and identify where bias could enter. They then practice debiasing techniques: structured criteria, consistent questions, slowing down high-stakes calls, and inviting a challenger perspective. Discussion stays practical and non-accusatory. Each participant chooses one recurring decision in their role and redesigns it with at least one bias check.
Key Focus Areas
Participants explore and practice:
How mental shortcuts shape judgments about people
Common biases: affinity, confirmation, halo, and attribution
Where bias enters hiring, reviews, and assignments
Structured criteria and other practical debiasing techniques
Speaking up when you notice bias in a group decision
Learning Outcomes
Participants will be able to:
Identify common forms of bias in workplace examples
Apply structured criteria to a people-related decision
Redesign a recurring decision in their role to include a bias check
Raise a bias concern constructively during a group discussion
Who Should Attend
Hiring managers and interview panels
HR and talent professionals
Supervisors conducting performance reviews
All employees involved in team decisions
Delivery and Customization
Examples, scenarios, and activities are adapted to your audience and goals. Delivery is available in person, virtually, or in a hybrid format, as a standalone session or as part of a series. Format and length are agreed during scoping.
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Bring Unconscious Bias to your team
Tell us about your audience and goals. We will follow up to scope objectives, format, and timing.