6 Key Considerations for More Effective Implicit Bias Training

by Tom Evans Writer

Implicit bias is everywhere, and in all of us, as every academic study on the subject shows.

These studies also show that unconscious bias training courses for businesses have shown positive results in mitigating the prejudice and discrimination that inevitably results from implicit bias.

In the field of unconscious bias consulting, there are many reputable voices. One of them, Sam Holtzman, of trainingindustry.com, lays out several specific considerations for businesses to make their implicit bias training as effective as it can be:

1. Select The Right Facilitator To Lead Your Training

“The facilitator must be highly qualified and experienced in a variety of workplace diversity issues. They must be skilled in communicating not only the psychology behind implicit bias but also how it relates to common workplace scenarios. It’s also important to choose someone who aligns with your overall company culture.”

2. Structure Your Training Over An Extended Period Of Time

“Learners cannot understand and overcome such deeply ingrained psychological constructs over the course of a single training session. Structure your implicit bias training into short, recurring sessions rather than offering a one-and-done event. Multiple training sessions facilitate the time and repetition required to enact meaningful change.”

3. Prioritize Awareness

“Start by explaining what implicit bias is and where it comes from. Biases stem from a combination of factors that are unique to each individual: our experiences, culture, friend groups, childhood, memories, and so on. Describe how each of these factors contributes to unconscious biases, and learners will begin to consider their own lives and identify causes for their own biases. Once learners are emotionally invested in addressing the problem, they’ll be more committed to your training program.”

4. Provide Actions To Manage Implicit Bias

“Once your training has helped employees recognize their biases, then what? What can they do to combat biases they’re not intentionally displaying? If you can’t answer that question, your implicit bias training is lacking in actionable insight.

Make sure to use detailed, applicable examples as you discuss the steps your employees can take after training. Present several hypothetical scenarios where inherent bias affects an employee’s actions or decision-making. These situations may relate to a hiring decision, a routine meeting, or even a casual lunchtime interaction. In each scenario, explain what the hypothetical employee could have done to minimize the effects of their bias.”

5. Allow For Flexible Scheduling

“The mention of implicit bias training is sure to frustrate a number of your employees – not because they’re insensitive people but because bias training cuts into the time they have to spend on their work. But implicit bias training won’t be effective if each session is full of disgruntled employees wanting to return to their desks. Give your employees more options by repeating each training session at several different times. Smaller groups allow for more personal and interactive sessions, and you’ll accommodate your employees by allowing them to attend the sessions that fit into their schedules.”

6. Prioritize Interaction Over Lecture

“Hour-long speeches and endless slideshows will doom your implicit bias training program. Instead, create an interactive environment where the learners are as vocal as the facilitator. Start a dialogue, and encourage employees to ask questions, share their experiences, and learn from each other. Experiment with interactive exercises such as role-playing, simulations, and group problem-solving. Implicit bias may be a serious topic, but the training can still be enjoyable and engaging. Above all else, it should be a place where people feel safe to voice their own perspectives.”

It is not enough to institute unconscious bias training in business. The training must be ongoing, focused, and detail-oriented. Otherwise, it’s a waste of time and money and will never achieve the long term goal of creating a more inclusive workplace.