Ymmärtäminen tajuton mukaan Tatva Leadership

Unconscious bias is a part of every area of our lives. Unconsciously, we tend to like people who look like us, think like us ja tulevat taustat samanlainen meidän. Nämä ovat meidän luonnollinen henkilöä mieltymykset ja ne ovat langallista osaksi meidän aivot neurologisia tasolla. Sosiaaliset psykologit kuvaavat tämä kuten sosiaalista luokittelua, joka tarkoittaa, että routinely and automatically sort people into group.

Unconscious bias has been identified as a significant challenge in työpaikalla. Laita yksinkertaisesti, tajuton vinoutumia voi olla määritellyt kuten "meidän implicit people preferences, formed by our socialisation, our experiences ja mukaan meidän altistuminen toisten näkemyksiä muista ryhmistä people’.

Take this example for instance:

Joshua Bell, maailmankuulu klassinen muusikko, otti metroasema L'EnfantPlaza, Washington, ruuhka pelata joitakin of the finest classic pieces written on one of the world’s most expensive violins.

Disguised as a street performer, he was acknowledged by only a tiny handful of people, with the majority walking straight past the performance of a lifetime. Bell made a total of $32.17 in the performance which lasted 43 minutes and was heard by over a thousand people. Three days before, he had filled the house at Boston’s Symphony Hall, where seats sold for $100 each.

Was this outcome the result of unconscious biases the public tendto hold against street performers? Or perhaps the passersby simply didn’t like his music. Either way, the question stands that, how many times a similar situation has occurred in interview tilanteita, ja miten monet lahjakas henkilöä on ollut hylätty from jobs due to preconceptions and unconscious biases of their interviewers.

It is important to note that unconscious bias is not discrimination. Discrimination is a conscious, unfair treatment of a person or group based on prejudice. Unconscious bias, on the other hand, is due to the fact that much of our social behaviour is driven by oppinut stereotypioita että toimivat automaattisesti ja siksi alitajuisesti-kun vuorovaikutuksessa kanssa muut henkilöä. termi stereotype often has a negative connotation, but in fact a stereotype is simply a mechanism for our minds to sort out and categorize the different types of people we meet into groups in order to help us determine how to interact with them.

An understanding of unconscious bias is an invitation to a new level of engagement about diversity issues. It requires awareness,introspection, authenticity, humility, and compassion. And most of all, it requires communication and a willingness to act.

Our Approach to Awareness

There are two approaches to implementing an awareness session that helps employees make better decisions based on what they know, rather than what they feel.

Based on the number of participants and the objectives of the intervention the client can choose to do a workshop through:

Class room learning session (Batch size of 20 participants)

Theatre oppiminen istunto (Eräkoko 75-100 osallistujaa)

istunnot on suunniteltu haaste mielen-sarjaa ja auttaa työntekijöitä ymmärtämään niiden rooli rakentaminen inclusive työpaikalla. työpajoja Will kutsua osallistuminen, kannustaa vastuun ja luoda avaruus tutkimaan käsityksiä ja asenteiden vaikuttanut mukaan tajuton puolueellisuudesta.

Teemme laaja esitutkimus ymmärtää organisatoriset areas where biases play out and collect live stories and scenarios where the impact is most prominent. This is done through One –on one conversations with Stakeholders/ HR, Focus group keskustelujen henkilöä poikki tasoilla, Surveys ja E-questionnaires

The data collected in this step is used to design the flow of the workshop.

Execution through Theatre: 4 hours session

Behavioural facilitators use drama as a springboard to keskustelut, heijastava ajattelua tekniikkaa voittaa oma esteitä. istunto haasteet tajuton harhaa ja syrjivien käyttäytymistä tapa että provosoi ajatteli ja stimuloi rehellinen keskustelua. työpaja on pidä peili organisation and bring to life the business and moral drivers for inclusion

Execution through Classroom learning: 8 hours session

A mix of Conversations, Case studies, Role Plays, Videos and other Simulated Activities to bring out the following as outcome of the session:

Addressing the business driver for reducing bias

Understanding unconscious bias, its luonto ja consequences

Explore own bias via experiential sessions to spot mikro-käyttäytymistä in self and others

Actions plans to seed collective behavioural change