Unconscious bias the deep seated prejudices we all carry around that can affect how we treat people. We use them automatically, unintentionally and unconsciously.
For a recent workshop I created the following two case studies which I am sure everyone can relate to.
Line Manager conducts regular one to one sessions with his team members. He has different approaches to different people, and a lot of the team are beginning to feel uncomfortable with his style.
They have been talking at break and have heard that some individuals are asked to share their diary scheduling of work. He wants very detailed analysis of how they work and what they work on.
Other individuals he just asks for the end result and seems delighted with the progress.
- What will you do as a team?
- What will you do as an individual?
- What bias is the Manager demonstrating?
- Has this ever happened to you and how did you deal with it?
You are in a Client meeting and you find it hard to contribute, there are very vocal characters and your voice does not seem to be heard.
Recently a decision was made based on a consensus around the table, which you know is not the right way to move forward. You have evidence to share as to why the approach would be wrong however you feel uncomfortable sharing with such a strong group.
- What are you going to do?
- Is this a situation you can relate to?
- What bias is being demonstrated at this meeting?
- What as an organisation can you do, to improve the format of meetings?
Please do share your thoughts with me firstname.lastname@example.org