Förstå det omedvetna av 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 och kommer från bakgrunder liknande vårt. Dessa är vår naturliga människor preferenser och de är hard-wired i vår hjärnor på en neurologisk nivå. Sociala psykologer beskriver detta som social kategorisering, som innebär att vi routinely and automatically sort people into group.

Unconscious bias has been identified as a significant challenge in arbetsplatsen. Put enkelt, medvetslös fördomar kan definierat som "vår implicit people preferences, formed by our socialisation, our experiences och av vår exponering andras vyer om andra grupper av people’.

Take this example for instance:

Joshua Bell, en världsberömd klassisk musiker, tog till en tunnelbanestation i L'EnfantPlaza, Washington, i rusningstid för att spela lite 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 situationer, och hur många begåvade människor har varit avvisade 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 lärt stereotyper att driva automatiskt och därför omedvetet-när vi samverkar med andra personer. sikt 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 baserad inlärning session (Batch storlek i 75-100 deltagare) vid Sessionerna är utformade för att utmaning tänkesätt och hjälpa anställda att förstå deras roll i byggnad en inklusive arbetsplatsen. seminarier bjuda deltagande, uppmuntra ansvars och skapa en utrymme utforska uppfattningar och attityder influerad av medvetslös fördomar

Vi gör. en omfattande förstudie förstå organisatoriska 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 diskussioner med anställda över nivåer, Undersökningar och 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 diskussioner, reflekterande tänkande tekniker övervinna egna hinder. session utmaningar omedvetna fördomar och de icke-inclusive beteenden i en sätt att provocerar tänkte och stimulerar ärlig. debattera &verkstads nbsp; håll en spegeln din 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 natur och consequences

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

Actions plans to seed collective behavioural change