Forstå Bevisstløs etter 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 og kommer fra bakgrunner lignende våres. Disse er vår naturlig folks preferanser og de er Fast i hjerner på nevrologisk nivå. Sosial psykologer beskrive denne som sosial kategorisering, som innebærer at vi routinely and automatically sort people into group.

Unconscious bias has been identified as a significant challenge in arbeidsplassen. Put rett og slett, bevisstløs skjevheter kan definert som "vår implicit people preferences, formed by our socialisation, our experiences og av eksponering andre ' utsikt om andre grupper av people’.

Take this example for instance:

Joshua Bell, en verdenskjent klassisk musiker, tok en t-banestasjon i L'EnfantPlaza, Washington, i rushtiden for å spille litt 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 situasjoner, og hvordan mange talent personer har vært avvist 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 lært stereotypier at operere automatisk-og derfor ubevisst-når vi samhandle med andre mennesker. 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 basert læring session (Batch størrelse for 75-100 deltakere)

Sesjonene er utformet for å challenge tanke-sett og hjelpe ansatte forstår sin rolle bygg en inclusive arbeidsplass. workshops vil inviterer deltakelse, oppfordrer ansvarlighet og skape plass utforske oppfatninger og holdninger påvirket av bevisstløs skjevhet

Vi gjør. en omfattende forstudie forstå organisasjons 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 diskusjoner med ansatte over nivåer, Surveys og 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 diskusjoner, reflekterende tenkning teknikker vinne egne barrierer. session utfordringer bevisstløs skjevhet og de ikke-inkluderende atferd måte at provoserer tenkte og stimulerer ærlig. debattere workshop vil hold speil 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 og consequences

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

Actions plans to seed collective behavioural change