Welcome to Implicit Bias Training

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Email info@authorsofinclusion.com for additional information.

Welcome to Implicit Bias Training

Implicit bias is a form of bias that occurs automatically and unintentionally, that nevertheless affects judgments, decisions, and behaviours.

Implicit bias training (or unconscious bias training) aims to make people aware of their implicit biases. Our learning journey will give individuals the tools to change their automatic thought patterns and champion a future free of discriminatory judgment.

Unfortunately, implicit bias is much more common than we like to admit and that’s where training comes in. You will learn to recalibrate you cognitive mindset to approach others as individuals, colleagues and friends as their true self, while omitting cultural stereotypes.

With Authors of Inclusion, you’ll learn about a whole array of bias including the following:

• knowing your bias
• avoiding cultural stereotypes
• science of bias
• bias free communication
• empathy through bias
• adjusting your mindset to advocate for others
• learning how to compartmentalize your bias in order to make fact-based decisions

Examples of just some of the implicit biases that exists are:

Gender Bias

When you prefer one gender over another, gender bias occurs. This bias is how you judge women and men based on typical masculine and feminine assigned traits. Also, assuming that one gender can do a particular job better than the other falls under gender bias.

Confirmation Bias

Confirmation bias refers to the brain’s tendency to search for and focus on information that supports what someone already believes, while ignoring facts that go against those beliefs, despite their relevance.

Anchoring Bias

People tend to jump at the first available piece of information and unconsciously use it to “anchor” their decision-making process, even when the information is incorrect or prejudiced.

This can lead to skewed judgment and poor decision-making, especially when they don’t take the time to reason through their options.

Dunning-Kruger Affect

In the Dunning-Kruger Effect, people lack the self-awareness to accurately assess their skills. They often wind up overestimating their knowledge or ability.

The Halo Effect

It occurs when your impression of someone unconsciously influences your opinion of a different aspect of their character. The halo effect is in play when you tend to think more highly of them after knowing something impressive about them or, in contrast, perceiving an individual negatively after knowing something inappropriate about them.

Affinity Bias

Also referred to as like-likes-like, this bias relates to your tendency to incline towards similar people. This may mean that promoting or hiring someone who shares the same gender, age, educational background, race, or you may have an affinity with the person you have attended the same college, hail from the same town, or they remind you of someone you like or know. Although you may have some affinity with individuals, your micro-affirmations play out more than they would have.

Race and Ethnicity Bias

An unconscious racial and ethnicity stereotype is an example of implicit bias. It occurs when people assume some traits about someone based on their ethnicity or race. Race and ethnicity bias can manifest in small interpersonal interactions and has vast implications in the legal system, including other essential sections of society.

Why Does Implicit Bias Matter?

It has become a hot topic in universities, corporations, and groups during the last few years to understand implicit bias. Studies and research has focused on implicit biases based on sexual orientation, gender, race, and other identities and how they affect the  workplaces, educational experiences, employment endeavours and how they influence decision-making.

It takes a lot of effort to learn to confront stereotypes and incorrect preconceptions. It is beneficial to take a company’s commitment to diversity, belonging, and inclusion and put it into action. You may not always be aware of where these biases come from, but you can always change the actions you take in response to them.

Implicit bias is self-reinforcing. When the bias is left unchecked, it reinforces for others that non-inclusive behaviors are socially acceptable, resulting in a snowball effect that makes it even more challenging to notice and resist.

As a result, understanding the role of bias in influencing your actions is the first step in becoming a more inclusive team member. This self-awareness allows you to go further into your prejudices, find blind spots, and develop the necessary skills to adopt more inclusive behaviors.

Recognizing that you do not always have the good influence you desire is a part of attaining the self-awareness that comes with learning about bias. Reflect on your activities and decision-making processes to see how these biases affect you.

The Training Experience

Learners will participate in an interactive dynamic experience. Our training involves in person facilitators, studies, self assessment exercises aimed at allowing participants to know their true self. Students will receive tools that will allow them to champions in their own right!

COURSE DETAILS

Online Single course – Three hours
1 to 20 people – $1,500
21 to 50 people – $2,000
50+ people – contact for more information

In Person course – Three hours
$2,500

Email info@authorsofinclusion.com for available dates
or if you are outside the Greater Toronto Area.