Business Management’s Post

Diversity and Inclusion is not just a tick box or trend for your business. It must be a institutionalised, framework to enable you to embrace any diversity within your organisation. How is your business set up to mobilise against unconscious bias? It’s not good enough to just be aware but how do you imbed empathy and understanding, build courage and empower teams to truly demonstrate inclusivity in company culture.

Ever noticed how hanging out with different people broadens your perspective? That's the magic of diversity! This article explores how exposure to diverse viewpoints can help us kick unconscious bias to the curb. Whether it's joining new groups or grabbing lunch with colleagues from different backgrounds, let's embrace diversity and make our workplaces more vibrant and inclusive.

Having absorbed the insights from the article on "unconscious bias" in the workplace, I'm struck by how vital it is to grasp the essence of this concept. Unconscious bias, those hidden perspectives shaping our perceptions of others, is gaining momentum in discussions about diversity and inclusion. I've witnessed the transformative power of raising awareness around unconscious bias.  It's astonishing how these subtle biases impact decisions and behaviors, with the potential to unlock greater productivity and innovation, as showcased by the McKinsey study, "Why Diversity Matters." The steps outlined, from embracing biases as part of human nature to fostering broader perspectives and education, resonate deeply with my commitment to fostering a globally inclusive environment.  I'm compelled to ask myself, "What unconscious biases might I have, and how can I actively contribute to a more inclusive workspace?"  This journey of self-discovery and dialogue feels like the key to realizing meaningful change. #DiversityMatters #InclusionJourney #BiasAwareness

#diversity is important in an organization, but since lately we've come to the point that we need to argue even for the sake of common sense, let's dive a bit into why. As a (proud feminist) organizational psychologist, I believe that diversity is a crucial component of an organization's success. A diverse workforce allows companies to take advantage of the unique perspectives and talents of their employees, which results in more #innovation, creativity, and #productivity. Diversity also helps to create more inclusive work environments, where employees feel valued for who they are as people, not simply for their ability to do a job well. When it comes to business, it helps organizations better understand their customers. When employees come from different backgrounds with different experiences and perspectives about life, they're able to help companies understand how to best serve their customers' needs—and that's just plain good business sense! But there's also bad news: homogeneity can be detrimental for businesses as well as individuals because it leads toward groupthink or "herding behavior." This happens when everyone starts thinking the same thing without challenging each other's ideas or beliefs. People are complicated. So when you want to lead people (as an individual or a corporation) you have two choices: either embrace this complexity as part of life and celebrate it, or, do something else. #unsolicitedadvicebyzoe

Unconscious Bias: A Hidden Influencer 🧠 Unconscious Bias shapes our views and actions, often without us realizing it. It silently guides our choices based on appearance or background, often escaping our notice but significantly impacting our perceptions and decisions. 🎯 Steps to Reduce Bias: -🪞Creating Awareness Promoting awareness of Unconscious Bias within your workplace is a pivotal step. Encourage open dialogues and offer training opportunities to enhance individuals' ability to identify and address these biases effectively. -⚖️Valuing Diversity Embracing diversity is essential. Diverse backgrounds and perspectives enrich our collective experience, driving innovation and fostering a more vibrant environment. -🙋 Self-Reflection Regular self-reflection is key. Examine your own biases and be open to feedback to reveal any hidden prejudices or assumptions. -🌟 Changing Organizations Organizations should incorporate efforts to reduce Unconscious Bias into their core operations, ensuring that hiring, promotions, and decision-making processes are as unbiased as possible. Let's challenge Unconscious Bias and foster inclusivity together! 🤝 #Inclusion #UnconsciousBias #DiversityAndInclusion

Everyone is affected by unconscious bias to some degree. Yes, I mean everyone. We're not responsible for the bias that has been socialized into us during development, but we are responsible for undoing that socialization and mitigating its effects on those around us. One of the most effective ways of undoing this unconscious bias is by consuming media, art, and culture from diverse sources. Through learning about one another, we come to recognize what unites us far more than the differences between us. #Inclusion #DEI #Bias #UnconsciousBias

Unconscious Bias is sneaky!!! Nurturing Inclusivity in Diverse Workplaces can help stamp it out. Diversity is a wellspring of innovation, but unconscious biases can stymie its potential. At The First Group as part of our Talent Development Team, we're deeply committed to combatting these biases and fostering inclusivity. Let's delve into the types of biases we regularly encounter: Confirmation Bias: People tend to seek or interpret information in ways that confirm their preconceptions. This can lead to a narrow view of an individual's abilities or potential. Affinity Bias: We often feel more comfortable around people who resemble us, leading to a preference for those with similar backgrounds, experiences, or interests. Gender Bias: Assumptions based on gender can limit opportunities and hinder equitable career growth. Ageism: Stereotypes about age can affect hiring and promotion decisions. Implicit Bias: Subconscious attitudes and stereotypes can unconsciously influence decisions. Our approach involves continuous training and team-building initiatives designed to tackle these biases head-on. These programs foster self-awareness and provide practical tools for addressing bias, creating a more inclusive and innovative workplace. #Diversity #Inclusion #UnconsciousBias #TeamBuilding #TalentDevelopment

Imagine being in a room with the Founder, CEO, or Boss of a top American company. Who do you see? Did you picture a white man in that powerful role? If so, you're not alone. But it is important to ask yourself these ‘why not’ questions (not an exhaustive list): 1.        A man of color 2.        A white woman 3.        A woman of color 4.        A transgender 5.        An individual (irrespective of gender) with disability 6.        A neurodivergent individual (irrespective of gender) If diverse representation did not cross your mind, then your actions, inactions, judgments, and decisions are unintentionally influenced by biases. You are making automatic associations with past experiences and deep-seated beliefs or practices based on race, gender, age, abilities, etc. These automatic associations influence your ability to process information in a narrow-minded way, with no room for deviations. Extensive research has established that biases develop at an early age, starting as early as middle childhood and continuing to emerge throughout adulthood. Although association-based biases are inevitable by-products of human cognition, unintended prejudices, if not regulated, can negatively impact organizational growth in terms of employee retention and profit loss. Up to 20% of employees in large corporations are disengaged at work due to the biased treatment they receive at work (source: True Office Learning) costing U.S companies $450-$550 billion annually (source: Gallup). The good news is that unconscious bias is not a permanent state of mind. It is malleable and scientists have developed evidence-based techniques and strategies to minimize its impact. Unconscious bias is a challenge, but with awareness and the right strategies, we can create more inclusive and equitable workplaces. Recognizing these biases and actively working to address them is crucial for fostering a culture of inclusion and respect. It is important that biases are tackled at both individual and institutional levels because it is the biases at the individual level that created the institution. On the other hand, the long-lasting influence of collective unconscious patterns of behavior instilled in the systemic processes of an organization perpetuates old negative norms and unhealthy behavior at individual levels. This is part three of four posts explaining unconscious bias and suggesting tips to counter it. Follow me for further insights on managing unconscious bias. DM to discuss DEI initiatives, toolkits, and training for your organization. Follow us for continuous updates and tips on fostering an inclusive workplace. #narrativesofdeepa #unconciousbias #diversityinclusivityequity #DEI #unlearning #implicitbias

Unconscious bias is a complex issue that requires ongoing effort and commitment to address. By understanding and acknowledging our biases, both as individuals and organizations, we can work towards creating a more inclusive and equitable world. Let's embrace diversity, challenge stereotypes, and build a future where everyone has an equal opportunity to thrive. Unconscious bias is like a sneaky ninja that affects our decision-making without us even realizing it. Did you know that 90% of our daily decisions are made unconsciously? Types of Unconscious Bias: Unconscious bias comes in various flavors: Affinity bias is when we naturally gravitate towards people who are similar to us. Confirmation bias is when we seek information that confirms our existing beliefs. And let's not forget the halo effect, where we let one positive trait influence our overall judgment of a person. These biases can sneak into our decision-making processes, like hiring, promotions, and performance evaluations. The Impact on Diversity and Inclusion: Unconscious bias can throw a wrench in our diversity and inclusion efforts. Studies have shown that diverse teams outperform homogeneous ones, but biases can hinder the recruitment and retention of underrepresented groups. Did you know that companies in the top quartile for gender diversity are 15% more likely to have financial returns above their industry median? Recognizing and Mitigating Unconscious Bias: Awareness is key, by acknowledging our biases, we can take steps to mitigate them. It starts with self-reflection and being open to learning about different perspectives. Actively seeking out diverse voices and challenging stereotypes can help broaden our understanding. Let's embrace the power of empathy and curiosity! Organizational Strategies: Companies can also play a vital role in combating unconscious bias. Implementing bias training programs can raise awareness and provide tools for employees to address biases head-on. Creating diverse hiring panels and inclusive policies can ensure fair and equitable decision-making processes. Let's celebrate diversity and make it a part of our organizational DNA! Creating an Inclusive Culture: To truly tackle unconscious bias, we need to foster an inclusive culture where everyone feels valued and heard. It's important for organizations to promote diversity at all levels and provide equal opportunities for growth and development. Encouraging open dialogue, creating diverse mentorship programs, and establishing employee resource groups can all contribute to a more inclusive and supportive environment. The Power of Allyship: We can all be allies in the fight against unconscious bias. By actively supporting and advocating for marginalized groups, we can help amplify their voices and challenge discriminatory practices. It's about standing up against bias, even in small everyday situations. Together, we can make a difference!

Have you heard of "protective hesitation?" In the newly published "The First-Time Manager DEI," Alida Miranda-Wolff explores the qualities and skills new managers need, focusing on ensuring diversity, nurturing equity, and fostering inclusion. The “Who Gets Feedback?” chapter is especially relevant for better allies. In it, Miranda-Wolff writes, “Recent studies from McKinsey about women, Black, and Latine employees in tech demonstrate that these groups receive as much as 20% less feedback than men and White employees.” But why does this disparity exist? Miranda-Wolff points to the phenomenon called "protective hesitation," coined by David A. Thomas, PhD. It’s when “leaders refrain from giving feedback to their employees because of a fear they will seem prejudiced. This fear of seeming sexist, racist, homophobic, transphobic, ableist, or otherwise not only keeps employees unaware of their perceived performance but also helps contribute to their failing to advance in organizations.” So, what’s the solution? Miranda-Wolff’s advice is clear and empowering: Don’t let the fear of how your feedback will be received hold you back. Instead, focus on providing the feedback your employees need to succeed. (Interested in learning more about Thomas’ research? Check out his Harvard Business Review article "Race Matters" https://lnkd.in/gn3cBrQ6.) — This is an excerpt from my upcoming “5 Ally Actions” newsletter. Subscribe and read the full edition at https://lnkd.in/gJApP5cV #BetterAllies #Allyship #InclusionMatters #Inclusion #DEI #Diversity #Allies 🙏