What is Addressing Bias?

Addressing bias is a process of becoming aware of unconscious, subconscious prejudice habits. These can affect everything from hiring decisions to customer interactions.

One approach to bias training uses videos of real-world scenarios. For example, Microsoft’s UB training shows a team discussing which applicant is best NR 621 Literature review to lead a project and highlights that their conversation may include implicit bias against women.

Unconscious Bias Training

Unconscious bias training, also known as implicit bias, teaches employees to recognize and manage blind spots in decision-making. Research confirms that everyone has unconscious biases – it's the way the brain processes a constant flow of information and makes sense of a complex world. Those biases can be harmful and make it difficult for organizations to achieve their diversity, equity and inclusion (DEI) goals.

Bias training can include exercises like asking participants to review their calendars and think about who they invite to meetings, whom they call on to speak during those meetings, and whose work they pass over for promotion. When leaders and employees become aware of nr500 10532 week 3 addressing bias lt biases, they can begin to address them.

At Corning, for example, the company hosts Collective Voices, a podcast series where employees and leaders share their experiences of bias. Listening to their stories helps others examine their own implicit prejudices. The company also uses a learning site on its internal community platform called Intersections, where employees and leaders can discuss DEI topics in a safe space.

Self-Awareness Training

Self-awareness training helps employees recognize unconscious biases and work to overcome them. These skills are crucial to the success of an organization, especially in leadership roles. Leaders who are self-aware can more effectively communicate and lead their teams. They understand how they come across to others and can supply what each person needs to thrive.

Unconscious biases include attitudes, reactions, and stereotypes that are involuntary and incompatible with one’s conscious values. They are typically activated in certain situations such as multi-tasking or working under pressure. Teachers can be particularly prone to implicit biases such as racial prejudices toward students, cultural bias towards their students and assumptions about the NRS 493 Literature Review abilities of different student populations.

Anti-bias training helps employees become mindful of their unconscious prejudices, and learn to respect ethnicity and culture irrespective of background. This helps them act compassionately with their co-workers and colleagues, which leads to increased productivity and engagement. Achieving this requires a commitment to ongoing anti-bias education and daily follow-up programs that focus on the four critical anti-bias domains: Identity, Diversity, Justice and Action.

Reflection Notebooks

Many teachers and students use reflective journals or learning logs to help them build self-awareness. These can include instructor prompts and questions to spark reflection on a variety of topics, including how the content they’re learning relates to their personal experiences, beliefs or values. Reflect for Learning check-ins are available in Class Notebook (for OneNote web, Team desktop and Teams mobile) and can be embedded into assignments.

Educators can encourage their staff to use these reflective tools as well, and provide them with examples of implicit bias that can be found in everyday nurs fpx 4010 assessment 2 interview and interdisciplinary issue. These can range from the idea that children who live in poverty don’t value education to the notion that parents who don’t attend school events don’t care about their child’s education. These misconceptions can be hard to identify – and even harder to address. However, awareness is an important first step. The key is to keep the dialogue going – both in and out of the classroom.

Interviews

There are few situations more stressful than a job interview and unconscious bias can be most prevalent in these high-stakes, pressure-filled moments. The goal of addressing bias is to help recruiters and hiring managers recognize these unspoken criteria that can influence their decision-making.

One type of bias that frequently arises during interviews is affinity bias. This occurs when the interviewer feels a connection to a candidate, whether it’s nurs fpx4040 assessment 3 annotated bibliography on technology they went to the same school or their hobbies are similar. This can overshadow other, more qualified candidates.

To combat affinity bias, interviewers can use blind C.V’s which limit the amount of personal information they can gather, or they can ask open-ended questions that don’t include a candidate’s name. Standardized interviews and work sample tests can also help reduce bias by allowing multiple people to evaluate candidates objectively.