Learn to counter the effects of implicit bias (unconscious stereotypes and prejudices) in recruitment & evaluation. The result: increased diversity; you can attract the best talent to your organization and keep it there.

For whom?

- People managers

- HR professionals

- Anybody engaged in selection & promotion processes


- 1 or 2 days

- up to 10 participants

- made to measure

Didactic methods

- Interactive knowledge transfer

- Time to share experiences

- Assignments and cases. Own cases are discussed and feedback is provided.

Why should you attend?

Research shows that organizations with more cultural diversity:

  • obtain a higher return on equity;
  • deliver more innovative products and services;
  • make more intelligent business decisions.

It is therefore in the interest of your organization to invest in more diversity. Most organizations therefore intend to only take into account the relevant competences in selection and promotion (and they are convinced that they actually do this).

Where it goes wrong, however, is that organizations do not take into account the effects of our human thinking errors, and more specifically implicit bias:

  • Implicit bias (unconscious stereotypes) forms one of the biggest obstacles to choosing the best talent in selection and promotion processes. This is because our unconscious stereotypes lead us to favour those candidates with whom we feel more affinity, with whom we can more easily identify ourselves.
  • Because these biases are unconscious, information campaigns are not sufficient to change this behaviour in your organization.
  • You must therefore design the structures and processes in your organization in such a way that the space for implicit bias is minimized. By adjusting the context, you ensure that the right choice (the choice for the best talent) also becomes the easy choice. To achieve this you need to rely on behavioural insights and choice architecture.

In this training you learn how to approach this in concrete terms in your organization.



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