logo Human Insight
Does Unconscious Bias Training Work

Does Unconscious Bias Training Work?

Raising awareness on bias isn't enough. People also need strategies to act in a less biased way.

Idea in brief

The problem

'Conventional' unconscious bias (UB) training focuses on raising awareness of biases – to do with (for instance) gender or race – in the workplace.

 


Its objective: to make the workplace more diverse, inclusive and equitable.

 


However, research points out that conventional UB training does not work.

The reason

By limiting itself to raising awareness and sending the message that biases are involuntary and widespread, conventional UB training can make people feel that these biases are beyond our control and thus unavoidable.

 


The result:

  • Conventional UB training does not lead to behavioural change in the workplace.
  • Moreover, it can even backfire and lead to more discrimination instead of less!

The solution

Effective UB training helps participants act on their awareness of bias.

 

How?

  • By focusing both on raising awareness of bias as well as building the necessary skills for reducing bias.
  • By teaching people how to manage their biases and how to change their behaviour.

 

To make UB training even more effective, organizations should:

  • Make sure training is long enough for participants to interact with each other and to discover things they have in common.
  • Make the change in people’s beliefs and behaviours stick by starting other diversity-related initiatives simultaneously, rethink policies and introduce behavioural nudges.

In the words of a Harvard professor...

"Imagine a weight-loss programme that told participants to step on the scale and left it at that. Yet that is exactly what most UB training does. Ony 10% of conventional UB training programmes give attendees strategies for reducting bias."


Francesca Gino, Harvard Business Review, September 2021

Why do organizations use diversity training?

Leaders across the globe are striving to make their organizations more diverse, inclusive and equitable.


Rightly so. Two evidence-based findings:

1


Bias in the workplace is widespread. To deal with an overload of information, our brain uses mental shortcuts to make snap judgments on people, their talents and character. However, such snap judgments are often based on characteristics as gender and race. They result in the (subtle or less subtle) exclusion of minority groups in the workplace.

2


There is a large cost of employees' feeling excluded at work: a cost that can be measured in terms of increased turnover, decreased employee motivation, and so on.

The current go-to-approach:

'conventional' unconscious bias training

In their efforts to increase diversity, equity and inclusion (DEI), many organizations resort to so-called 'conventional' unconscious bias (UB) training.

1


Its method? 

'Conventional' UB training seeks to raise awareness of the mental shortcuts that lead to snap judgments on people, their talents and potential. 

2


Its underlying assumption?
Individuals who are aware of the widespread nature of bias in the workplace, will also behave in a less biased way at work. For instance when making decisions on hiring and promoting, and when dealing with colleagues and customers.

The problem with conventional unconscious bias training?


It doesn't work. (1)



(1) Patrick S. Forscher, et. al. (2019). "A meta-analysis of procedures to change implicit measures" Journal of Personality and Social Psychology.

Raising awareness on bias isn't enough.


Effective UB training also gives participants strategies to act in a less-biased way.

The evidence-based solution


How to Implement an UB Training That Works?


Make sure you invest your time and money wisely - by implementing an evidence-based D&I-training that leads to lasting behavioural change in your workplace.


A 2016 meta-analysis of more than 260 studies revealed that D&I-training is most effective when three conditions are met. (2) & (3)

1.


Make sure training is long enough for participants to interact and discover what they have in common

2.


During training, focus both on raising awareness about bias and building skills for interaction

3.


Make the change in beliefs and behaviours stick by implementing other diversity initiatives

(2) Bezrukova, K.,et. al. (2016). A Meta-Analytical Integration of Over 40 Years of Research on Diversity Training Evaluation. Psychological Bulletin.
(3) Science for Work (2017) "Does Diversity Training Work? Time For an Evidence-based Answer"

1.


Make sure training is long enough for participants to interact and discover what they have in common

A longer diversity training - a learning trajectory involving different steps – has been shown to be more effective.


Why?

  • Participants have more opportunities to come into contact with others who are different.
  • Everyone has more time to practice and build necessary skills to reduce bias on the workfloor.

2.


During training, focus both on raising awareness about bias and building skills for interaction

The most effective training courses have been shown to focus both on awareness and skills.


Why?

  • Participants first become aware of their own and others’ cultural values and biases.
  • Then, they also monitor their actions and practice appropriate responses in interactions with diverse groups of people.

3.


Make the change in beliefs and behaviours stick by implementing other diversity initiatives

Why?

  • Participants see that management is truly committed to fostering inclusion and that the training is not just a tick-in-the-box exercise.


This increases participants’ motivation to actively learn during the training and to actually apply their learnings afterwards.


  • Some aspects of counteracting bias cannot be dealt with at the individual level, but are a matter of making adjustments in policies and processes at the organizational level.


Think about: inclusive recruitment procedures, agreements at team level, etc.

Finally...


Should your diversity training be mandatory or voluntary?

While people might like mandatory training less, research points out that they may be more likely to change their behaviour following it. (4)


Why?

  • Voluntary training attracts mainly people interested in the topic.
  • But these are the people who already behave in a more inclusive way.
  • Therefore, they have less to change in the way they interact with diverse groups of people.