Diversity & Inclusion – How To Combat Implicit Bias

Did you know that individuals are more likely to promote and hire people who look like them? This is called implicit bias, the way that people unintentionally exhibit preferences for one group over another (often without even realizing they are doing it) and it stops many organizations from building out the kind of diverse and inclusive talent pipelines that they aspire to have.

Today 3 out of 4 C suite executives are male
In 2019, more CEO jobs at top companies in the US went to men named Jeffrey than to women
Workplace equity is the top driver of job satisfaction among professional women.
Research from the Kellogg School of Business at Northwestern University found that the hiring decisions at 40 top financial and law firms had more to do with the interviewer’s similarity to the candidate than the candidate’s qualifications.

Since women and people of color are often underrepresented at senior levels, this affinity bias risks entrenching existing gaps in opportunity.

Gender disparity gets worse further up the chain.

Men hold 62% of managerial positions
Only 22% of C-suite executives are women, and only 4% are women of color
White men represent just one third of the entry-level workforce in the US but represent more than two thirds of the C suite
Removing bias can massively help! When the US Department of Agriculture began a blind hiring process – removing names from the resumes of candidates for two Senior Executive Services (SES) classes – the number of women in the SES at the department increased by 41%.

Equalizing access to resources such as leadership coaching supports a more diverse workforce
Historically, the high cost meant that it was only provided for a few individuals; over 40% of companies that offer coaching provide it to 15 or fewer employees
This generally gets “rationed” out to the C-suite
Only 4% of employees receiving coaching were in non-managerial positions
80% of workers in a recent survey said that coaching boosted their communication skills, productivity and job satisfaction
Gender and race disparity only gets worse up towards C suite level, but an open and easily accessible coaching solution, such as a coaching app, can help companies move in the right direction by ensuring that pathways to promotion are opened up for all employees, getting rid of unintentional biases.

Diversity and Inclusion is a vast and serious subject
and a bit frustrating to talk about because we all have experienced
some form of discrimination or harassment in a workplace environment

In our seminar you will learn to:
A. Identify a few forms of discrimination or biases.
B. We will also introduce strategies and methods on how to avoid implicit bias using 3 Tips.
TIPS:

  1. Increase your contact with the relevant group.
  2. Blind Yourself or Avoid knowing a person ethnicity
  3. Counter Stereotype or Unlearn Old behaviors
#diversity #inclusion #implicitbias

Contact Us: https://prestigewebrelations.com/contact-us/ 929-324-4543 for our seminar about How to combat Implicit Bias through Training To Promote Equity In The Workplace.

Sources

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