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Outsmart Inclusivity Bias at Work

I frequently speak about Diversity, Equity, Inclusion and Belonging (DEIB), in addition to LGBTQ+ specific topics at conferences, workshops, and Employee Resource Groups.

In December, I completed a training program with the University of South Florida, Muma School of Business titled "Diversity, Equity and Inclusion in the Workplace." I often share some proven tips for reducing inclusivity bias introduced to me in this training program. Here is a short YouTube video where I share these tips: Outsmarting Inclusivity Bias.

 
 

Three ways you can reduce inclusivity bias:

  1. Sponsor: Speak up when the person is not in room. Give them access to the boss.

  2. Neutralize: Boys can be boys - just not where decisions are made. Who do you lose when you’re not inclusive?

  3. Amplify: Make heard the voices of those not included. Recognize their differences and speak up.

    The course also shared 5 Policies That Outsmart Unconscious Bias. These policies especially apply to those in leadership and executive roles, in addition to Human Resources and include:

  1. Outsmart Resumes: Remove first and last names, schools, dates of employment, address / location, clubs / memberships

  2. Assess Competency first: test or series of questions to determine if they have skills to do the job

  3. Train your Interviewers: labor laws, unconscious bias, your values

  4. Performance Reviews: must be written. Don’t include criticism based on personality

  5. Examine Metrics: rewarding same behavior we always have? who do you reward vs what you reward?

What policies, tips or best practices have you implemented to reduce inclusivity bias? Share in the comments.

Sarah provides DEIB consulting to support your business strategy and evolving culture.

Source: University of South Florida, Muma College of Business. (n.d.) Diversity, Equity and Inclusion in the Workplace Certificate Program. [Power Point slides]. https://www.usf.edu/business/certificates/diversity-equity-inclusion/index.aspx 

#LGBTQplus #LGBT #sarahscalaconsulting #inclusion #inclusivitybias #DEI #DEIB #diversity #Equity #Inclusion #belonging #inclusivepolicies

DEI, LGBTQSarah A. ScalaSarah A. Scala ConsultingComment