Why unconscious bias training alone can’t fix your diversity and inclusion issues

So how can you maximise your unconscious bias training and make sure learning continues after it’s over? 

Formal training is only one learning process organisations can use to build greater inclusion. But learning happens in all kinds of different formats — and organisations need to leverage as many as possible to ensure awareness and learning continue long-term.

“Creating inclusion long-term requires us to keep learning, continuously and regularly,” Jenifer says. “In-person unconscious bias training has become our status quo, but formal training is only one method of learning. 

“Organisations can expose employees to lots of different learning formats, including providing reading materials, setting up employee resource groups, and enabling conversations among colleagues. But one of the most important things to remember is that bias is individual, so giving everyone the same training won’t lead to the same results.” 

Few organisations have an unlimited time or budget for training, let alone the resources to make sure that everyone gets the exact learning experience they need. Jenifer says this is where tooling can help. 

“Not everyone can learn from the same resources and type of training in the same way. But personalised or tailored micro-training can help here. In our platform, we create micro-nudges for users that help them understand in the moment how and why a word or phrase could be contributing to unconscious bias. Over time, this is a scalable, effective way to shift mindset and reach every person across your organisation.”