Do you want to increase your understanding of diversity and inclusion and challenge unconscious bias in the workplace? Then this workshop is for you
Date: 9 June 2021
Unconscious bias is important. There are robust research studies that demonstrate how the associations we have about social groups impact our perceptions and decision-making. #Metoo and #blacklivesmatter have had a huge impact in sparking discussion and debate about how we engage with conversations about diversity and inclusion. The benefits are clear but there is still much debate to be had.
A recent government led research paper controversially concluded that in the UK in some key areas of society there was no evidence for institutional racism. Race being only one of several categories with others including gender, disability, social class, age or religion belonging to which potentially marginalises its members. It is no wonder that this finding was received with anger and disappointment.
The COVID-19 pandemic had a disproportionate effect on working women, ethnic minorities, disabled people and other marginalised groups. Is this the right time to be walking away from a focus on institutional bias?
Have organisations progressed their equality, diversity and inclusion campaigns?
Why do so many managers find it hard to speak about sexism, racism and other forms of unconscious bias in the workplace?
Has the focus on unconscious bias training helped, or hindered, organisations?
These are the issues that we will reflect in our workshop as we unpack the concept of unconscious bias in the workplace.
Many organisations have mandatory unconscious bias training. This workshop is not one of those, it aims to help managers and leaders to go beyond the rhetoric and “tick-box” approach to ask deeper introspective questions about diversity within their organisations. This means empowering people to kickstart and sustain uncomfortable conversations which seek to challenge and “call out” covert bias.
The aims of this workshop are:
- To equip and empower managers and leaders with approaches to kickstart and sustain uncomfortable conversations which seek to challenge and “call out” covert bias.
- To highlight the importance of asking questions about how others in their teams experience the workplace and through inquisitive conversations discover barriers to overcome.
- To explore the reported experiences of women and other marginalised groups and consider how unconscious bias can be challenged to facilitate an environment where diversity is leveraged, rather than overlooked.
- To explore broader cognitive biases which can act to exacerbate our irrational thinking.
Workshop Date and Fees
This is an online workshop which will begin at 0900 and finish at 1200 (UK time) with a short break during the morning.
|Individual places||£100 +VAT per person|
€110 per person
S$180 per person
|Group Booking for six people from the same organisation||£500 +VAT for six people|
€550 for six people
S$880 for six people
To take advantage of the group discount please book by emailing our Client Services Team
Unconscious Bias in the Workplace Workshop Agenda
During the workshop we will explore some of the key concepts and examples of unconscious/cognitive bias with an opportunity to hear from and share experiences. Topics covered will include:
- Unconscious/Cognitive Bias and microaggressions and their effects within an organisation.
- Examples of experiences of minority or marginalised groups in workplace
- Discuss why everyone should get involved and how everyone is impacted
- Explore techniques to engage in difficult conversations about bias
- Discuss approaches to challenge and disrupt unconscious bias
- Critique the focus on unconscious bias in the drive towards fairer organisations
Who should attend?
This workshop is aimed at anyone within an organisation who wants to understand more about diversity, inclusion and how to challenge unconscious bias in the workplace. If you are leading a team this workshop is a vital introduction to a topic essential for you to ensure that your teams are fair and equitable environments. This workshop is also aimed at leadership or management teams who are leading diversity and inclusion initiatives and want to design an organisational culture where everyone thrives. You will leave understanding the difference you can make in your organisation and understand how to open up the conversation and debate to eradicate unconscious bias in the workplace.
Your Roffey Park Facilitators
Dr Katarina Zajacova PhD, MSc, BSc (Hons)
Teaching and Research Fellow
Katarina has 15 years’ experience working as a teaching fellow, social researcher, mentor and experienced higher education sector consultant. Katarina’s PhD from the University of Surrey was a sociological study focusing intersection of gender, social class, age and nationality on migration experiences of Eastern and Central European domestic workers in the UK.
Her expertise in gender and social equality and migration has been utilised whilst working on several research projects at the London School of Economics (LSE), Centre for Research on Nationalism, Ethnicity and Multiculturalism (CRONEM) at the University of Surrey and Roehampton and the Institute of Education – University College London (UCL).
Katarina a trained mentor and sports coach, confident public speaker and effective negotiator. She is an impassioned advocate of gender and social equality and has been writing and researching diversity and equality in workplace for many years.
Roy Clarke BSc, MA
Teaching and Research Fellow/Facilitator
Roy is an experienced and experiential Learning and Development Professional with strong consultative skills enhanced by substantial knowledge of Human Resources Management, and Career Development. He has more than twenty years’ experience within Learning and Development management and facilitative roles within the UK and the UAE.
Roy has worked extensively with public sector organisations, charities, and community groups. He has experience of leading the Learning and Development function and designing and delivering programmes around HRM themes. He has led change management initiatives, talent development interventions, performed business development activities and contributed to strategic and quality assurance models.
Roy has led impactful mentoring initiatives and has empowered personal change and career development for individual clients, within the Connexions and Information Advice and Guidance Partnership initiatives.