Illicit bias awareness, often referred to as implicit bias awareness, is about eliminating discriminatory behavior. While commonly associated with hiring new employees, biases extend into everyday conversations that impact the performance of individuals and teams.
In this training you will:
- Receive 2-4 hours of training (minimum 2 hours)
- Conduct hand-written exercises
- Hear a training session tailored and designed for your company, team, or organization
- All of Vantage Point Consulting’s illicit bias trainings are limited to 30 attendees or less.
- Longer sessions include videos.
- Bias series trainings are data-driven and evidence-based.
Attendees will participate in activities that help to identify biases and help bring awareness of these biases.
At the end of the course, attendees will complete an evaluation of what was learned and how to proceed in the future.
Implicit Bias TrainingStart here to request more about illicit / implicit bias training for your team.
What does implicit bias training consist of?
What is the meaning of implicit bias?
How do you counter implicit bias?
What are the 5 unconscious biases?
Throughout this implicit bias training, we review five common, unconscious biases.
- Affinity biases, like having positive or negative associations with a person’s hometown, school, or familial connection. Participants will explore how affinities can change attitudes in the workplace and change perceptions.
- Halo biases, like forming an opinion based on someone’s past achievement, award, or other glowing performance. This may be well deserved, but can also link how we think of someone despite other evidence to the contrary.
- Horn biases, which changes the perception a person has of someone based on outward appearance. We’ll explore how body appearance and outward dress can link to diversity, ethnicity, religion, gender, and stereotypes.
- Attribution biases, which form from concepts relating to people’s past successes and failures. We’ll discuss how your hiring, promotion, and evaluation practice or HR Department might be forming perspectives of others based on luck or chance or personality.
- Confirmation bias, perhaps the most common and deeply ingrained, is how we perceive individuals as part of broader community members based on race, gender, or other stereotypes.