Why Unconscious Bias Trainings Fail, and How to Prepare for Success?
For years, companies and universities have launched diversity programs to combat bias and discrimination at work. Recently, incidents involving well-known brands like Starbucks and Gucci have put a spotlight on the need for unconscious bias training, sometimes called “sensitivity training.” This interest grew in the wake of the COVID-19 pandemic and social justice movements sparked by the murder of George Floyd.
But, do these trainings actually make a difference?
The evidence is mixed. Some studies show that unconscious bias training doesn’t significantly reduce bias (Paluck and Green, 2009). Others suggest that using negative messaging can backfire, making people more resistant to change (Dobbin and Kalev, 2018). While some research indicates that training can increase awareness of biases, but it’s unlikely to eliminate them entirely (Atewologun et al., 2018).
To answer whether these trainings are effective, we need to clarify what we hope to achieve. Expecting unconscious bias training alone to change behaviors is unrealistic. Bias is a deeply rooted part of human nature, shaped by survival instincts that have existed for thousands of years. Today, the ability to automatically categorize people is a fundamental function of the human brain.
Everyone has biases. We all instinctively categorize people and things to evaluate information quickly. This can be problematic as it can lead to incorrect assumptions and negative associations, especially towards historically marginalized groups (Banaji and Greenwald, 2013). These biases are reinforced by systemic issues that maintain unfair social norms.
Since biases develop over a lifetime, a single training session is unlikely to change ingrained patterns. It’s important to understand that bias isn’t just an individual issue; systemic discrimination also plays a role in creating disadvantages for marginalized groups.
So, what can your organization do?
To make unconscious bias training more effective, organizations should consider a range of approaches.
Preparation is Key: By failing to prepare, you are setting yourself up for failure. It’s essential to clearly communicate the purpose of the training and set specific goals. Involve managers in problem-solving without resorting to control tactics.
Invest in Ongoing Training: Like any skill, addressing bias requires continuous effort. Unconscious bias training should be seen as a starting point for deeper awareness, rather than a complete solution. Research shows that training alone doesn’t effectively change behavior, but it can help people understand their biases and how these biases affect others. This understanding can serve as a starting point for additional actions.
Use Complementary Measures: Pair the training with other initiatives, such as equitable product design and mentoring programs. Mentoring can help break down biases as mentors begin to see their mentees’ worth.
Encourage Teamwork:. Collaborative tasks can help reduce biases. Research shows that working closely with diverse groups can lead to more understanding and less prejudice. For instance, the Jigsaw Technique shows that when individuals must accomplish a goal or task that requires teamwork, biases are more likely to be put aside in order to accomplish it.
Address Individual and Systemic biases: Effective training should not only focus on individual biases but also address the organizational practices that allow these biases to persist.
Confront Structural Racism: Educating employees about concepts like white privilege is essential for creating an equitable workplace. Understanding how policies and practices may contribute to inequities can help drive necessary changes. Consider, for example, the impact of certain grooming or appearance policies, which may inadvertently disadvantage employees with more Afrocentric hairstyles.
Evaluate to measure effectiveness. Simply put, “what gets measures gets done.” Regularly assess the impact of training to track progress and make improvements. Collect data at various stages to identify gaps and successes.
Ultimately, there is no one-size-fits-all solution to mitigating unconscious biases. However, if organizations implement a range of strategies alongside bias training, they can foster a workplace where everyone is treated with respect and fairness. Even if not everyone is inspired to change, raising awareness about biases can lead to better decision-making and positive outcomes.
Interested in learning more?
Subscribe to our email list today for the latest updates or follow us on Instagram, and let’s make the unconscious conscious.