Friday, 17th June, 2016, 9.00am - 4.30pm

 

 

DeVere Holborn Bars, Holborn, London

 

£595.00 - limited spaces

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We limit the spaces on our event to 8 participants - for quality reasons, it's a masterclass after all.

Recent praise for the event:

"I've gained a lot today in this area and know how to tackle these situations better and put in prevention strategies" - Gavin G, HR Manager, NHS Trust.

"I have a lot more clarity now than I did before (and I thought I knew a lot!)" - Suan X. LGBT group leader, Clothing retailer.


Unconscious biases and implicit associations can and do have an impact on group attitude and behaviours which influence key decisions within organisations where opportunities are missed.

It is therefore important to develop a clear understanding of how to manage biases and to recognise the value of creating an open, fair, and inclusive workplace culture.

The workshop will be interactive, with anecdotes, case law and practice scenarios.

All questions will be responded to in a sensitive and understanding manner. Taking into consideration that some of the discussions may be highly emotive, the facilitation style and method will model the concept of respect and dignity.

 

Overview

According to United Nations, 'Discriminatory behaviour takes many forms but all involve some form of exclusion or rejection'. However, our attempts to improve awareness of bias and discriminatory behaivour are failing to yield results..but why? Here we answer that question.

These choices are based at an unconscious level, known as Unconscious (Implicit) bias or hidden assumptions. Biases are triggered by our brains making quick judgements and assessments of people and situations based on our background, cultural environment and our experiences.

Acknowledging and taking responsibility for diversity has a strong business, ethical and moral imperative.


Key Benefits

This workshop will empower you to:

  1. Track human resources activity levels in diversity with a balanced scorecard approach to emphasise the department's contribution to organisational goals
  2. –Have a better understanding of how individual and group bias impacts on behaviours, attitudes, relationships and decisions
  3. –Learn about science and research behind the concept of unconscious bias, inclusivity and diversity
  4. –Using the ‘Broken Window Theory’, understand the risks and implications of negative outcomes from unchecked unconscious bias and it's impact on inclusion
  5. –Identify areas of personal biases and its implications on decision making processes within a team or department
  6. –Explore avenues in mitigating the risks of unconscious biases in recruitment practices for instance, taking into consideration the ‘Rooney’ effect, as evidenced through the recruitment practices of National Football Leagues (US).
  7. –Discuss the model of courage as a way to manage the negative behaviours that block inclusivity
  8. Encourage and develop inclusive leadership styles in your organisation

Who Should Attend?

  • Recruitment Professionals who want to recognise how unconscious bias can have an impact on recruitment practices
  • Business Managers who want to be more skilled in managing a diverse and inclusive staff team

  • Middle and Senior Managers who want to understand the impact of unconscious bias in line management, strategy, policy and process development

  • HR Professionals who want a better understanding of the types of behaviours that fall within the remit of unconscious bias and to ensure that fairness, inclusion and transparency is the underpinning theme of all processes and practices.
  • HR Generalists who want to be better skilled in managing issues that are linked to discrimination, diversity and inclusion

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Advancing Diversity - next steps for inclusion and bias, Masterclass Focus Areas

 

Science , Research and Statistics and training FAILURE

  • Understand the different types of global research conducted across various institutions
  • Evidence and figures of the impact of unconscious biases on diversity
  • Why most unconscious bias and diversity training fails

Neuro Psychology of Mind in diversity

  • How our mind processes information
  • Scanning vs focusing

10 types of Biases

  • The types of filters in which we see people and put them into categories
  • Concept of generalisations, deletions and distortions
  • The limitations of categories

Models of Assumption

  • The ‘I’ factor
  • Asking questions in a timely state
  • Whose values, whose beliefs

Measures to overcome unconscious bias

  • Managing behaviour and attitudes
  • Monitoring and Evaluation of task allocation
  • Diverse representation
  • Shop window
  • Examples of case study excellence

inclusive leadership

  • What does inclusive leadership mean?
  • How can we influence leaders to be more inclusive
  • Making our processes transparent and inclusive


Your Expert Masterclass Leader

Your expert for this masterclass is SNÉHA KHILAY, Snéha has developed international expertise in the areas of Equality and Cultural Diversity for over 20 years. As a consultant/trainer she has supported many different organisations to find effective solutions to their diversity dilemmas, to ensure that senior managers and staff are conscientious in maintaining the diversity and inclusion stance.

'I highly recommend Snéha.She has a good hold on her subject and is able to communicate and teach it well. She is bright and high energy.' Poonam G. - Senior Leader at InExcellence


More praise (some people call them reviews, for the event):

"This was such a enlightening day... I feel really enthused to go back and create real change"  - Darren L, HRBP - Healthcare provider.

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Book for Advancing Diversity - next steps in inclusion and bias Masterclass,
Friday 17th June 2016

 

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We look forward to seeing your on our next Masterclass!

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We allow no more than 3 participants from a single organisation and maximum 8 participants on our events. If you have more than 3 excited attendees, please contact us using the form below or call  0207 566 5797 and you could save immediately on costs ...

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