Comprendere l'Inconscio da Tatva Leadership

Unconscious bias is a part of every area of our lives. Unconsciously, we tend to like people who look like us, think like us e provengono da esperienze simili il nostro. Queste sono il nostro naturali persone preferenze e sono hard-wired in il nostro il cervello su un nbsp &; livello neurologico. Gli psicologi sociali descrivono   questo, come categorizzazione sociale, che significa che noi routinely and automatically sort people into group.

Unconscious bias has been identified as a significant challenge in sul posto di lavoro. Put semplicemente,   inconscio; pregiudizi   può; essere   definita, come 'il nostro implicit people preferences, formed by our socialisation, our experiences e   nostro; esposizione altri ' vista su altri gruppi di people’.

Take this example for instance:

Joshua Bell, un   fama mondiale; classico musicista, ha portato in una stazione della metropolitana a L'EnfantPlaza, Washington, in ora di punta a giocare un po ' of the finest classic pieces written on one of the world’s most expensive violins.

Disguised as a street performer, he was acknowledged by only a tiny handful of people, with the majority walking straight past the performance of a lifetime. Bell made a total of $32.17 in the performance which lasted 43 minutes and was heard by over a thousand people. Three days before, he had filled the house at Boston’s Symphony Hall, where seats sold for $100 each.

Was this outcome the result of unconscious biases the public tendto hold against street performers? Or perhaps the passersby simply didn’t like his music. Either way, the question stands that, how many times a similar situation has occurred in interview situazioni, e come   molti; talentuoso   persone; ha Sono passati respinti from jobs due to preconceptions and unconscious biases of their interviewers.

It is important to note that unconscious bias is not discrimination. Discrimination is a conscious, unfair treatment of a person or group based on prejudice. Unconscious bias, on the other hand, is due to the fact that much of our social behaviour is driven by imparato   stereotipi;   operare, automaticamente, e quindi inconsciamente, quando   noi; interagiamo con   altri; persone. termine stereotype often has a negative connotation, but in fact a stereotype is simply a mechanism for our minds to sort out and categorize the different types of people we meet into groups in order to help us determine how to interact with them.

An understanding of unconscious bias is an invitation to a new level of engagement about diversity issues. It requires awareness,introspection, authenticity, humility, and compassion. And most of all, it requires communication and a willingness to act.

Our Approach to Awareness

There are two approaches to implementing an awareness session that helps employees make better decisions based on what they know, rather than what they feel.

Based on the number of participants and the objectives of the intervention the client can choose to do a workshop through:

Class room learning session (Batch size of 20 participants)

Theatre based learning sessione (Dimensione del lotto 75-100 partecipanti)

Le sessioni sono progettati per challenge mente-set e aiutare i dipendenti a comprendere loro ruolo edificio un inclusiva sul posto di lavoro. Il nbsp &; workshop Will invitare la partecipazione, favorire la responsabilità e creare spazio esplorare percezioni e gli atteggiamenti influenzato inconscio polarizzazione

Noi facciamo. un ampio studio preliminare   capiscono; organizzativa areas where biases play out and collect live stories and scenarios where the impact is most prominent. This is done through One –on one conversations with Stakeholders/ HR, Focus group Discussioni con dipendenti   tutto, livelli, Indagini e E-questionnaires

The data collected in this step is used to design the flow of the workshop.

Execution through Theatre: 4 hours session

Behavioural facilitators use drama as a springboard to discussioni, riflettenti di pensiero tecniche   superare; proprie barriere. le sfide della sessione di bias inconscio ei comportamenti non inclusivi strada provoca il pensiero e stimola onesto. dibattere officina si tenere specchio la tua organisation and bring to life the business and moral drivers for inclusion

Execution through Classroom learning: 8 hours session

A mix of Conversations, Case studies, Role Plays, Videos and other Simulated Activities to bring out the following as outcome of the session:

Addressing the business driver for reducing bias

Understanding unconscious bias, its natura e consequences

Explore own bias via experiential sessions to spot micro-comportamenti in self and others

Actions plans to seed collective behavioural change