Compreender o Inconsciente por 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 vêm de origens semelhantes nossos . Estes são nossos naturais preferências pessoas e eles são hard-wired em a cérebros em a nível neurológico. Os psicólogos sociais descrever esta como categorização social, que significa que nós routinely and automatically sort people into group.

Unconscious bias has been identified as a significant challenge in o local de trabalho.   Coloque; simplesmente, inconsciente   preconceitos; pode ser   definidos, como 'nossa implicit people preferences, formed by our socialisation, our experiences e por a   exposição; para outros '   vista; sobre outros grupos de people’.

Take this example for instance:

Joshua Bell, um   de renome mundial; clássico músico, levou a uma estação de metrô em L'EnfantPlaza, Washington, na hora do rush para jogar 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 situações, e como   muitos; talentoso   pessoas; ter foram rejeitadas 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 Aprendi   estereótipos; que   operar; automaticamente e, portanto, inconscientemente, quando que interagir com   outros; pessoas. O prazo 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 aprendizagem baseada em sessão de (Tamanho do lote de 75-100 participantes)

As sessões são projetadas para desafiam mentalidades e ajuda os funcionários a compreender o papel em prédio um inclusiva ambiente de trabalho. O workshops e nbsp; Will convidar participação, incentivar a responsabilidade e criar a espaço explorar percepções e atitudes influenciada por inconsciente viés

Nós fazemos. uma extensa pré-estudo de   compreender; o organizacional 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 discussões com empregados através níveis, Pesquisas 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 discussões reflexivas, pensamento técnicas   superar; barreiras próprias. O os desafios da sessão de preconceito inconsciente e os comportamentos não-inclusivas em a forma que provoca pensamento e estimula honesto. debater oficina se segurar a espelho o 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 natureza e o consequences

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

Actions plans to seed collective behavioural change