Why Unconscious Bias training doesn’t work (and what to try instead).

Unconscious bias training is a ubiquitous part of diversity and inclusion programs in many organisations. But does it work? Evidence suggests that traditional unconscious bias training is not effective at creating lasting change - and in some cases can even have a negative effect by reinforcing stereotypes. So, what's going wrong, and how can we improve it?

The Pitfalls of Traditional Unconscious Bias Training

Lack of Application to Practice: Most training is devoted to raising awareness rather than changing behaviour. Employees can leave with a sense of awareness of the presence of bias but no notion of how to combat it in their day-to-day work.

Thinking Short-Term: Bias training is usually conducted as a one-off session, which is least likely to bring about long-term behavioural change. Successful change requires persistence and reinforcement.

Backfire Effect: On occasion, bias training may do the opposite and reinforce stereotypes by over-emphasising differences, making participants more defensive than open to change.

What Actually Works?

Instead of stand-alone training, organisations ought to seek to:

Infuse bias reduction into everyday processes - e.g., formalised hiring procedures, performance appraisals, and decision-making frameworks.

Use experiential learning techniques - e.g., drama-based training, role-play, and real-life scenario discussions to engage more fully.

Creating a culture of accountability - in which leaders interactively confront difficult bias and model inclusive behaviours.

At Squash we use interactive drama-based learning to allow participants to walk in other individuals' shoes and observe how bias plays out in real situations. This makes learning tangible and leads to real action rather than simple awareness.

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