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Inclusive Leadership and Unconscious Bias
Transcript of Inclusive Leadership and Unconscious Bias
Images from Shutterstock.com Inclusive Leadership and Unconscious Bias Categorisation Who?? This course has been undertaken by the banks board and executive and is being rolled out across all leaders at the bank.
Clarify the context and business case for diversity and inclusive leadership
Understand how unconscious bias operates at work
Identify actions that will support diversity and inclusion.
Diversity and inclusiveness are important for our staff, customers, communities and the bank. It makes sense to have a diverse team to be better able to understand and meet the needs of our diverse customer base and the communities in which we operate. Context and Business Case: Bank Perspective
Positions organisation for success through drawing on broadest pool of candidates and attracting and retaining a diverse team of talented people. Staff Perspective
Inclusive and welcoming workplace where people are treated with respect, feel valued and can achieve success.
Recognise the importance of work life balance. Customers
It makes sense to have a diverse team to better understand and meet the needs of our diverse customers and communities Types of Unconscious Bias Affinity Bias - Gravitate to people like us and create a sense of familiarity Relativity Bias - occurs when we make comparisons based on a relative group Availability Bias - occurs when we make a decision based on the first thing that comes to mind Confirmation Bias - when we look to confirm our own beliefs and preferences. Priming - When we plant ideas or notions Examples
"Part time workers are not committed"
"Clients only want to deal with one banker"
"Women are not tough enough to be successful in customer facing management roles" Impacts
Who we hire
How interview are conducted
FWO's Tendency to categorize people based on race, sex, disability, sexual orientation leading to prejudice and subtle exclusion. Insight - Groups who differ from the dominant in-group are sometimes inadvertently excluded or unsupported in companies or teams.