ED&I News Issue 4 - August 2023

ED&INEWS

Your quarterly equality, diversity and inclusion newsletter

WHAT IS UNCONSCIOUS BIAS?

The theme for our August newsletter is company culture and biases in recruitment practices. In this issue, we will explore the significance of embracing diversity and the challenges associated with biases in recruiting. We will have plenty of resources to support you and help you understand and address your unconscious biases.

Unconscious bias refers to prejudices that you may hold at a subconscious level, often without being aware of them. These biases are shaped by societal stereotypes, personal experiences, and cultural conditioning, and can influence our perceptions, decisions, and behaviours.

IN THIS ISSUE:

WE DISCUSS WHETHER HIRING FOR 'CULTURE FIT' PERPETUATES BIAS?

WE DISCUSS WAYS TO REDUCE UNCONSCIOUS BIAS

RESOURCES TO HELP YOU IDENTIFY YOUR UNCONSCIOUS BIAS

DISCOVER WAYS TO CREATE A POSITIVE WORK CULTURE

Hiring solely for culture fit can lead to a homogenous workplace that tends to reinforce existing beliefs and biases, potentially leading to

groupthink.

culture, hiring for cultural contribution emphasises bringing in individuals who can enrich and enhance the culture through their unique perspectives, experiences, and skills.

Emphasising cultural contribution encourages the recruitment of individuals from diverse backgrounds, which can lead to a more inclusive workplace Diverse teams can bring a wide range of:

cultural contribution

Hiring for rather than culture fit can be a more inclusive and effective approach to building a diverse and innovative workforce

While culture fit focuses on finding candidates who align with the existing organisational

Ideas and viewpoints

Skills and expertise

Problem-solving approaches

Creativity

HOW TO REDUCE THE OPPORTUNITY FOR UNCONSCIOUS BIAS IN THE HIRING PROCESS

By adopting these practices, you or your business can strive to hire in a way that promotes diversity, inclusion, and equal opportunities, rather than perpetuating bias It is essential to create an environment where individuals from diverse backgrounds feel welcome, valued, and empowered to contribute their unique perspectives to your company's success.

IMPLEMENT BLIND CV SCREENING

Consider implementing blind CV screening processes where personally identifiable information (such as name, gender, and age) is removed from CVs during the initial screening stage. This helps in reducing biases that may arise from unconscious associations.

CREATE DIVERSE INTERVIEW PANELS

Ensure that interview panels are diverse and inclusive, representing different backgrounds and perspectives This helps in reducing biases and creating a fair evaluation process.

BROADEN YOUR JOB ROLE CRITERIA

Instead of seeking candidates who are simply similar to the existing team, consider the broader aspects of cultural contribution Look for individuals who can contribute unique perspectives, challenge the status quo, and bring fresh ideas to the table.

LOOK AT THE DATA THAT YOU COLLECT

Regularly review hiring data to identify any disparities or patterns that may suggest bias in the process.

HOW CAN YOU CREATE A POSITIVE WORK CULTURE?

WHAT IS A WORKPLACE CULTURE?

A workplace culture is the shared values, belief systems, attitudes and set of assumptions that people in a workplace share This is shaped by individual upbringing,social and cultural context and is often implemented through reinforcement of values set by the founder(s) of the organisation

RECOGNISE AND APPRECIATE EMPLOYEES

Recognising employee contributions boosts morale and motivation, fostering a positive workplace culture.

PROMOTE WORKLIFE BALANCE

Encourage a healthy work-life balance by offering flexible work arrangements, promoting time off, and discouraging a culture of overworking

SUPPORT EMPLOYEE GROWTH AND DEVELOPMENT

Provide opportunities for skill development, training, and career advancement.

PROMOTE DIVERSITY AND INCLUSION

Embrace EDI and make all employees feel valued and respected for their unique contributions

4 WAYS TO CREATE A POSITIVE WORK CULTURE

IN THE NEWS: PEOPLE DON’T TRUST ARTIFICIAL INTELLIGENCE ON DECISION MAKING ABILITY IN RECRUITMENT

Artificial intelligence (AI) is gaining more attention as its role in the future of work becomes increasingly apparent

Advita

how

| 5 ISSUE FOUR Just1in10(14percent) wouldacceptaninterview conductedbyAI 1 IN 10

RESOURCES

In the following pages, you will find a collection of valuable resources designed to support your own, your colleagues, classmates or business's understanding of company culture, company values and unconscious bias. These resources offer valuable insights and practical strategies to promote a more inclusive and diverse workplace and navigate and address these critical topics effectively.

HARVARD IMPLICIT ASSOCIATION TEST

The Harvard Implicit Association Test (IAT) is a tool developed by researchers at Harvard University to measure individuals' unconscious biases or implicit associations. The test aims to uncover attitudes and beliefs that may exist beyond conscious awareness It assesses the strength of automatic associations between concepts and attributes, such as race, gender, age, or various social groups.

TAKE A LOOK

TAKE A LOOK HERE

ORGANISATIONAL CULTURE RESOURCES

This website provides a wide range of articles, research papers, and practical guidance on various aspects of organisational culture, including its impact on employee behaviour, performance, and overall business success.

COMPANY CULTURE RESOURCE SUPPORT

This article highlights various tools and strategies that can be utilised to enhance company culture, fostering a more engaged and productive workforce

MINIMISE BIAS WITH THIS CHROME EXTENSION

Unbiasify is a web browser extension that helps minimise bias during the hiring process by removing candidate names and photos from social platforms such as Linkedin.