All Hands Meeting

These slides inform that attribution bias can cloud judgment and lead to errors in understanding a situation. The set of slides also highlights techniques to minimize it.

This slide showcases employees discussing strategies to make the workplace more inclusive.

This slide showcases a vector that depicts the evolution of human beings.

This slide explains the meaning of disabilities accommodation, along with its characteristics and provisions.

This slide showcases a cover slide for golden and platinum rules of behavior with a balance scale.

This slide explains the golden and platinum rules of treating behaving. The golden rule stresses on treating others the way you want to be treated. The platinum rule says that treat others in the way would like to be treated.

This slide covers Reasons how contrast bias affect the hiring process and ways to avoid it at the workplace.

This slide covers Reasons how contrast bias affect the hiring process and ways to avoid it at the workplace.

This slide mentions the biological reasons behind bias formation in individuals. If we our bodies and mind did not have a pattern detecting mechanism to make sense of the world, we will be in a perpetual state of confusion. In bias, the problem is that we get the pattern right, but make erroneous conclusions based on it. Well dressed means educated fat means lazy and so on

This slide uses an illustration to make each of us realize that no one is free of bias we may be unique in our biases, but the affliction is omnipresent.

This set of slides explains the consequences of affinity bias in the workplace. A few points showing the impact of affinity bias are poor judgment and assumptions resulting in poor decision making, etc. Recruitment is the most impacted process, as affinity influences the interviewers judgment.

These slides cover the concept of beauty bias, its adverse impact, and techniques to minimize it in the workplace.

This slide illustrates the presence of the Confirmation Bias and its impact on office work culture. It also provides information on methods to control or curb this kind of bias. One of the remedies is to conduct recruitment based on standardized questions.

This slide lists the points showing the positive impact of DIBE on businesses. It enables the business organization carry a broad range of experience to handle any situation helps business outperforms others by 35 percentage, opens doors by bridging linguistic barriers, and promotes creativity and inventiveness, etc.

This slide lets us in on the secret that recruiters tend to look for the Halo effect in candidates during recruitment this then skews the field for other candidates who may be more coincidentally good at their work

This slide lets us in on the secret that recruiters tend to look for the Halo effect in candidates during recruitment this then skews the field for other candidates who may be more coincidentally good at their work

These slides explain the meaning of Horns Effect Bias using examples along with its adverse effect at the workplace. Further, these include the techniques to minimize it.

This slide illustrates the influence of inclusive leadership on organizations. These are able to achieve set final goals, improve the overall performance, more likely to innovate, and achieve business outcomes.

These slides provide information regarding the implicit association test IAT. The set of slides includes links for registration and taking the test. Further, it contains details about the limitations of IAT.

This slide explains how the inclusive leader leads others. He uses ways like team building, relationship management, communication skills, talent optimization, etc.

This slide explains the competency model of Inclusive Leadership. The four key aspects of Inclusive Leadership are respect for the Self and the ability to lead others to drive the needed results. A trusting nature and the ability to delegate are real necessities for the self.

This slide explains conformity bias and its impact on the recruitment process. It also mentions techniques to eliminate conformity bias in workplaces.

This slide explains conformity bias and its impact on the recruitment process. It also mentions techniques to eliminate conformity bias in workplaces.

This slide mentions the role of gender bias in offices and steps that can mitigate its impact, and even reduce it to a certain extent

These slides mention the role of gender bias in offices and steps that can mitigate its impact and even reduce it to a certain extent.

This slide explains the concept of accommodation along with a few examples. A reasonable accommodation does not impose an excessive burden on the firm or represent a severe risk to the qualified individuals or anyone elses health

This slide explains the meaning of confirmation bias and says that as human beings we always fall prey to Comfortable Lies than Unpleasant Truths.

This slide covers the introduction to affinity bias and its impact on the recruitment process. Affinity bias impacts recruitment in quite a substantial manner, as interviewers tend to favor candidates from their city, college etc. Even the interviewer might not be aware of this bias, but it exists and impacts the fairness of any recruitment process.

This slide introduces the attribution bias using examples. It illustrates how the same event is explained or attributed in starkly different ways depending on who was the central character. We usually attribute our failures to causes outside, while success is always the product of out internal genius or hard work.

This slide mentions the meaning of beauty bias found in the workplace along with suitable examples. Beauty bias means workplace bias that comes to the fore, based on physical attributes. This explains why we have the less attractive women bagging a truck drivers job, and disproportionate number of taller CEOs in companies, than their percentage in the population.

This slide introduces the concept of conformity bias. It also mentions how conformity bias can cause employees to follow the herd rather than use their own judgment.

We learn about equal opportunities to be provided at work and in the recruitment process. It states that candidature for employment or advancement is purely based on the appropriate skills that the candidate would bring to the job.

In this slide, we study that stereotype is a fixed and oversimplified image about a particular person or thing it is a belief and develops as it helps us go through the day wit easy categories that we build up.

This slide mentions the key takeaways from the session D and I Policy Inclusive Leadership. It also mentions the key traits on an inclusive leader. We will also do well to remember the Golden and Platinum Rules of Behavior here.

This slide provides the key outcomes from the session on bias formation.

This slide mentions key outcomes or lessons that we take from the session on the three toxic practices of Stereotypes, Prejudice and Discrimination. Decline in employee morale and unnecessary litigation are the two major consequences.

This slide explains the concept of discrimination along with the most common types of workplace discrimination. This extreme form of biased behavior happens on the basis of race, disability, pregnancy, gender, age, sexual orientation, and parental status.

This set of slides contains a multiple choice question on biasness in recruitment process.

This slide illustrates a tongue in cheek example of an old man being told how valuable his age and experience is, but the organization will still go ahead and hire an youngster.

This slide showcases a meme on unfair or unequal treatment at the workplace.

This slide uses a meme collection to provide information regarding discrimination at offices.

This slide illustrates memes explaining prejudices at office. The major one is in recruitment, where age, an irrelevant factor, becomes a major determinant of who is hired or nor hired.

This slide mentions the everyday use cases of stereotyping. These are racial profiling, gender profiling, cultural profiling, groups of individuals, and sexual stereotypes.

This slide depicts multiple questions on bias acknowledgment.

This slide explains the Parasympathetic and Sympathetic Nervous System PNS and SNS in humans. It also provides information on the functions of the PNS and responses of SNS in our human automatic nervous system.

This slide showcases the golden and platinum rule. It states that golden rule is self-centered, while the platinum rule also considers the feelings of others when we choose the way to behave

This slide explains the meaning of prejudice. It means having a positive or mostly negative attitude towards an individual belonging to another group. Prejudices are formed not due to ones own experiences. In fact, it is a prejudgment originating outside our own actual experiences.

These slides showcase that an individuals background and life experiences create a story and lead to biases.

This slide is a cover slide for a picture exercise.

This slide mentions the significance of diversification in organizations. It states that DIBE allows the firm to seek the most talented individuals, regardless of differences, and also increases employee engagement.

This slide lists precautionary measures to eliminate workplace discrimination. These are developing written policies, putting in place a protocol to hear complaints and adequate and up-to-date training for employees and supervisory staff.

We list out the reasons for the WHY of bias. These are related to evolution, the way our body is designed, the culture we grow up in and individual experiences.

This slide explains religious accommodation and how to request it in an organization under the ERGs.

This slide covers the responsibilities and eligibility criteria for managers in respect to employee resource groups ERGs.

This slide aims to provide details concerning the cultural groups that impact the opinions of an individual. Few groups are regional cultures, organizational cultures, peer groups, spiritual and religious institutions, socioeconomic cultures, and media.

The slide mentions the three main signals that indicate inclusive leadership commitment. These are fair play, belongingness, and combining intellect and emotions.

This slide lists how employees can request a disability accommodation from their manager or human resources.

This slide lists the consequences of stereotypes at the workplace. Some of the consequences of workplace stereotypes are conflicts, low morale, poor employee retention and litigation.

This slide mentions the various sections covered in the Session Types of Bias. These are confirmation bias, affinity bias, beauty bias, conformity bias, contrast bias, gender bias, sexual bias and misconceptions, attribution bias, halo effect, horns effect, cultural bias, key takeaways, discussion questions, and lets test what we have learnt.

We expand and integrate our knowledge of Hofstedes six cultural dimensions, with examples of each.