Diversity

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.

This slide introduces the concept of contrast bias. It illustrates that under the grip of contrast bias, people tend to overstate one individuals performance against the other.

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 learn about gender bias, and how prevalent it is in societies all around the world. This translates into less than optimal recruitment processes and stereotyping.

Here, we learn that the halo effect can is also a form of bias, where we are more than ready to praise, even worship, someone who creates an image of having something amazing about them.

This slide explains the meaning of Horns Effect Bias using some examples. It adds that the Horns Effect is the prejudgment people form about another individual, based on something unfriendly others may be circulating.

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.

From the types of biases session, we have learnt five things. Our life is full of biases stereotypes lead to biased judgments fit people into the role, not their character traits or superfluous parameters evaluation of candidates using standard tools is a too. Finally, we learn about conducting blind auditions in recruitment process.

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.

We learn that cultural bias, essentially unstated presumptions, made about people based on their native place, religion or culture is a big source of misunderstanding. It manifests in simmering anger and resentment from those at the receiving end, sometimes ending up in premature resignation

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 showcases a meme collection on how the prejudices cause in and out group formation. People dissimilar to the dominant group are simply excluded, based on the simplest of presumptions like not wearing the same dress or being different in appearance.

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.

This slide provides information regarding individual leadership traits that help to lead self. These are self awareness, ability to develop trust, willing to delegate your authority and embracing change etc.

This slide explains the things that inclusive leaders should avoid. It states that they should avoid hard questions and truths, making performative statements, hiring for culture fits, asking Blacks, Indigenous and People of Color BIPOC employees to retell their struggle, etc.

This slide illustrates a vector with two individuals brainstorming with each other.

This slide illustrates multiple forms of unconscious biases in the workplace using a flowchart. Some of the biases studied are affinity bias, beauty bias, conformity and contrast biases, gender bias, halo and horns effect, cultural bias, confirmation bias etc.

This slide represents ways to eliminate prejudices in the workplace. These are conducting counseling sessions, using inclusive language, encouraging employees to share feedback, and continuous education of employees.

This slide depicts a woman who is wondering if she is biased or not.

Key characteristics of an inclusive leader are studied here. A few of them are cognizance, curiosity, cultural intelligence, collaboration, commitment, and courage.

This slide explains the consequences of affinity bias in the workplace. Few points showing the impact of affinity bias are poor judgment and assumptions resulting in poor decision-making, etc. The process that is most impacted is recruitment, as affinity does influence the interviewers judgment.

This slide explains how beauty bias influences the hiring exercise. It also provides the ways to manage it in the workplace.

We learn here Horns Effect, the exact opposite of the Halo Effect studied previously, predisposes us to dislike individuals because of the way they look, dress or behave. Even an odd mannerism is enough for us to accentuate the Horns Effect

The slide is meant to inform all those in attendance that attribution bias can cloud judgment and lead to errors in understanding a situation.

Microsoft PowerPoint Template and Background with global connections through the internet worldwide web, teamwork, diversity

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