Stereotypes, attitudes, and biases that we hold may cause us to treat some people differently than others, even if our intention is to be equitable, and traditional implicit bias “training" is unlikely to change implicit associations that can inform and lead to prejudice and discrimination. Project Implicit’s Core Curriculum Webinars help individuals and organizations to recognize and mitigate the impact of bias, stereotypes, and in-group preferences on individual and organizational judgments and decision-making through evidence-based strategies and practices.
We develop preferences and stereotypes that help us make sense of our noisy and complex world from an early age. This session explores how social, perceptual, and decision-making biases can get in the way of our best intentions and how researchers measure and understand what we cannot self-report. In addition to developing a shared vocabulary around implicit bias, participants will leave this session with evidence-based strategies for reducing the impact of bias on individual and organizational decision-making.
When we adopt and cultivate a growth mindset, we see our knowledge, skills, and abilities in a state of continual development – and possibility! – rather than fixed or complete. In this session, we reflect on our mindset triggers and learn evidence-based strategies for navigating everyday challenges and demands to become the person we want to be. Participants are encouraged to commit to life-long learning and appreciate the power of “not yet."
Research shows that we rely more on our default thinking when we are tired, hungry, or stressed, so we are encouraged to make decisions during our “peak" or “best time" of day. But what do we do during the rest of the hours that make up our day? In this session, participants learn how to collect personal data to identify the daily peaks in their energy and focus and apply strategies to combat decision fatigue and account for external factors that may influence their decision-making and behavior.
We rely on stories to make sense of the world and our place in it, but how often do we stop to reflect on where these stories came from or whether what we are telling ourselves is true? In this session, participants explore the relationship between implicit bias and stereotypes and how the stories we tell ourselves can create blind spots, even when we have the best intentions. By seeing people as individuals and not as “people like that," we can more readily align our actions with our values and intentions.
From individual employees to teams to structural operations, bias in the workplace is multi-layered and complex. Successful leaders understand that uncovering and managing biases requires strategies at all three levels to improve company culture and employee well-being, and yet little guidance is available on how to change these potentially harmful systems. In this session, participants learn how to account for bias throughout the employee lifecycle and identify opportunities for growth and improvement. This session is intended for organizational leaders or anyone who manages a team or evaluates others as part of their job responsibilities.
Research shows that diversity within an organization leads to more innovation, better problem-solving, and higher profits. However, we continue to use recruitment and hiring processes that maintain an organization’s status quo. The recruitment and hiring processes are a literal minefield of deeply-ingrained stereotypes, attitudes, and biases, whether we are favoring candidates who “fit" our company culture or prioritizing fast over thoughtful decision-making. In this session, participants learn practical strategies to make disparity-finding a standard practice and reduce the impact of bias on the recruitment, hiring, and interviewing processes.
Disparities within an organization often go unnoticed and unaddressed, resulting in disheartened employees, a poor work environment, and high turnover. In this session, participants explore how to collect and use data to identify what problems need to be solved, make systemic changes to address the issues, and track whether the solutions have the intended effect of closing the gap. By deciding what we want to change and monitoring effectiveness by collecting and analyzing data, leaders can address the impact of unintended bias and discrimination in their organizations.
Confronting bias in our professional lives can be a terrifying task, especially if a leader or supervisor – maybe even your boss! – is the one causing harm. In this session, participants learn strategies and tools to “call in" to uncomfortable conversations, reduce resistance, and engage others in respectful, productive dialogue. While addressing comments or questioning someone’s actions can be intimidating, they can also lead to meaningful conversations and organizational change that may be necessary and even long overdue.
Meetings are essential for almost every team, but we often fall into habits around who we meet, who leads and listens, and what we discuss. In this session, participants examine how biases and assumptions affect how we engage and communicate. Explore the science behind successful meetings, how to bring awareness to blind spots, and the value of different approaches when working towards a common goal.
One of the best ways to mitigate bias is to plan ahead assuming that we will be biased. This session explores how “habits of thought” can lead to unintended and inequitable outcomes and how constructing objective criteria and limiting discretion can promote fairness. From rubrics to standardized evaluation templates to structured interviews, reducing discretion helps us align our behaviors more closely with our values and intentions.
Fees for this virtual-only service range from $2,500 to $5,000 depending on the format, duration, and level of customization requested. The speaking fee includes:
On a limited basis, Project Implicit is able to provide a facilitator for less than the standard service fee. These exceptions are based on the nature of the organization, the level of content tailoring, and facilitator availability. If you would like to learn more, please submit an inquiry form.