beating unconscious bias
What unconscious bias is and how it impacts workplace culture
Every organisation, large or small, is shaped by the mindsets of its people. While deliberate decisions can guide policies and practices, unconscious biases often lurk beneath the surface, quietly influencing day-to-day interactions. These biases are automatic associations and assumptions that we might not even realise we hold. Over time, they can affect hiring choices, team dynamics, and leadership decisions, potentially limiting diverse talent and stalling innovation.
That’s where high-quality cultural bias training can help. Employees and leaders alike become more self-aware by shining a light on hidden prejudices—like favouring a certain accent or doubting someone’s abilities based on stereotypes. This improved awareness paves the way for more inclusive, balanced, and respectful workplaces. In response, many companies now search for unconscious bias training providers to make sure teams stay open-minded, fair, and equipped for a global, ever-evolving environment.
All staff members and particularly those in decision-making capacities and recruitment
A half-day unconscious bias course gives a powerful introduction. Shorter and full-day options are available.
Run at your offices or in a virtual classroom
training goals are to:
- understand what unconscious bias is
- become aware of our blind spots and shortcut assumptions
- appreciate the benefits of reducing unconscious bias and increasing diversity
- improve decision making through conscious thinking and avoiding snap decisions
- develop ways of addressing unconscious bias
- develop an action plan on what could be done to reduce unconscious bias in your organisation.
Our facilitator will adapt the content and workshop style of this unconscious bias training course to the needs of the group. The following course program is for a full day workshop:
introduction and workshop overview
Participants will review the agenda and will discuss their objectives when it comes to learning about unconscious bias. With an icebreaker, participants will look at occasions when they have experienced being a minority and how they felt.
auto-pilot mode
Participants will discover that it is possible to consciously believe in equality while at the same time acting on unconscious prejudices.
They learn how as humans, bombarded with information, we leads to decisions being made, that are not based on rational thinking or scientific data but based on our experiences, habits and, previous encounters. This can have its upsides and its downsides.
Participants will explore how they can build their emotional intelligence, to change the way they act by the way they think. They’ll discover the power of making the unconscious conscious.
tunnel vision
The group discuss how a decision-maker with the same point of view will make the same decisions which result in the same outcomes. This pattern and narrow tunnel-view or blind spot, needs to be shifted or expanded for a more balanced and healthy workplace culture. They will also learn about the beliefs cycle and how they can become aware of their unconscious bias.
choosing your tribe
Research shows that due to our beliefs, humans tend to stick to what we know. Humans naturally gravitate toward an in-group: people who look alike and/or come from a similar background.
The group will look at how humans make decision-making easy for themselves by putting people in boxes so that they act towards certain people in a consistent way, even if this is not intentional or meant in an unkind way.
a tour around stereotyping and bias
We will take participants on a journey around bias, touching on the many types of biases there are, such as ageism, sexism, ethnic discrimination and racism and biases around beliefs and religion, disabilities, gender identity, marital status, national origin, political beliefs, sexual orientation, social standing and physical appearance.
even smaller than a text message
The participants will learn what the term ‘micro-message’ refers to. These mini signals can work to either devalue employees and express an imbalance or inequity, or affirm their value and encourage staff members.
The thousands of often unconscious micro-messages we send amongst ourselves can range from being highly positive to highly negative. Being aware of the negative unspoken behaviour and calling it out can help prevent the damage this subtle discrimination can have on colleagues.
stop, pause and notice
This training course is not about radical self-transformation but it aims to highlight to the participants how, if they can take notice of their inner biases, they can monitor and modify their outward behaviour to avoid sending negative micro messages or make unfair decisions.
As role models in the organisation they can help to execute a fair and inclusive workplace. This awareness very much comes downs to emotional intelligence and the various exercises the group will do to show them how we all have preconceived ideas, assumptions, usually automatic and unintentional which may control how we treat others.
merit not instinct
Rather than making gut decisions or snap decisions, the group will look at how they may need to slow down their thoughts to make decisions in a more rational and objective way, most likely based on merit. They would discuss what that would practically mean for their organisation and how things are done.
opportunity in diversity
The group will learn of scientific studies which highlight the advantages of promoting a diverse mix of people in an organisation, particularly in terms of creativity, innovation and better problem solving. Ultimately it is a proven fact that diverse companies are more successful in many aspects.
The partiy will also review how systems and processes in the organisation can make biased decision-making creep in and what they can do to make changes. They will for example look at recruitment processes, promotions and other decisions that impact on diversity.
call it out
At one time or another participants will be the subject of deliberate or unconscious bias or they may witness it. So how should they react? The group will explore the boundaries of personal safety, assertive communication, reacting with emotional intelligence and ‘upstanding’ behaviour.
action plans
Addressing unconscious bias and evolving to a fully conscious organisation is certainly a work in progress and as part of this course the participants will be encouraged to discuss how their organisation can adjust to help this happen. There may already be certain means of ensuring a fair workplace but can they be improved upon? Participants will make a plan how they can beat unconscious bias in their workplace and personal lives.
why is EQ important for unconscious bias training?
Unconscious bias is our natural human state – our instinct on how we act and react to certain things or people. This helps us deal with life efficiently rather than having to process everything we see individually. It is through our emotional intelligence (EI or EQ) that we can identify our biases and consciously slow down our rapid decisions to make fairer and more considerate evaluations of people and situations.
Discrimination in the workplace is often covert and subtle. It is the people with high EQ that will pick up on the seemingly minor snubs that a co-worker receives and be able to call it out in a tactful way. Leaders within the organisation require
emotional intelligence for inclusive leadership. They need EQ skills to identify the need for diversity and lead to a fully inclusive workplace where even subtle instances of devaluing a colleague will not be accepted.
This unconscious bias training workshop builds the emotional intelligence to take full responsibility for the way in which we act at work, whether it is intentional or unintentional. It is only when people take that responsibility that they can act to beat unconscious bias.
"In order to create real change, we need to understand unconscious bias as a fundamental social justice issue that gives birth to all kinds of -isms in our society, not some standalone concept that is nice-to-know."
-Michelle Kim
Emotional intelligence (EI or EQ) - the capability of individuals to recognise and manage their emotions and those of others.
Being aware of the concept of EQ and then developing it is essential for employees, regardless of their role. High EQ is no longer an add-on but a ‘must-have.’
read more about beating unconscious bias
The importance of addressing bias
When biases remain unchecked, the impact can be felt across the organisation. Teams might miss out on new perspectives, recruitment may lean towards certain groups, and everyday interactions can foster subtle exclusion. Addressing these issues head-on fosters better morale and more equitable decision-making.
1. Enhanced team morale
- Employees who feel seen and valued tend to be more engaged and loyal.
- Teams free from unspoken assumptions often collaborate more easily.
2. Inclusivity and diversity
- Actively working on unconscious biases allows every voice to be heard.
- A wider range of backgrounds and ideas boosts creativity and problem-solving.
3. Better decision-making
- When personal biases don’t cloud judgement, choices are guided by merit and logic.
- This leads to greater fairness in promotions, project assignments, and talent development.
4. Stronger reputation
- Organisations known for genuine inclusiveness attract top talent and loyal clients.
- By implementing cultural bias training, companies demonstrate a commitment to progress, which resonates with customers and partners alike.
Through targeted sessions with unconscious bias training providers, workplaces can uncover hidden prejudices and create an environment that celebrates, rather than stifles diversity.
trainEQ’s training methodology
At trainEQ, we believe change happens when people get to practise new behaviours, not just read about them. That’s why our approach to cultural bias training is interactive and action-focused, aiming to integrate insights into everyday tasks.
1. Interactive sessions
- We use role-playing, group discussions, and reflective exercises to help participants spot and challenge their biases.
- Real-life scenarios encourage employees to experience how unconscious attitudes might surface at work—like during hiring interviews or team evaluations.
2. Relevant, real-life examples
- Every industry and team faces unique dynamics, so we tailor case studies and examples to your organisation’s reality.
- From subtle remarks to major policy implications, we address how bias can crop up in various contexts.
3. Developing action plans
- Our training goes beyond awareness by having participants create strategies to keep biases in check.
- These plans could involve structured interview questions, rotational leadership roles, or group feedback channels, ensuring new habits stick long term.
4. Supportive environment
- Breaking down unconscious barriers can feel uncomfortable, so we encourage empathy and confidentiality in our sessions.
- Facilitators guide conversations respectfully, ensuring everyone feels safe to share experiences.
Because we blend theory, hands-on practice, and solution-building, participants leave with not only greater awareness but also tangible steps to foster a more inclusive culture. This is precisely why many businesses choose trainEQ as their unconscious bias training providers—we turn ideas into organisational habits.
Benefits of this training: diversity, reduced conflict, better collaboration
Embracing an open-minded mindset through cultural bias training reaps countless rewards for individuals, teams, and the broader organisation. Below are some main advantages:
1. Enhanced diversity
- By minimising hidden assumptions, recruitment panels and promotion decisions become more objective.
- Diverse viewpoints lead to richer brainstorming, uncovering opportunities previously overlooked.
2. Reduced conflict
- Misunderstandings and tensions often stem from unrecognised biases.
- As staff learn to check their assumptions, potential friction decreases, and mutual respect grows.
3. Better collaboration
- Inclusive environments make it easier for different departments or backgrounds to communicate effectively.
- Employees feel more comfortable voicing their ideas, which boosts group innovation and synergy.
4. Heightened productivity
- When people aren’t preoccupied with subtle discrimination or feeling sidelined, they can focus on delivering high-quality work.
- Teams operate more smoothly, saving time and resources.
5. Higher employee satisfaction
- A workplace that values fair treatment and respect encourages loyalty.
- Staff often become advocates, sharing positive experiences with their networks and reinforcing an image of inclusivity.
Because all these improvements reinforce one another, comprehensive unconscious bias training providers are instrumental in transforming the organisational culture for sustained growth and morale.
Partner with trainEQ for lasting change
Fighting hidden biases demands effort from everyone, but it starts with the right guidance. By identifying unconscious attitudes and implementing practical changes, organisations can unlock a more collaborative and empathetic future. At trainEQ, we provide the tools, insights, and support needed to navigate this journey.
Through cultural bias training modules, interactive exercises, and real-time feedback, our team delves deep into the core issues that lead to misunderstanding or exclusion. Working together, we craft an action plan that suits your environment—making fair and transparent practices part of your daily routine.
Curious about how to get started? As unconscious bias training providers experienced in multiple industries, we can tailor sessions to your team’s size, location, and unique challenges. Let’s discuss how we can help you move from awareness to impactful transformation. Contact trainEQ today to learn more or to set up a preliminary meeting. Embrace a workplace where diversity thrives, conflicts diminish, and every individual has a chance to excel.
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