Academics Keon West and Pragya Agarwal discuss unconscious bias, racism, and systemic discrimination. They explore the limitations of unconscious bias training, societal power dynamics in discrimination, and the challenges of addressing racism nuances. The podcast also delves into diversity backlash and fatigue in workplaces, and the hope for creating equality for future generations.
Unconscious bias training may not effectively combat racism in workplaces due to potential exacerbation of biases.
Promoting inclusivity requires organizational integration of inclusivity principles, challenging biases, and prioritizing impactful strategies for equity and inclusion.
Deep dives
The Persistence of Racism in the UK
Research has shown that racism persists in the UK with more than a third of individuals from minority groups experiencing racist assaults. Despite legal regulations against race discrimination, systemic bias still affects ethnic minority groups in employment, as evidenced by lower employment rates compared to white workers. Recent events like the murder of George Floyd have highlighted the need to address racial disparities, leading to discussions on anti-racism, white privilege, and allyship.
Challenges in Addressing Bias and Racism in the Workplace
Efforts to combat bias in the workplace often focus on unconscious bias training, although its effectiveness has been brought into question. Studies suggest that mandatory unconscious bias training may even exacerbate biases rather than mitigate them. Concerns have been raised about the lack of regulation in this training domain, as individuals without sufficient expertise can conduct such programs. Tackling racial bias requires a deeper understanding of biases, self-awareness, and consistent efforts to challenge and address them.
Creating an Inclusive Workplace and Overcoming Diversity Fatigue
Promoting inclusivity in workplaces requires going beyond superficial diversity initiatives and integrating inclusivity into the organizational ethos. Open communication, collaboration, and participatory approaches can help employees feel heard and valued. Additionally, addressing diversity fatigue involves moving beyond performative actions and focusing on impactful strategies that demonstrate the benefits of equity and inclusion for all individuals. By acknowledging biases, reflecting on them, and taking proactive steps to challenge and counteract them, organizations can foster a more equitable and inclusive work environment.
‘Unconscious bias’ has not enjoyed the best of reputations over the last few years, with much training labelled ineffective, and concerns around the concept being used to justify what is actually fully conscious, overt prejudice. So is it just fact that everyone is biassed on a purely subconscious level? And if so, what should HR and EDI professionals do about it? Academics Keon West and Pragya Agarwal advise.