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Know Your Implicit Bias Numbers


We live in a world full of diversity and especially diversity in people. People are diverse in many ways such as how they look, how they think, and how they act. It is this diversity that makes life interesting and can be the source of an organization's strengths. The value of organizational diversity is that it brings together individuals of varied experiences, educational qualifications, age groups, and backgrounds to a commonplace at the same time. This collection of diversity then facilitates the creation of new ideas and new perspectives. In a diverse organization, individuals learn from their differences. They get to know about each other’s religion, community, values, norms, and from each other’s expertise.


Most, if not all organizations, would like to have a diverse, equitable, and inclusive place to work. But here is the challenge, what precise and cost-effective actions should be taken to help diverse employees show up, be themselves, and be the most productive they can be?

Become Data-Driven

The answer is simple. To make progress, you need to be collecting data and measuring progress. As the saying goes, “what gets measured gets done”. A great way to start is by identifying and measuring bias from your organization. This is accomplished by examining where bias is located, at what severity level, and who is the source. Are members of your organization experiencing bias? If so, who are they, what parts of the organization are they in? What is their race, age, and gender identity? The Implicit Bias Audit™ (IBA) is a tool that can measure the degree to which employees feel that there is a bias present in the organization.


The Implicit Bias Audit™

The IBA is a carefully designed and conducted employee bias questionnaire that is used to reveal a great deal of information about employee perceptions. Organization responsiveness to employee feedback from the audit can lead to higher retention rates, lower absenteeism, improved productivity, better customer service, and higher employee morale. The simple fact that the organization is conducting an audit can send a positive message to employees that their opinions are valued.


Local Validation

The power of the IBA is that it is customized to your unique organization and needs. You decide what bias types to measure, You decide what locations to use. You decide positions to examine. We guide you through the options and help you develop the plan that works best for your organization. Our audit reports provide you with diagnostic data that can pinpoint specifically where bias by type is happening and what specific actions are needed to correct the problem. As a simple analogy, of "Off the Shelf" survey is very much like going to a physician to get a general checkup. While the physician can tell you that you have a problem, he cannot tell you the specifics, or more importantly, how to treat the problem. Thus, he refers you to a specialist. We are the specialist for finding sources of bias by type as related to your organization structure.


Benchmarking

Once an audit has been completed and training programs implemented, monitoring bias measures on a periodic basis is the best way to ensure success. Monitoring enables you to determine what is and isn’t working and what therefore needs to be modified. Your overarching goals should include a component that allows for regular checkups. Establishing a cadence of review for your program goals and data accounts for the fluidity of bias and DE&I issues. You cannot assume, for instance, that any action that results in a positive change against your goals will repeatedly have that same impact every time it is applied. Regularity accounts for how your numbers evolve, but benchmarking is needed to anchor your numbers to context.


Conclusion

People analytics is enabling HR and Diversity & Inclusion teams to begin to close the gap between setting goals and taking action. Real change can be made within your organization when you have the data and insight to make objective, informed choices about hiring, retaining, and promoting in your workforce. Now that we have the tools to solve the problem - so let’s get started. Learn more about the Implicit Bias Audit - HERE.

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