13 Nov Mitigating Bias from Recruitment to Promotion Mitigating Bias from Recruitment to Promotion Wednesday, November 13, 2024 (12:00 AM) to Wednesday, September 30, 2026 (11:59 PM) .75 PDCs Provider: Culture Shift Team, Inc Course Name: Mitigating Bias from Recruitment to Promotion Speaker: Robert L. Wilson Program Type: Videoconferences, webcasts, audiocasts, podcasts, eBooks, self-directed E-Learning Registration URL: https://www.cultureshiftteam.com/mitigating-bias-workplace Email Details Awareness of Implicit Bias: The series is designed to educate people leaders about the nature of implicit biases and how these biases can manifest indifferent aspects of the employee life cycle, such as recruitment, performance evaluation, and promotion. Leaders are encouraged to recognize and address their own biases through real-world scenarios. Identifying and Mitigating Bias: This series helps leaders identify specific types of bias, including the Halo/Horns Effect, Affinity Bias,Contrast Effect, Potential Bias, and Anchor Bias in everyday workplace interactions. By doing so, it empowers leaders to mitigate these biases when making decisions regarding hiring, performance evaluations, and sponsorship. Inclusive Hiring Practices: The series promotes equitable hiring decisions by highlighting the risks of subjective criteria such as "best fit" or personal affinity, which can prevent the most qualified and diverse candidates from being selected. It provides practical steps to reduce bias in recruitment and emphasizes the importance of aligning with organizational cultural characteristics. Performance Management and Evaluation: The series teaches leaders how to conduct fair and objective performance evaluations by relying on data and clear standards rather than comparisons between employees. It also emphasizes avoiding biases that may skew evaluations, which can impact team morale and diversity. Fostering Belonging and Inclusion: The scenarios encourage leaders to create an inclusive workplace culture where employees from diverse backgrounds feel valued and supported from onboarding through their career development. Leaders are guided to make workplace norms and expectations explicit to prevent unintentional exclusion. Leadership Development and Sponsorship: The learning series emphasizes equitable leadership development by addressing potential biases that might limit sponsorship opportunities for certain employees. It encourages leaders to offer growth opportunities based on potential and performance, rather than subjective factors, ensuring diverse representation in leadership pipelines. Data-Driven Decision-Making: The Mitigating Bias series promotes the use of objective metrics and data analysis to inform decisions and evaluate biases that may exist in decision-making patterns. This focus on transparency in leadership decisions helps ensure fairness across the organization. Collaboration and Continuous Learning: The series encourages collaboration and continuous learning, urging leaders to seek feedback from peers and engage in ongoing diversity, equity, and inclusion (DEI) education to refine their approaches to inclusive leadership and decision-making. Details You're Registered! DescriptionLocation Each section addresses real-life scenarios, identifies potential types of bias at each level and provides actionable recommendations for mitigation. The Magnetism of an Inclusive Brand: Learn how to build an inclusive brand for your pipeline by preparing leaders for bias-free interactions with potential employees. Reducing Bias in Hiring Decisions: Dive deep into strategies for reducing bias in hiring decisions and learn how your own application and interview process may be excluding top diverse talent. Onboarding That Fosters Belonging on Day One: Discover strategies for mitigating bias in your employee onboarding process from day one, increasing retention rates across each employee’s journey. Check-Ins with Equitable Outcomes: Navigate the middle part of the employee lifecycle, ensuring that regular evaluations and check-ins produce equitable outcomes that are free of bias. Individualizing Employee Development: Explore how personalized employee development strategies can help organizational leaders prevent bias as individuals progress in their careers. Lifting Up Emerging Leaders Through Sponsorship: Delve into mitigating bias in employee advancement programs, emphasizing the importance of going beyond mentorship to create a truly equitable employee lifecycle.