We do unconscious bias training, how is this different or even better?
Unconscious bias training is a popular approach to dealing with the question of “Diversity & Inclusion”. It’s allure, we believe, is in its promise that with a quick workshop or a ‘cheeky webinar’ the task of undoing centuries of inequalities – across race, gender, faith, sexuality, class and ability – will be possible.
This comparison may help further: unconscious bias training is like watching Strictly Come Dancing in your living room. By watching enough episodes you can feel like you too know what it takes to dance an excellent rumba. Our programmes, however, are like taking classes where you actually learn to become a dancer.
In their own words a participant explains the difference too:
The unconscious bias training I received pointed out that we have unconscious biases in a general way, but not really saying how to overcome it. The difference between that and Fearless Futures is that we look at power distributions and techniques/actions to change our behaviour and identify how power influences/ affects other people. This makes it applicable to our lives. Also as this course is longer we have the time to mull over the ideas/principles/facts we learn which has helped.
|Unconscious Bias Training||INSTEAD: Our Programmes|
|Emphasis on recruitment, retention and promotion in isolation||Lens of power and privilege is applicable for all contexts and situations, which supports culture change, creating communities of belonging for whole teams and organisations|
|Looks at how unconscious bias can affect decision-making moments in the workplace||Uses critical thinking, self-awareness and personal reflection to enable participants to develop accountable decision making and to engage actively in courageous conversations|
|Can feel like you’re included because you’re bad or wrong||No blaming and shaming at all – we see that we’re all complicit in inequality until we’re taking action|
|Isolates “hot” issues & what to “watch out for”/”avoid”: such as women in hijab, or homophobic slurs||Intersectional perspective: no one is at any time a single identity. We deploy “systems thinking” to understand how identities connect and inform how we navigate the world|
|One-off short sessions
Webinars and e-learning
|Multi-week, embedding change into the life of participants & then leading change through peer-delivery (based on research on how adults learn)|
Do you work with our industry?
We work with people across all industries because inequalities manifest whether you’re in advertising, technology, the law, academia, design, publishing, the third sector, health, retail, construction and beyond. While your organisation may have unique quirks, our approach supports participants precisely with sustainable and flexible tools to recognise the context-dependent ways inequalities show up and the role they can play in challenging them.
You work with girls in schools too, do you work with teachers?
Yes! We run our programmes for courageous educators to bring a deep and nuanced understanding of the complexities and realities of the inequalities their students bring with them into their classrooms. Our workshops ensure your practice is consistently and meaningfully inclusive.
Our work with school leaders also incorporates a focus on the power and productivity of a diverse workforce, bringing a meaningful understanding of the ways inequalities impact upon questions of recruitment, retention, promotion and leadership.
Do you only do multi-week programmes?
If you truly want meaningful change, this is the way to do it. Short cuts have a track record of not working. There are many people that will tell you that you can have impactful, long-term change with a 3 hour workshop! Sadly, that isn’t possible (we wish it was!).
We are committed to making a difference. We’ve observed the failures of existing approaches and we are a powerful response to them.
Departing from our high-impact model is possible, but under specific circumstances. We’d be open to discussing your context in further detail.