Addressing Unconscious Bias In CSR Practices

Diversity in the workplace. While I could point to numerous studies demonstrating the business benefits of diversity — spanning innovation, engagement, and creativity — I won’t. Why? Because embracing diversity isn't just about the figures or the strategic benefits. It's the right thing to do. Early in my career, I naively believed that by simply keeping my biases in check — during interviews, performance reviews, or when providing growth opportunities — I was doing enough. However as I progressed in my career, I confronted two truths. First, the more I learned about this topic, the more I realized how little I knew about both the vastness of challenges and opportunities surrounding it. Second, and more importantly, was the burning desire I felt to transition from mere awareness to actively being a dedicated ally. For an expert take and practical insights on this topic, I turned to my friend Lauren Windebank. Lauren is an advocate for diversity in the workplace and co-founder of TRIBE, a community dedicated to educating and empowering the next generation of female leaders in male dominated industries. Here are the invaluable tips she shared, on how we can be better allies for diversity in the workplace: 1. Champion Sponsorship and Mentorship: Act as a mentor in the workplace, advocate for equal opportunity, advancement and foster a culture of respect and support. Create allyship programs and sponsor colleagues for opportunities. ↳Suggested resource: The Mentor's Guide: Facilitating Effective Learning Relationships: https://lnkd.in/d-8Txdfi. 2. Listen and Learn: Be open to feedback about your actions and language and listen to others perspectives and experiences. Become self-aware around your own unconscious biases. Set up monthly calls for peer to peer feedback. ↳Suggested resource: Unconscious Bias: https://lnkd.in/dsyckiXY. 3. Educate Yourself and Others: Take time to learn and understand inequality and unconscious biases then share your knowledge and help to educate others on equality. Actively encourage conversation around diversity and inclusion in the workplace. ↳Suggested Resource: Diversity, Inclusion and Belonging Learning: https://lnkd.in/d_ZjSnaB. 4. Take Action: Share strategies for implementing diversity and inclusion training programs. Create internal employee resource groups and advocate for the benefits of them. ↳Suggested resource: Employee Resource Groups: https://lnkd.in/dQp7smb3. Let’s make our workplaces more diverse and inclusive! Do give Lauren a follow, she posts daily on diversity, leadership and recruitment.

🗣️ "I want to hire someone I can have a beer with."   🗣️ "We’re going to pass because he isn’t a ‘cultural fit.'"   🗣️ “I could see my wife and I having dinners with them on the weekends.”   ⬆️ Those are actual statements I’ve heard throughout my recruiting career from hiring managers and clients.   🍺 These preferences became apparent when I was once a candidate. An interviewer made the "beer" comment to me. I didn’t get the job —evidently, I wasn't an ideal drinking companion.  😏   🚫 Hiring for “cultural fit” can be problematic. Oftentimes it results in a lack of diversity. When individuals with similar mindsets select candidates who reflect their own perspectives and backgrounds, the organization is less likely to be a diverse and inclusive work environment. 🚫 Prioritizing "culture fit" can contribute to bias, especially unconscious bias, fostering groupthink and potentially creating a toxic work environment. This can lead to feelings of alienation, particularly among those from underrepresented backgrounds.   💡Instead of seeking people you'd casually socialize with, consider hiring someone who you can learn from and whose background might differ from yours. ✅ Hire someone who enhances the diversity of the team, who is a "cultural add."   💡"Cultural add" can refer to those who bring unique experiences, perspectives, and ideas to the workplace. 🔥 HOT TIP: Bringing in a "cultural add" or an individual who brings diversity to your team is a positive move. Yet, true diversity isn't achieved with just one person. It should be an ongoing commitment, and NOT a fleeting trend. Embrace inclusivity as a continuous effort rather than a one-time action! 💡#BeIntentional #jobseekers #recruiterlife #diversityandinclusion

Are you tired of diversity and inclusion conversations that don't lead to real change? Think about your typical team meeting or strategy session. Do all voices genuinely feel valued, or do some perspectives get lost in the noise? I loved the perspective Anu Gupta shared in our recent conversation on the Partnering Leadership podcast: Addressing bias isn't just about diversity initiatives—it's about recognizing the hidden stories we tell ourselves, often unconsciously, that shape our decisions. 💡 Here are three key insights from Anu, author of Breaking Bias: Where Stereotypes and Prejudices Come From—and the Science-Backed Method to Unravel Them, that stood out to me: 1. 🧠 Bias is About Stories, Not Labels    Bias isn't just about race or gender—it's shaped by the assumptions we make based on incomplete stories. These stories can limit how we see potential and prevent us from making the best decisions. Start by challenging these assumptions and looking beyond the surface. How often do leaders miss out on great ideas because they don't recognize the hidden biases shaping their decisions? 2. 🧘 Mindfulness Can Rewire Our Thinking      Anu Gupta's PRISM toolkit combines neuroscience and mindfulness to help leaders become aware of automatic assumptions and make more intentional choices. It's about practicing awareness daily to build stronger, more connected teams. Research shows that teams practicing mindfulness have 20% higher engagement rates. I've seen leaders who adopt these practices foster stronger team alignment and creativity. 3. 💞 Focus on Empathy, Not Guilt      Many efforts to address bias fail because they focus on guilt or blame. Anu suggests starting with empathy. Everyone knows what it feels like to be misunderstood—use that shared experience to create a space where everyone feels seen and valued. As Anu Gupta says, "Bias is not a problem we solve with policy—it's a practice of empathy we must build daily." In my work with organizations, I've seen firsthand how these insights can reduce costly miscommunications, unlock hidden talent, and drive better strategic outcomes. It's not just about talking the talk; It's about implementing fundamental, measurable changes that make a difference. 🗣 What's one thing you can do to create an environment where every team member feels valued and empowered to contribute their best? #partneringleadership #leadership Strategic Leadership Ventures #DEI #collaboration #culture #strategy #management #empathy