At Wave we recently hosted an event in partnership with IMG arena:

The goal was to host an event exploring the importance of diversity and inclusion in the workplace. We chose "Uncovering Unconscious Bias" as a focal topic, recognizing its pervasive influence on hiring, team dynamics, and career opportunities. Our aim was to gather industry professionals to address these issues, acknowledge their presence, and initiate discussions on potential solutions.

Through a collaborative workshop-panel format, we successfully navigated the complexities of unconscious bias, offering practical strategies for combatting it. The event provided a platform for attendees to gain insights, fostering a comprehensive understanding of diversity and inclusion challenges and opportunities in the workplace.

Workshop Take-Homes

How can unconscious bias in the workplace affect the impact of the end user of your service?

The workshop kicked off with a crucial question: How does unconscious bias in the workplace transcend into the end user's experience with your service? Delving deep into this question, we explored strategies and practices aimed at mitigating bias in hiring. Moreover, we dissected measures that organisations can adopt to ensure equitable treatment in performance evaluations and promotions, recognising the impact on the end user's journey

What strategies and practices can we implement that can tackle unconscious bias in hiring?

We then discussed how unconscious bias can have an effect on hiring and interviewing. One example that was highlighted was in the instance of interviewing, hiring managers making the final decision of who to hire based on unconsciously who they relate to more. Solutions discussed included implementing blind recruitment practices, comprehensive diversity training for hiring teams, assembling diverse hiring panels, and promoting data-driven decision-making to contribute to fair evaluations.. plus many more!

What measures can organisations take to identify and address performance evaluations, and promotion decisions to ensure fair and equitable treatment for all employees?

We had an in-depth discussion on removing bias when looking at progression and appraisals. Beyond conventional methods, the emphasis was on dismantling bias systematically. Initiatives such as the female-exclusive grad program and leadership accelerator were shared as successful examples, as well as transparent pay structures and the creation of diverse teams for cross-business evaluation which were shared as crucial components of this inclusive approach.

Panel Discussion Highlights

The panel defined unconscious bias as favouritism stemming from preconceived notions, shedding light on the importance of challenging the status quo in the hiring process.

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