¿Cómo abordas el sesgo inconsciente en la comunicación para promover la inclusión entre los miembros del equipo?

I would say that we can distribute books or articles that explain unconscious bias and its impact on workplace. Avoid assumptions about other based on limited information. Encourage asking questions and seeking to understand individual perspectives.

Open communication to ensure all parties involved understand the implications of the decision taken and there was no favoritism in the decision making process.

One important way to understand unconscious bias is understand how we make decisions. The System 1 / System 2 distinction created by Daniel Kahneman -- author of the book "Thinking Fast and Slow" -- is one that I have presented in trainings about bias. The System 1 Brain is where unconscious bias is. This is the area that's fast, instinctive. The part that might not always pause before speaking or taking action. The System 1 brain relies on assumptions, sometimes even stereotypes. Your System 2 Brain however is slower, intentional and requires concentration and effort. System 2 moments allow you to take time to be more thoughtful and intentional. Try to tap into your System 2 brain, pause, and stay aware of your potential bias.

Personal biases can be combatted by getting to know people on an individual level. Biases can derive from stereotypes and generalizations; getting to know individuals can lead to proving them wrong.

One way to handle negative bias among communication is to listen to comments, suggestions, and opinions of all those involved in the communication thread. Being open to all angles and points of interests prior to making any decision would help alleviate any unwanted bias. Recognizing that all who provide their inputs have their own valid Point-of-Views is a good way to encourage inclusivity within workplace interactions.

Share your personal experiences. Use inclusive language: Adapt your communication style and medium. Listen actively and empathetically: Seek diverse perspectives and feedback.

Algunas estrategias efectivas para abordar el sesgo inconsciente en la comunicación: Conciencia y Educación: reconocer que todos tenemos sesgos inconscientes. Ofrecer formación y recursos sobre qué son estos sesgos y cómo se manifiestan. Revisar el Lenguaje: Utilizar un lenguaje inclusivo es fundamental. Esto implica evitar expresiones o términos que puedan excluir o menospreciar a ciertos grupos. Revisa y adapta tu comunicación para asegurar que sea neutral y respetuosa. Fomentar la Diversidad de Opiniones: Anima a todos los miembros del equipo a compartir sus perspectivas y asegúrate de que sus ideas sean valoradas por igual. Feedback Continuo: Promueve un diálogo abierto sobre cómo mejorar la comunicación inclusiva.

Understanding unconscious bias begins with recognition. These biases are deeply ingrained attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. To address them in communication, you must first acknowledge that everyone has biases, and they can seep into workplace interactions. Encourage your team to reflect on their assumptions and the potential impact they have on others. This self-awareness is the first step towards more inclusive communication.

Unconscious bias can significantly impede effective interpersonal communication. To foster an inclusive environment, it is crucial to mitigate its impact. Active listening is a fundamental strategy in this regard. By fully engaging with the speaker, demonstrating empathy, and seeking clarification, individuals can better understand diverse perspectives. This approach cultivates a culture where all team members feel valued and respected, regardless of background or role.

Active listening is a wonderful skill to use when we want to understand the perspectives and needs of others. The aim is to listen in order to understand, not judge and merely respond. An important part of active listening is to give time and space for reflection before responding. It is helpful in addition to offer reflective questions back to the speaker to check your level of understanding e.g. What I hear from you is that you need or feel... (Insert your understanding of what is being communicated). Does this resonate with you? Use the feedback from the speaker to these prompts to inform your responses in a mindful way.🙏

Active listening involves centering the other person and removing yourself, your opinions and your reactions from the equation. Focus on staying tapped into the what the person is saying, without drifting or thinking about how you are going to respond. Another part of active listening is to ask questions, remain curious and encourage continued engaging interactions.

Some tips for using inclusive language involve using words that respect all identities and avoid stereotypes. It is essential to educate team members on culturally sensitive expressions and ability-inclusive language before any crucial meeting. Also, encourage regular self-reflection on word choices and create a supportive environment where team members can respectfully discuss and learn from unintentional biases in communication.

Be intentional about incorporating diverse perspectives. Do the same people speak up every time in each meeting? How can you create opportunities for other team members to participate without putting them on the spot? Consider letting a team member know in advance that you'd like for them to present something that showcases their expertise on a particular topic or have them prepare feedback on a certain idea or topic. Be aware of creating an environment where individuals who might not feel as comfortable speaking up during meetings without some preparation start to dread the possibility of being called on for the sake of diversity. Creating space for authentic contributions allows people to show up with their best and most thoughtful ideas.

I find that clients who are looking to create more diverse workplaces often worry that they might be doing something to intentionally exclude diverse perspectives. Usually, this is not the case. Be honest about what might be happening. Could it be that you tend to go to the same people repeatedly because those individuals have proximity to you so they're the first person to cross your mind? Or maybe you keep returning to the individuals who have previously delivered on a project in the past or addressed a previous problem. This is natural. The key is to be intentional about not only looking outside of those usual individuals you may rely on, but also to create space for additional time and grace that might be needed to engage others out.

Fostering safety is essential in establishing a feedback loop and adequate rapport with team members. When team members feel safe they can be candid, honest and authentic in their responses and reception. We can foster safety by using skills such as active listening, using I-statements, open ended questions and above all else engaging in a kind and gentle way. Confidentiality and privacy are vital elements in fostering safety within the feedback loop. When we are authentic we share our vulnerability. These vulnerabilities need to be respected by means of discretion. Being honest about our flaws and mistakes help foster respect and nurture positive relationships. We need to accept constructive criticism, especially when we give it.

Question question question. Keep asking more questions about the perceived bias, respectfully and intelligently. Chances are the person is unaware they are appearing biased, and by simply clarifying, engaging with interest, with the intent to learn, you will help them talk themselves into correcting themselves if the bias is unintentional or be able to make a decision if the bias is rooted and crystal clear