Lorne SHRM Inclusion 21 - Austin

All workshops can be done virtually or in person and are data-driven and experiential. Workshops are underpinned by the belief that the more we talk about and accept our own biases, the more we move from the unconscious to the conscious.

UNCOVERING UNCONSCIOUS BIAS

90-120 minutes

Participants learn and experience the source of their unconscious bias, how it affects their relationships, and ways to mitigate bias and improve their decision-making. This experiential workshop gives participants greater flexibility to make better business choices, see beyond their perceptions, and explore and implement alternatives.

 

Participants will:

  • Discover how priming bias works.

  • Conduct a personal social network analysis.

  • Develop new skills to minimize bias in business decisions.

  • Learn how unconscious bias affects diversity and business strategy.

  • Use double-loop learning and deductive reasoning to mitigate bias.

           

CREATING AN UNCONSCIOUS BIAS ACTION PLAN

90-120 minutes

Participants complete an action plan to mitigate unconscious bias in their organization. Participants:

  • Explore ways to apply tools to mitigate bias in their workplace.

  • Create an action plan, including developing and testing one or more solutions in their workplace.

  • Gain skills to work effectively with co-workers to develop DE&I solutions.

 

Participants learn the "Five Pillars Framework" and use this model to explore solutions along five pillars:

  • Metrics & Feedback Loops

  • Common Language & Awareness

  • Talent Acquisition Life Cycle

  • Organizational Processes

  • Values & Norms

REMOVING BIAS from JOB DESCRIPTIONS 

90-120 minutes

Participants learn to create job descriptions that reflect the position's needs and mitigate bias that might unnecessarily restrict diverse candidates from applying.

 

Participants will:

  • Review and highlight bias in job descriptions.

  • Create critical questions to uncover the goals the position seeks to attain.

  • Learn what words, phrases, and themes contain biases to understand which to embrace and which to avoid.

  • Focus company job descriptions so that they will be seen and read by more people.

  • Make distinctions between company values and culture to mitigate bias.

COLLABORATIVE COMMUNICATION  

90-120 minutes

Participants explore how human beings can improve their performance, reinforce positive behaviors and improve negative ones. Participants learn language tools so that when they speak up and have questions, suggestions, or concerns, they are better able to communicate clearly and to hear others.

 

Participants learn the four steps of Collaborative Communication:

  • Observing without judging.

  • Expressing feelings.

  • Clarifying one's needs.

  • Making specific requests.        

CREATING PSYCHOLOGICAL SAFETY

90-120 minutes

Participants develop an awareness of psychological safety to support a culture of sharing ideas with freedom. Participants discuss the literature explaining what psychological safety means, how it improves DE&I and practices on how to create it.

 

Participants will:

  • Create a team charter drawing from the needs of the people in the room.

  • Explore what psychological safety means and looks like in the workplace.

  • Develop new language and awareness about psychological safety.

  • Practice in small groups to create psychological safety.

  • Create a plan to develop psychological safety in the workplace.       

INTERVIEW TRAINING  

Scorecard Workshop

3-5 hours 

Scorecards reduce biases in the interview process.

Experiential Interviewing

3-5 hours 

Experiential Interviewing reduces biases in the interview process.

Everyone involved in the process should be trained to identify candidates’ skills that fit the job description. To reduce bias, we recommend you train interviewers in using scorecards to grade candidates and experiential interviewing to evaluate candidates based on observed and measured skills.

Participants create an interview scorecard that will make interviewing people more productive and consistent. Scorecards reduce bias by ensuring interviewers use the same predetermined metrics for evaluating candidates. Participants use these scorecards as a road map and framework to build the candidate interview process and align teams behind standard criteria for assessing candidates. They are also used to develop job descriptions and postings.

Participants will:

  • Identify the job goals and derive the job description and advertisement.

  • Ask questions that elicit the required information to assess a person’s ability.

  • Create blind scores that offer consistent metrics for an organization's strategy.

  • Create a feedback mechanism to determine the validity of questions and answers based on employee performance over time.

Participants develop exercises to determine a person’s ability to succeed in the position based on a demonstration of actions representing the work they would be doing. Participants learn how to create an interview process that allows candidates to be evaluated based on their performance of tasks relevant to the job. Interviewers reduce bias by witnessing candidates in action instead of only assessing candidates based on what they say.

Participants will learn the science that drives experiential interviewing.

  • Develop and practice methods to create experiential interviewing scenarios.

  • Gain skills for creating your own experiential interviewing process.

  • Develop and test one or more processes you can use in your workplace.

  • Leave the workshop having created experiential interviewing for an actual position in your organization.

WORKFORCE DEMOGRAPHIC ANALYSIS 

Research & Report

You receive quantifiable data that shows if you are hiring to the diversity available in your geographic area. The report compares job classifications broken down by gender and ethnicity inside and outside your organization. 

The report allows you to: 

  • Focus on specific criteria to increase diversity.

  • Demonstrate your commitment to diversity in the workplace.

  • Know if you are hiring more or less than the available talent in your marketplaces.

  • Develop a data-driven talent acquisition strategy to close the gaps.