On average our brains work hard to process several million pieces of information per second, but only consciously capture and process a tiny fraction of these, meaning we are constantly taking shortcuts to fill in the blanks. Unconscious Bias is an example of a shortcut our brain takes to make snap judgments about people before we even realise we have done so.
When left unchallenged, unconscious bias can have a seriously damaging effect within the workplace. These harmful effects can influence decisions around recruitment, promotion, training and performance management. In this way, unconscious bias can quickly lead to a lack of diversity in the workplace and create significant barriers to inclusion and career progression.
The Bias Meter measures specific unconscious biases that may be impacting the individual professionally and personally. The Statement/ Situations are based on
Benefit to Organisations
Helping Leadership overcome the effects of unconscious biases can help you improve diversity and inclusion and develop more effective, objective hiring practices — resulting in a more resilient organization where innovation can flourish.
Benefit to Individuals
Identify where personal unconscious biases may reside across attributes in the workplace and develop strategies to correct personal unconscious biases in daily interactions.
Overcoming the effects of unconscious bias is a journey. Set out with intention, and let us help you create a road map for pushing forward. With a plan in place, you can work to overcome the effects of unconscious bias and produce a happier, more inclusive workplace.
Anyone looking to identify and mitigate their unconscious biases will benefit from this Assessment, but it is especially beneficial for
The WeAce Unconscious Bias Assessment is specifically designed to check the user's Unconscious Bias and is based on the SEEDS Model.
Biases have been categorised into five types to create what we call the SEEDS Model. These have been further divided into 10 subcategories for this Assessment.
People prefer what is like them over what is different.
In group - A form of favoritism toward one's own group or derogation of another group.
Out group-The psychological tendency to have a dislike for other people that are outside of one's own identity group.
People prefer to act quickly rather than take time. Humans have a built-in need for certainty
Confirmation -The tendency to interpret new evidence as confirmation of one's existing beliefs or theories.
Halo Effect- The tendency of people to be biased in their judgments by transferring their feelings about one attribute of something to other, unrelated, attributes.
People take their perception to be the objective truth.
False Consensus effect - The tendency to see one's own attitudes, beliefs, and behavior as being typical.
Hindsight - A phenomenon that allows people to convince themselves after an event that they accurately predicted it before it happened.
People prefer people or things closer in space or time than what's farther away.
Affective forecasting - The tendency to overestimate the emotional impact of a future event, whether in terms of intensity or duration.
Temporal Discounting - An individual's tendency to perceive a desired result in the future as less valuable than one in the present
The human tendency to avoid loss often causes a slowdown in decision-making and avoidance of health risks.
Loss Aversion - A cognitive bias that describes why, for individuals, the pain of losing is psychologically twice as powerful as the pleasure of gaining.
Framing Effect - When people decide on options based on whether the options are presented with positive or negative connotations
The assessment report includes:
You also get a comprehensive report that outlines which of these 10 Subcategories, you have
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