{"id":28533,"date":"2022-04-25T15:15:13","date_gmt":"2022-04-25T15:15:13","guid":{"rendered":"https:\/\/www.process.st\/templates\/avoiding-unconscious-bias-workflow-template-copy\/"},"modified":"2022-04-25T15:15:13","modified_gmt":"2022-04-25T15:15:13","slug":"avoiding-unconscious-bias-workflow-template-copy","status":"publish","type":"post","link":"https:\/\/www.process.st\/templates\/avoiding-unconscious-bias-workflow-template-copy\/","title":{"rendered":"Avoiding Unconscious Bias Workflow Template"},"content":{"rendered":"<section id=\"introduction\">\n<h2>Introduction:<\/h2>\n<div class=\"text-content\">\n<p>There are several ways you can limit unconscious bias or better yet, prevent it altogether.&nbsp;<\/p>\n<p>With this handy workflow, you can <strong>rethink the interview process<\/strong>. You can also help the interview panel rethink the candidates.<\/p>\n<p>Use a workflow like the following one to <strong>avoid unconscious bias<\/strong>, particularly when it may disrupt your hiring processes. It can also help to prevent the following problems:<\/p>\n<ul>\n<li>Creating <a href=\"https:\/\/www.vanderbilt.edu\/diversity\/unconscious-bias\/\" rel=\"nofollow noopener\" target=\"_blank\">unintentional discrimination<\/a><\/li>\n<li>Allowing <a href=\"https:\/\/www.forbes.com\/sites\/pragyaagarwaleurope\/2018\/10\/19\/how-can-bias-during-interviews-affect-recruitment-in-your-organisation\/?sh=6eca63111951\" rel=\"nofollow noopener\" target=\"_blank\">poor decision-making<\/a><\/li>\n<\/ul>\n<p class=\"style-success\"><a href=\"https:\/\/www.process.st\/?tv=cic&amp;tid=cic-orihp&amp;_ga=2.124296969.2053023754.1650795831-2002025406.1647949411&amp;_gac=1.19466186.1649861839.CjwKCAjw6dmSBhBkEiwA_W-EoOGZvooevHZpkvOXTZLtc-U-iCEiSdphq5Bu5gDExqsP2j05ShDhJhoC6aEQAvD_BwE\" rel=\"nofollow noopener\" target=\"_blank\">Process Street<\/a> has created several workflows to <strong>counter<\/strong> <a href=\"https:\/\/www.process.st\/diversity-hiring\/\" rel=\"nofollow noopener\" target=\"_blank\">unconscious bias<\/a> and also to <strong>promote<\/strong> <a href=\"https:\/\/www.process.st\/diversity-in-the-workplace\/\" rel=\"nofollow noopener\" target=\"_blank\">diversity<\/a>. We hope this workflow will help to improve your hiring processes.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"question-your-own-beliefs\">\n<h2>Question your own beliefs:<\/h2>\n<div class=\"text-content\">\n<p class=\"style-info\">This involves <strong>challenging<\/strong> yourself and <strong>your beliefs<\/strong> about potential candidates.<\/p>\n<p>Consider a time when you made a judgment about someone within the first ten seconds of meeting them. If you got to know them for a long time, did your initial impression prove to be true?<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Example of when you misjudged someone <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"test-yourself-for-bias\">\n<h2>Test yourself for bias<\/h2>\n<div class=\"text-content\">\n<p>Ask yourself if you have any <strong>stereotypical impressions<\/strong> of how a candidate for the following positions should look.<\/p>\n<p>Write down <strong>the first thing that comes to mind<\/strong> about how each person should look.<\/p>\n<p class=\"style-danger\">You may discover you have a bias you were unaware of.<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> A computer programmer: How you felt they should look? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> A receptionist: How you felt they should look? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> A firefighter: How you felt they should look? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> A member of the military: How you felt they should look? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"ensure-that-you-have-all-the-relevant-details\">\n<h2>Ensure that you have all the relevant details<\/h2>\n<div class=\"text-content\">\n<p class=\"style-info\">This will help you to <strong>avoid<\/strong> filling in the missing blanks with your <strong>misrepresentations or bias<\/strong>.<\/p>\n<p>You should also remember that the candidate is there to answer your questions. Anything you don\u2019t know, you should ask the candidate. Their answer will prevent you from assuming a different one.<\/p>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Candidate name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Candidate\u2019s phone number <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Position applied for <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Department the job will be in <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Job grade level <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Candidate\u2019s salary expectations (if known) <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"watch-for-biased-behavior-in-meetings\">\n<h2>Watch for biased behavior in meetings:<\/h2>\n<div class=\"text-content\">\n<p>This should be done with the whole team who will be involved in the hiring process. <strong>A team decision<\/strong>, made with more than one person, <strong>should result in a fairer and less biased selection<\/strong>. The <strong>final decision<\/strong> is always best and <strong>bias-free<\/strong> when made by a diverse collection of decision-makers.<\/p>\n<p>You should also be aware of those who interrupt others. Are they listening or trying to enforce their bias on a group decision? Make them aware of their behavior and lack of listening skills. Also, rotate around the room and let every attendee have their chance to speak uninterrupted.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"question-the-interview-panels-beliefs\">\n<h2>Question the interview panel\u2019s beliefs<\/h2>\n<div class=\"text-content\">\n<p>Start first by discussing what the <strong>right attitude<\/strong> and <strong>correct skills<\/strong> will bring to the role your company is advertising. This makes selecting the person based on their educational background the second factor in your panel\u2019s decision.<\/p>\n<p>During the meeting, find out the panel\u2019s thoughts on whether <a href=\"https:\/\/hbr.org\/2021\/03\/reengineering-the-recruitment-process\" rel=\"nofollow noopener\" target=\"_blank\">highly gifted candidates can now be found outside traditional talent clusters<\/a>. There are a lot of <strong>people developing their skills<\/strong> at home with the help of <strong>online courses<\/strong>.<\/p>\n<p class=\"style-success\">Those candidates should be getting a fair shot at the opportunity just like everyone else.<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> The panel\u2019s thoughts on the matter <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"make-the-interview-panel-aware-of-bias\">\n<h2>Make the interview panel aware of bias<\/h2>\n<div class=\"text-content\">\n<p>Rerun the test in task 3, but this time ask your panel to complete it.&nbsp;<\/p>\n<p>Do they have an idea in mind of what a computer programmer looks like? How about a receptionist? Ask your panel to <strong>rethink and avoid stereotypical views<\/strong> of what a particular job candidate should look like.<\/p>\n<p>The payoff for your company will also be worth it. If <strong>bias can be altered<\/strong>, <strong>diversity can flourish<\/strong> which can result in <a href=\"https:\/\/www.mckinsey.com\/business-functions\/people-and-organizational-performance\/our-insights\/why-diversity-matters\" rel=\"nofollow noopener\" target=\"_blank\">better financial returns<\/a>.<\/p>\n<p class=\"style-warning\">As Forbes has said: <a href=\"https:\/\/www.forbes.com\/sites\/eriklarson\/2017\/09\/21\/new-research-diversity-inclusion-better-decision-making-at-work\/?sh=62ab34a44cbf\" rel=\"nofollow noopener\" target=\"_blank\">A focus on diversity often means a focus on hiring.<\/a><\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> A computer programmer: How members of the panel felt they should look? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> A receptionist: How members of the panel felt they should look? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> A firefighter: How members of the panel felt they should look? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> A member of the military: How members of the panel felt they should look? <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"check-the-wording-you-are-using\">\n<h2>Check the wording you are using:<\/h2>\n<div class=\"text-content\">\n<p>To <strong>avoid unconscious bias<\/strong>, look at the words used in your job descriptions. Are they in favor of certain genders?<\/p>\n<p class=\"style-warning\">You can use a <a href=\"https:\/\/www.totaljobs.com\/insidejob\/gender-bias-decoder\/\" rel=\"nofollow noopener\" target=\"_blank\">Gender Bias Decoder<\/a> to check if your text use favors one gender over another.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"use-an-anonymous-test\">\n<h2>Use an anonymous test<\/h2>\n<div class=\"text-content\">\n<p>There may be a talent shortage, but there is <strong>no end to the talents that certain candidates can bring<\/strong> to the table. It\u2019s easy to overlook candidates who didn\u2019t attend elite colleges and miss out on <strong>enthusiastic self-starters<\/strong>.<\/p>\n<p>You can arrange an anonymous test for each candidate. Before the interview process begins, present each member of the panel with the results of the anonymous test. This will <strong>encourage the panel<\/strong> to consider candidates based on their aptitude<\/p>\n<p class=\"style-warning\">For some positions, it will be important to <a href=\"https:\/\/hbr.org\/2017\/06\/does-diversity-actually-increase-creativity#:~:text=Most%20studies%20assume%20that%20the,beneficial%20than%20a%20higher%20dose.\" rel=\"nofollow noopener\" target=\"_blank\">select employees based on their creativity<\/a>.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"put-unconscious-bias-training-in-place\">\n<h2>Put unconscious bias training in place<\/h2>\n<div class=\"text-content\">\n<p>If you have <strong>concerns about interviewers<\/strong> who may have <strong>unconscious bias<\/strong>, remember that there are a lot of effective training courses available.<\/p>\n<p><strong>Online courses<\/strong> by providers including <a href=\"https:\/\/www.linkedin.com\/\" rel=\"nofollow noopener\" target=\"_blank\">LinkedIn<\/a>, can be completed by staff members in the <strong>office or remotely<\/strong>. Users can usually get to grips with the topic of unconscious bias in <a href=\"https:\/\/www.linkedin.com\/learning\/unconscious-bias\" rel=\"nofollow noopener\" target=\"_blank\">under thirty minutes<\/a>.<\/p>\n<p class=\"style-danger\">These courses are especially helpful for those who are involved in recruitment drives and may represent the company at job fairs.<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Members of the panel who would be willing to attend bias training <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Courses that would be of use to certain panel members <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"use-structured-interviews-to-avoid-bias\">\n<h2>Use structured interviews to avoid bias<\/h2>\n<div class=\"text-content\">\n<p class=\"style-info\">Interviewers can quickly believe their <strong>first impression<\/strong> of a candidate. They will then be selective in their questioning to <strong>prove their early impressions were correct<\/strong>. This is known as <a href=\"https:\/\/www.psychologytoday.com\/gb\/blog\/science-choice\/201504\/what-is-confirmation-bias\" rel=\"nofollow noopener\" target=\"_blank\">confirmation bias<\/a>.<\/p>\n<p class=\"style-info\"><strong>Structured questions<\/strong> and interviews essentially make sure that every candidate goes through the <strong>same fair process<\/strong> to determine who should get the job. This works by having the interview panel ask a set of planned questions. The questions must also be <a href=\"https:\/\/rework.withgoogle.com\/blog\/science-of-structured-interviewing\/\" rel=\"nofollow noopener\" target=\"_blank\">relevant<\/a>.&nbsp;<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"sources\">\n<h2>Sources:<\/h2>\n<div class=\"text-content\">\n<ul>\n<li><a href=\"https:\/\/www.vanderbilt.edu\/\" rel=\"nofollow noopener\" target=\"_blank\">Vanderbilt University<\/a> - <a href=\"https:\/\/www.vanderbilt.edu\/diversity\/unconscious-bias\/\" rel=\"nofollow noopener\" target=\"_blank\">Equity, Diversity and Inclusion<\/a><\/li>\n<li><a href=\"https:\/\/hbr.org\/subscriptions?utm_medium=paidsearch&amp;utm_source=google&amp;utm_campaign=subscribetohbr_gbb_intl&amp;utm_term=Brand&amp;tpcc=paidsearch.google.brand&amp;gclid=CjwKCAjwrqqSBhBbEiwAlQeqGouUOHbO60nFvdjI_JCMuc-SOp8uu4md5bgKY17guOAVTSpEun9rKRoCKJAQAvD_BwE\" rel=\"nofollow noopener\" target=\"_blank\">Harvard Business Review<\/a> - <a href=\"https:\/\/hbr.org\/2021\/03\/reengineering-the-recruitment-process\" rel=\"nofollow noopener\" target=\"_blank\">Reengineering the Recruitment Process<\/a><\/li>\n<li><a href=\"https:\/\/www.mckinsey.com\/our-people\/vivian-hunt\" rel=\"nofollow noopener\" target=\"_blank\">Vivian Hunt<\/a>, Dennis Layton, and <a href=\"https:\/\/www.mckinsey.com\/our-people\/sara-prince\" rel=\"nofollow noopener\" target=\"_blank\">Sara Prince<\/a> - <a href=\"https:\/\/www.mckinsey.com\/business-functions\/people-and-organizational-performance\/our-insights\/why-diversity-matters\" rel=\"nofollow noopener\" target=\"_blank\">Why diversity matters<\/a><\/li>\n<li>\n<p><a href=\"https:\/\/www.forbes.com\/sites\/eriklarson\/2017\/09\/21\/new-research-diversity-inclusion-better-decision-making-at-work\/?sh=62ab34a44cbf\" rel=\"nofollow noopener\" target=\"_blank\">Erik Larson - New Research: Diversity + Inclusion = Better Decision Making At Work<\/a><\/p>\n<\/li>\n<li><a href=\"https:\/\/www.totaljobs.com\/\" rel=\"nofollow noopener\" target=\"_blank\">Totaljobs<\/a> - <a href=\"https:\/\/www.totaljobs.com\/insidejob\/gender-bias-decoder\/\" rel=\"nofollow noopener\" target=\"_blank\">The Totaljobs Gender Bias Decoder<\/a><\/li>\n<li><a href=\"https:\/\/twitter.com\/drtcp\" rel=\"nofollow noopener\" target=\"_blank\">Tomas Chamorro-Premuzic<\/a> - <a href=\"https:\/\/hbr.org\/2017\/06\/does-diversity-actually-increase-creativity\" rel=\"nofollow noopener\" target=\"_blank\">Does Diversity Actually Increase Creativity?<\/a><\/li>\n<li><a href=\"https:\/\/www.psychologytoday.com\/gb\/blog\/science-choice\/201504\/what-is-confirmation-bias\" rel=\"nofollow noopener\" target=\"_blank\">Shahram Heshmat Ph.D. - What Is Confirmation Bias?<\/a><\/li>\n<li><a href=\"https:\/\/rework.withgoogle.com\/blog\/science-of-structured-interviewing\/\" rel=\"nofollow noopener\" target=\"_blank\">Melissa Harrell Ph.D. - The science of structured interviewing<\/a><\/li>\n<\/ul><\/div>\n<\/section>\n<section id=\"relevant-checklists\">\n<h2>Relevant checklists:<\/h2>\n<div class=\"text-content\">\n<ul>\n<li><a href=\"https:\/\/www.process.st\/templates\/unconscious-bias-training\/\" rel=\"nofollow noopener\" target=\"_blank\">Unconscious Bias Training Guide<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/diversity-hiring\/\" rel=\"nofollow noopener\" target=\"_blank\">Diversity Hiring Process<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/diversity-questions-survey\/\" rel=\"nofollow noopener\" target=\"_blank\">Diversity Questions Survey<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/diversity-training\/\" rel=\"nofollow noopener\" target=\"_blank\">Diversity Training Process<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/diversity-management\/\" rel=\"nofollow noopener\" target=\"_blank\">Diversity Management Monthly Audit<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/hr-interview-process-with-questions-3\/\" rel=\"nofollow noopener\" target=\"_blank\">HR Interview Process With Questions<\/a><\/li>\n<\/ul><\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>Introduction: There are several ways you can limit unconscious bias or better yet, prevent it altogether.&nbsp; With this handy workflow, you can rethink the interview process. You can also help the interview panel rethink the candidates. Use a workflow like the following one to avoid unconscious bias, particularly when it may disrupt your hiring processes. [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"ep_exclude_from_search":false,"cover_icon_emoji":"","cover_icon_url":"","tasks_count":"13","template_description":"One issue that shouldn\u2019t be overlooked is unconscious bias. It can get in the way of hiring the right candidate. 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