Training on Unconscious Bias in the Workplace
Training on Unconscious Bias in the Workplace
Unconscious biases are not character flaws. They are cognitive shortcuts that the brain generates automatically—and they influence our professional decisions far more than we realize. The research is unequivocal on this point.
What training changes is the ability to identify these biases before they take effect and to correct them within the processes.
Why is this training more effective than most?
Most training programs on unconscious biases raise awareness without leading to behavioral change. This is because simply explaining a bias isn’t enough to counteract it—you also need to change the routines and processes in which it operates.
Accordia addresses both aspects: understanding the mechanisms and changing specific practices (recruitment processes, evaluation criteria, and meeting procedures).
What the training covers
The most significant biases in the workplace
- Affinity bias (we promote people who are like us)
- Confirmation bias (we look for what we expect to find)
- Halo effect (a visible quality influences the overall evaluation)
- Gender bias in performance evaluations
- Attribution bias (we do not explain the successes and failures of women and men in the same way)
High-risk processes and how to secure them
- Job Interviews: Anti-Bias Protocols
- Annual performance reviews: objective criteria, equal weighting for all
- Appointments and promotions: joint committees, criteria established in advance
- Assignment of tasks: Who is assigned the high-profile projects?
Behavioral Anchoring Each participant leaves with 2–3 concrete changes to implement in their work practices. Follow-up available after 3 months.
Formats
Half-day: awareness + essential tools.
Full-day session: in-depth coverage + hands-on workshops on HR processes.
Integrated module: as part of an inclusive management program or a management training course.
Qualiopi — OPCO coverage may be available.
Who is this training intended for?
- Managers involved in evaluation and promotion decisions
- HR teams and recruiters
- Executive Committee members involved in strategic talent decisions
- Diversity and Inclusion Officers
