Unconscious bias training, also known as implicit bias training, is a program designed to help individuals become aware of their implicit biases and equip them with tools and strategies to act objectively, limiting the influence of their implicit biases. The training aims to raise awareness of the mental shortcuts that lead to snap judgments, often based on race and gender, about peoples talents or character. The training helps employees understand that unconscious biases exist and helps them take steps to reduce the likelihood that such biases will impact their decisions and interactions with others in the workplace.

The training can take various forms, including workshops or class curriculums that span days, semesters, or even years. The most effective training does more than increase awareness of bias and its impact. It teaches attendees to manage their biases, change their behavior, and track their progress. It gives them information that contradicts stereotypes and allows them to connect with people whose experiences are different from theirs. The training can also include assessments to recognize ones biases using the Implicit Association Test or other instruments to assess bias.

Unconscious bias training must be part of an overall strategy for diversity, equity, and inclusion. Effective training should foster conversations and allow employees to confront their own biases; it should not be about blaming and shaming employees. The training should not imply that people are intentionally racist, sexist, or hold other biases. These biases, by their very nature, are unconscious and unintentional.

In summary, unconscious bias training is a program designed to help individuals become aware of their implicit biases and equip them with tools and strategies to act objectively, limiting the influence of their implicit biases. The training aims to raise awareness of the mental shortcuts that lead to snap judgments, often based on race and gender, about peoples talents or character. Effective training should teach attendees to manage their biases, change their behavior, and track their progress. It should foster conversations and allow employees to confront their own biases; it should not be about blaming and shaming employees. The training must be part of an overall strategy for diversity, equity, and inclusion.