Bias & Belonging Training for Contractors Seminar
Includes Anti-Harassment & Anti-Discrimination Training
In today’s rapidly evolving business landscape, the ability to foster a diverse and inclusive workplace is no longer just a moral imperative—it’s also a strategic advantage. Bias & Belonging Training is a 3-hour interactive session designed to provide attendees with a deeper understanding of the science of implicit bias, as well as an overview of the strategies and interventions for reducing and interrupting it. The goal of this program is to help contractors understand the importance of addressing implicit bias, recognize its impact on their organization, and harness the benefits of an inclusive environment which will ultimately drive success and profitability in an increasingly competitive marketplace. Our hope is that you leave this training not only inspired, but eager to make bias reduction a part of your daily practice – both personally and professionally.
If you’re wondering whether you should attend, here are two perspectives on why the topic is important:
“If you asked me to name the greatest discoveries of the past 50 years, alongside things like the internet and Higgs particle, I would include the discovery of unconscious biases and the extent to which stereotypes about gender, race, sexual orientation, socioeconomic status, and age deprive people of equal opportunity the workplace and equal justice in society.”
Dr. Nancy Hopkins, Amgen Professor of Biology Emerita at MIT
“I believe these new insights into human consciousness offer us the possibility of a new leap forward. The possibility of a deeper understanding of the human condition that may hold the potential for not only solving some of our specific problems, but transforming the way we relate as a species…”
Howard Ross, Author, Everyday Bias
Discrimination & Harassment Training
In recognition that time is limited for the key personnel of any contractor’s business and that state and federal laws require or strongly encourage all employers to engage in discrimination and harassment training, SMACNA has incorporated that training into its Bias and Belonging training. That portion of the training will include:
Risk awareness to focus on liability and organizational risk posed by workplace harassment
- Leadership insights to deepen awareness of how harassment can occur in today’s workplace
- Setting the right tone of civility, compliance and zero tolerance from the top down
- Addressing potential misconduct effectively
The Business Case For Implicit Bias Training
Learning about implicit bias is critical to creating a more inclusive and equitable workplace, which leads to several positive impacts on your business:
- Enhanced Decision-Making: Implicit biases can lead to suboptimal decision-making, as they cloud judgment and influence choices based on stereotypes and assumptions. By learning about implicit bias, you can recognize and mitigate these biases, leading to more objective and informed decision-making. This can result in better strategic planning, improved resource allocation, and more effective risk management, ultimately enhancing profitability.
- Broader Range of Skills and Expertise: A diverse workforce brings a wider range of skills, knowledge, and expertise to your company. Each individual brings their own set of strengths and experiences, which collectively contribute to a more versatile and capable team. This diversity of skills can enhance problem-solving abilities, adaptability, and overall productivity.
- Innovation and Creativity: Diverse perspectives and experiences foster innovation and creativity within an organization. By understanding and addressing implicit bias, business owners can create an environment where employees feel empowered to share their unique ideas and perspectives. This cultivates a culture of innovation, leading to the development of new solutions that can capture market opportunities and generate increased profitability.
- Improved Hiring Practices: Implicit biases can influence hiring decisions, leading to the underrepresentation of certain groups and limiting access to diverse talent. By understanding and mitigating these biases, recruiters and hiring managers can make more objective and inclusive hiring decisions, ensuring that candidates are evaluated based on their qualifications and potential rather than subjective biases. This leads to a more diverse and inclusive pool of applicants and increases the chances of attracting top talent.
- Increased Employee Engagement and Retention: Addressing implicit bias creates a more inclusive work environment where all employees feel valued, respected, and included. This fosters a sense of belonging and engagement, leading to higher employee morale, productivity, and retention. Engaged employees are more committed to their work, produce higher-quality output, and contribute to the overall success of the business. When these engaged employees are retained, it reduces the costs associated with recruitment, onboarding, and training, positively impacting your bottom line.
- Mitigating Legal Risks: Implicit biases can unknowingly influence employment decisions, such as hiring, promotion, and performance evaluations, leading to potential legal consequences. By undergoing implicit bias training, employers gain awareness of these biases and learn strategies to ensure fair and unbiased practices, reducing the risk of discrimination claims and legal disputes.
By addressing implicit bias and fostering belonging, contractors can create a more positive and productive work environment, attract top talent, foster innovation, and avoid legal pitfalls. These factors contribute to long-term business success, profitability and sustainability.