I don’t know about you, but sometimes I’m a bit stubborn. Especially when trying to ‘help’ somebody.

Most of the time helping, really means changing. Which only makes you dig your heels, as I wonder why you don’t listen.

That’s how humans works. We don’t like to be told what to do. When to do it.


To really help, you have to stop “helping’. And start respecting people’s direction, give value, earn trust. Only then, when they decide, they might listen to alternatives.

Which is the reason for this article. To help you get value out of your bias training.

While research shows mixed results about bias training effectiveness, it’s still a popular way to attempt to address unconscious bias.

So if you decide to train, please ask yourself and your trainer these 3 questions to ensure training has an impact.

1. Are we setting the right outcomes?
A recent meta-analysis of 40 years diversity training shows that training can work, especially when it targets awareness and skill development and occurs over a significant period of time

2. Does the training fit the character of our company?
Research shows that tailoring exercises and activities to your employees’ characteristics, makes all the difference. Not every employee is at the same level of commitment or knowledge.

So don’t just buy of the shelf and give the entire company the same training. Make it relevant, make it personal.

3. Would we consider keeping training voluntary instead of mandatory?
People often respond to compulsory courses with anger and resistance.When people feel pressure to agree with it, training can strengthen bias.

When they feel the choice is theirs, training can help reduce bias.

While it might take longer for all to sign up, by letting people choose, they will get more out of it and feel a bigger sense of ownership.

Workplace bias needs to go. Training done right, doesn’t have to hurt.

And, when you’re ready to try additional ways to eradicate bias, we look forward to hearing from you.

At your service

PS. Since you are reading this, it is safe to assume that Diversity and Inclusion is important to you. So, would you mind downloading your copy of 47 ways to create Diversity & Inclusion (while it’s public)? It’s a report packed with actionable ways to create D&I impact.