Leading diversity and inclusion consultant, Buki Mosaku rejects the guilty perpetrator versus hapless victim model embraced by most corporates, which he sees as counterproductive.
“Most unconscious bias training focus on the perpetrator: underscoring the idea that the power to change lies with the person who is exhibiting the bias,” states Mosaku, author of the forthcoming book, I don’t understand? A Practical Guide to Navigating Bias in the Workplace.
“That progress depends on them agreeing or deciding to change.”
The IDU? Methodology instead asks leaders to consider:
– What if we turned unconscious bias training on its head?
– What if we turned our attention to the victims, both traditional and untraditional?
– What if the victims of unconscious bias in all its forms—racial, gender, ableism, age, etc—were encouraged to call out such behaviour when it happens: not defensively, but rather questioning: “I don’t understand?”
I don’t understand? A Practical Guide to Navigating Bias in the Workplace.
Buki throws out of the window much of the accepted wisdom around unconscious bias training targeted at minorities. His IDU? Methodology is designed to equip traditional and non-traditional subjects of unconscious bias with the interpersonal skills to navigate bias in the moment—clarifying, redirecting, and negating negativity.
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For both subjects and unconscious perpetrators:
- Be better equipped to identify, deal with and navigate Unconscious Bias in the moment
- Be better equipped to contribute to more harmonious, culturally sensitive relationships between managers and peers
- Subjects more readily illuminate their own potential for ‘Reverse Bias’ toward management and peers in the moment
- Subjects will be less reliant on ‘safe spaces’ as outlets to address pent-up minority tensions
- Learn the power of ‘developmental enquiry’ in resolving perceived unconscious bias issues
- Have the opportunity to release emotional/psychological baggage related to the fear of unconscious bias
- Know (subjects in particular) how to set themselves on a path towards losing a victim mentality and embrace a winning mentality
Benefits for senior management and managers
Senior Management, Managers, and Team Leaders will:
- Become open to ‘developmental enquiry’ for harmonious resolution of unconscious ‘directional’ bias and ‘reverse bias’
- Be able to apply customized templates for creating awareness and sensitivity to unconscious bias, setting objectives, developing strategy, and implementing ‘SETs’(Subject Empowerment Tactics/Tools)
- Understand and learn to reject ‘guilt’ driven remedies/strategies that do more harm than good in the long term
- Release emotional/psychological baggage related to unconscious bias guilt, that stifles their own productivity and their relationships with employees
- Finally, a simple way to measure the success of unconscious bias training and achieve targeted results
- Develop more harmonious working relationships with team members
- Leave the workshop motivated for real and lasting change
Buki Mosaku is a leading international business consultant and founder of DiverseCity Think Tank. He has grappled with unconscious (and indeed conscious) bias with varying degrees of success in his employed career and as a consultant in the city.Order Now
Frustrated with his own challenges and the inadequacy of behavioral experts and consultants' attempts to address workplace bias, he set out to develop a fair, equitable results-oriented methodology to tackle person(s) to person(s) bias effectively in the workplace.
I don't understand? A practical Guide to Navigating Bias in the Workplace is the culmination of 20 years of working, observing, and interacting with over 50,000 individuals throughout the world as a consultant, communications expert, trainer, and coach.
Praise for the IDU? Methodology
“It’s fascinating what you do… I’ve learnt a bit more… You’ve done a fine job, so I’m grateful.”—Nick Ferrari LBC and SKY Presenter
“Wow Buki you really do talk so much sense, I could listen to you all day. We need to have a better understanding of reverse bias and work together. You should be a mandatory part of any firm’s training program”. —Tracey Robb – Founder Trivium London Consultants-HR Advice to the Alternative Asset Management Sector
“This is excellent! What I like is that it gives a clear blueprint on what to do and how to fix things.” —Amina Appiah-Lewis. Director of Alpha One Marketing
“…the IDU? approach provides an alternative framework that if used with sufficient regularity has the potential to interrupt our intrinsic predisposition to embrace cognitive shortcuts. By reconditioning us to challenge these internalized presumptions during mental decision-making processes, IDU? may have even broader implications for social development.”—Dr. Olajide Williams, Chief of Staff, Neurology; Professor of Neurology; Columbia University
“A simple question, ‘I don’t understand….?’ but a powerful and non-confrontational way to address possible unconscious bias…”—Nicola King, Premises Manager at the Royal Latin School
“…some positive advice on how to tackle this issue. We need to address all kinds of unconscious bias that affect corporate diversity or the lack of…” —Gary Humphreys, Underwriting Director, Markerstudy Group
“Very insightful and love that you are offering ways for individuals to deal with this. Bravo!”—Peter Dediare, Angel Investor, Marco Polo
STOP TRYING TO ERADICATE BIAS! LEARN HOW TO NAVIGATE BIAS INSTEAD
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