1 Addressing Unconscious Bias Essay Student Name Institutional Affiliation Course Professors Name Due Date 2 Addressing Unconscious Bias Essay The talk focused on discrimination problems at work. A company needs to have diverse employees and avoid unfair treatment. Discrimination can affect how well the company runs and succeeds (Tamunomiebi & John-Eke, 2020). We'll look at different examples of discrimination, figure out if it's on purpose, suggest ways for managers to handle these problems, and compare sensitivity training to personal help in solving them. The video shows different kinds of unfair treatment, such as treating people differently because of their gender, race, or if they are parents. One example of gender discrimination is when the speaker assumes that the male employee wouldn't want to work part-time because he recently became a father (McKinsey \u0026 Company, 2015). This assumption reinforces the idea that men should follow traditional gender roles. Also, when someone mentions that men are interested in football and sports cars during planning meetings, it reinforces stereotypes about what men should like. The video doesn't directly mention racial discrimination, but assuming that three men on a team would like football and sports cars can suggest biased thinking about certain racial or ethnic groups without any objective evidence. Furthermore, when the male employee is told he's missing a meeting because of his fatherhood responsibilities, it shows discrimination against people who have caregiving duties. The way the characters talk and act in the story might show bias without them realizing it instead of purposely mistreating others. They might need to be made aware of diversity and including everyone. Their remarks and behaviors could come from what they've learned from society and stereotypes rather than them wanting to be mean. But even if it's unintentional, this bias can still hurt the employees and worsen the work environment. 3 As an executive, it's good to enhance fairness and respect in places of work by dealing with this kind of issue abruptly. Instead of waiting for problems and telling the manager about them, it's better to take steps to prevent discrimination. One way to ensure this is by providing that all staffs go through workshops on diversity and being all. This training will help everyone understand biases they might not even know they have, be more considerate of others, and learn about the laws against discrimination. If managers make diversity and inclusion a big part of the company's work, they can create an environment where bias is less likely. (on, 2022) Sometimes, it can be helpful to have sensitivity group training to learn more about essential things. Nonetheless, leaders in a company need to take action against individuals when they are on the wrong or the wrong side of the regulations. When there are problems, it's necessary to address them immediately and talk directly to the people involved. It shows that our organization cares about being fair and inclusive. It also helps the affected person feel better and know that the managers are committed to fighting against discrimination. In conclusion, this conversation reminds us that discrimination still exists at work. It includes biases based on gender, race, and whether someone is a parent. Even if people don't mean to, these biases can make employees feel inadequate, less engaged, and less productive. To stop this discrimination, managers need to take action. They should have sensitivity training to make people aware of their biases and challenge them. When discrimination happens, managers should talk to the people involved one-on-one. They can address the problem directly, guide, and ensure the affected employees feel supported. Managers should also focus on diversity, inclusivity, and following the law. This way, they can create a work environment where everyone's perspectives and contributions are valued and respected. This will make the workplace fair and friendly for everyone. 4 References Milon, M., Md. Al-Amin, & Saha, S. (2022). Workplace Bullying, Sexual Harassment, Discrimination: A Bane for Female Employees’ Career in the Private Banking Industry of Bangladesh. 10(04), 689–704. https://doi.org/10.4236/jhrss.2022.104040 McKinsey \u0026 Company. (2015). Addressing unconscious bias [YouTube Video]. In YouTube. https://www.youtube.com/watch?v=JFW2cfzevio On. (2022, April 6). Greater progress on diversity and inclusion is essential to rebuild productive and resilient workplaces. Ilo.org. https://www.ilo.org/global/about-theilo/newsroom/news/WCMS_841085/lang--en/index.htm Tamunomiebi, M. D., & John-Eke, E. C. (2020). Workplace Diversity: Emerging Issues in Contemporary Reviews. International Journal of Academic Research in Business and Social Sciences, 10(2), 255–265. https://doi.org/10.6007/ijarbss/v10-i2/6926
