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Forthcoming events and seminars

Stereotypes, bias and assumptions

Who should attend

HR and ED&I professionals, in-house employment lawyers and business leaders. We assume knowledge of direct and indirect discrimination law.

Synopsis

HR is a female dominated profession*. Does this tell us anything about diversity and inclusion generally and should you take positive action to address it?

There are many types of unconscious bias which limit, or prevent, access to work opportunities. There are also barriers to career progression. When does intuition and experience become prejudice or whim? Easier access to workforce data and HR reporting duties mean that employers can see pay anomalies and whether their staff are representative of their community, clients and service users. Including the perspective of a neuroscientist, and a diversity and inclusion specialist, these workshops are an opportunity for experienced HR and business leaders to explore what more they can do to make sure their organisations (and suppliers) are inclusive at all levels, and to think critically about their current practices.

*@ 20% of the 140,000 CIPD’s members are male

Programme

09.00 registration and coffee, 09.30 start

A representative workforce?

  • what HR reporting duties are revealing
  • occupational segregation
  • less favourable treatment: marginalised or overlooked?

Conscious of unconscious biases?

  • conscious intent v unconscious
  • stereotypes and assumptions: where the mistakes are made
  • first impressions: instant mental shortcuts
  • intuition, professional experience and habits
  • ‘unlearning’ biased behaviour patterns

Developing your inclusive work culture

  • leadership: which named person is responsible and what qualifications do they have?
  • better recruitment, promotion, work allocation and appraisal
  • flexible-working practices and reasonable adjustments: proactively offered?
  • suppliers, recruitment partners and supply chain
  • influence of line-managers: expectations and support
  • role models and mentors: ‘people like me’

Positive actions and targeted recruitment

  • encouraging unrepresented groups
  • positive discrimination or action?
  • genuine occupational requirements
  • equality data: collection, use and updating
  • intersectionality: a different approach?

13.00 close, followed by lunch

Download the full Stereotypes, bias and assumptions training course programme

Employees and mental health training

Speakers

Ama Afrifa-Tchie FRSA
Diversity and Inclusion Specialist
Ama has worked for American banks, professional services and in hi-tech start ups. She has led the design, analysis, and implementation of CSR, diversity and wellbeing programmes.

Dr Geoff Bird
Associate Professor of Cognitive Neuroscience
Geoff is a psychologist and neuroscientist. His focus is the neuroscience of social interaction. He is often named in HR Magazine’s most influential HR thinkers list.

Naeema Choudry
Partner, Employment Law
Naeema is our lead partner for discrimination work and sits as a part time Employment Tribunal Judge in the Midlands (West) regions.

Tamanda Walker
Consultant, facilitator and HR practitioner
Tamanda grew up as a mixed race, faith, class and culture woman in apartheid Southern Africa and Northern Ireland during ‘the Troubles’. She works with a wide range of organisations.

Cost: £275

All prices are exclusive of VAT

Group discount:

10% discount for delegate 2 and subsequent delegates.

Online payment discount: 5%

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