Implicit bias trainings are used at companies like Google, Starbucks, and more in the hopes of increasing diversity and inclusion. But do they work? The answer is complicated. Lack of standardization means that these trainings are often not only significantly flawed themselves, but based on somewhat flawed concepts, including the Implicit Association Test. A more comprehensive approach that deals with systemic issues as well as individual behaviors could be a better way to improve diversity and inclusion at a company.
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