Trouble seeing this email? View online. Pour la version française, {cliquez ici.}
Interrupting bias takes more than awareness:
it is an intentional process.
In order to maintain the momentum to address systemic racism, an organization must have a “leader-led" (see Blog #47) inclusion initiative. This means that the leadership team, including managers, makes inclusion a personal priority.

According to research (see Blog #48), because of unconscious or unintentional bias, leaders and managers can behave in ways that limit the potential of talented individuals. Because of their ability to influence the performance and success of those subordinate to them, leaders and managers can have an impact on the ability of an organization to be inclusive of Black, Indigenous, and People of Colour.

However, leaders and managers can take steps to interrupt their bias through conscious management. Awareness is only the first step. The next step is to alter their pre-formed expectations and assumptions through an intentional process.  

Here are five tangible ways that leaders and managers can interrupt their bias:
1. Accept the fact that everyone has biases.

Even when we intend to be inclusive, often our unconscious bias can influence our behaviour, both at the interpersonal level in our interactions and the systems level in the processes that we develop. The only way to separate bias from behaviour is to make unconscious bias, conscious.

Does your organization have a leadership team that makes inclusion a personal priority? 
The BuildForce Respectful Workplace Online Toolkit provides three tools based on the proven practices of respectful and inclusive organizations to help address systemic racism: the Online Self-Assessment Tool, a Policy Framework and Implementation Guide, and the online course, "Working in a Respectful and Inclusive Workplace." 

The management Self-Assessment Tool provides a blueprint to identify and re-work systems affected by unconscious bias.

Also look for the new BuildForce online course, to be released in early 2021, to help leaders and managers understand systemic racism. BuildForce is also developing a new module for the “Working in a Respectful and Inclusive Workplace” course to help workers develop awareness about systemic racism, also to be released in early 2021.
The discussion above is based on the research and best practice foundations of the BuildForce Respectful and Inclusive Workplace Toolkit. Research and best practices shows that a respectful and inclusive workplace has a positive impact on organization performance. It creates a respectful, safe, and welcoming environment that attracts and retains adaptable and resilient workers who are better able to create competitive advantage and innovation for their organizations.