"This is not about guilt or innocence. The point is, it's time to turn a page" Charlie LukenIn my experience, when it comes to the touchy subject...
Diversity & Inclusion
I don’t understand
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 trainings 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.
Leading global diversity and inclusion consultants, DiverseCity Think Tank (DCTT), redefine traditional models of unconscious bias training with...
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