About to interview candidates for a role and seeking to provide equal opportunities for diverse and underrepresented talent? Gain valuable insights on identifying and addressing unconscious bias during the interview and decision-making process.
This course is designed for hiring managers to use as they prepare for and conduct interviews, in order to help mitigate the effect their unconscious biases have on their decision-making process.
The interview process is susceptible to unconscious bias, with biases and prejudices potentially arising from aspects of a candidate’s identity such as accents, age, disabilities, race and gender. Awareness alone is not enough to mitigate the effect these biases have on the evaluation process. Debiasing must be built into how we structure and record our interviews, as well as the evaluation process we use.
In this course, we focus ONLY on the interview and not the full recruitment process. We cover:
CEO
Helen is an international expert in Diversity, Equity and Inclusion and a seasoned speaker and panellist on gender diversity in the workplace. She has designed and led a wide range of diversity and inclusion solutions for multinational organisations across Asia, Europe and North America.
In addition to her role at INCLUDE Consulting, she is the founder of Lean in Network, Singapore, and the Executive Consultant to INSEAD’s Gender Initiative.
Helen has a background in strategy, marketing and sustainable business. She started her career with Unilever, where she spent 12 years, before co-founding and running a successful global marketing consultancy that was sold to WPP in 2014. She founded INCLUDE Consulting in 2019.
We assume your full hiring process is already designed to mitigate unconscious bias, and that you are thus able to attract a diverse group of candidates onto your final slate of interviewees. If this is not the case, please review our e-module on inclusive recruitment.
