Unintentional Still Hurts, Manager Version

Proven Results | 3x Increase in Bias Acceptance | Measure Your Organization’s Positive Change

Through powerful examples of common “microaggressions,” this course reminds managers that until they and their team members do the work of identifying and challenging biases, efforts to create a culture of equity, inclusion and respect are likely to fall short.  

Unintentional Still Hurts: Overcoming Unconscious Bias can help your organization:

• Measure change in employees' acceptance of bias while also providing a way to compare your organization's bias acceptance level with others nationally.
• Overcome resistance and misconceptions by giving the science behind bias and portraying how bias and microaggressions hurt people—even when unintentional.
• Immediately minimize the impact of implicit bias through activities that encourage personal reflection and enable learners to recognize and challenge their biases.
• Inspire positive change (not fear and avoidance) by reminding learners that while biases may lead us to say or do the wrong thing, these mistakes (when handled correctly) can generate meaningful dialogue and increased understanding.
• Encourage people to be allies with instruction on how to speak up on behalf of another person when you witness explicit or implicit bias or microaggression.
• Educate managers on their role in creating a culture of respect and give them a practical way to handle employee concerns regarding microaggressions and disrespectful conduct

▶ Learning Points

Unintentional Still Hurts: Overcoming Unconscious Bias, Manager Version enables managers to:

• Recognize that they have biases.
• Implement strategies to overcome unconscious bias.
• Stop and consider potential biases when making assumptions about co-workers' abilities.
• Identify microaggressions.
• Respectfully handle situations where an offense has occurred (whether they’re the target, the perpetrator or a witness).
• Understand their role in creating a culture of respect from the standpoint of their personal conduct, their responsibilty to encourage peer-to-peer Upstander behavior, and their responsibility as a leader.
• Be more confident when handling employee concerns and complaints regarding microaggressions and disrespectful conduct.

▶ Top Design Features

• Focuses on behavior change. Educates and prepares managers to use the target workplace behaviors.
• Builds self-awareness. Helps managers recognize bias and how it can influence interactions with others.
• Overcomes learner resistance. Presents bias as part of being human and uses real-world, relatable examples.
• Enables you to measure success. Pre-measurement and follow-up information let you see the impact of the training.
• Is backed by research. Course design aligns with proven behavioral theory and the impact is scientifically validated.

▶ eLearning Details

The Manager eLearning course is comprised of three 15-18 minute eLearning modules, so managers are only away from their job for short periods. 

Module 1: Understanding Bias

Module 2: Recognizing Microaggressions

Module 3: Proactive Leadership

Pre-Measurement Module - Establishes baseline for measuring change in bias perception

• Each module builds on and reinforces the learning from the previous one.
• eLearning content is interactive and engaging.
• Knowledge checks reinforce the learning.
• Self-reflection questions prepare learners to apply the desired workplace behaviors.

Employee Version also available.

▶ Delivery and Facilitation Options

• Self-paced, interactive eLearning (can be customized with organizational policy and messaging)
• Facilitated Workshops (in-person or virtual) can be added to support the eLearning, using our facilitators or yours.   Please contact us for more information.

Through powerful examples of common “microaggressions,” this course reminds managers that until they and their team members do the work of identifying and challenging biases, efforts to create a culture of equity, inclusion and respect are likely to fall short.  

Unintentional Still Hurts: Overcoming Unconscious Bias helps organizations:

• Overcome resistance and misconceptions by giving the science behind bias and portraying how bias and microaggressions hurt people—even when unintentional.
• Immediately minimize the impact of implicit bias through activities that encourage personal reflection and enable learners to recognize and challenge their biases.
• Inspire positive change (not fear and avoidance) by reminding learners that while biases may lead us to say or do the wrong thing, these mistakes (when handled correctly) can generate meaningful dialogue and increased understanding.
• Encourage people to be allies with instruction on how to speak up on behalf of another person when you witness explicit or implicit bias or microaggression.
• Educate managers on their role in creating a culture of respect and give them a practical way to handle employee concerns regarding microaggressions and disrespectful conduct
• Tap into the knowledge of subject matter experts. The course has been reviewed and approved by specialists in DEIB and LGBTQ+ inclusion; experienced DEIB facilitators can be provided upon request

▶ Learning Points

Unintentional Still Hurts: Overcoming Unconscious Bias, Manager Version addresses:

• Implicit versus explicit bias as well as the most common forms of workplace bias
• How to manage microaggressions if you’re the target or if you’re called out as the perpetrator
• How to be an upstander if you witness disrespectful or demeaning conduct, or microaggressions in the workplace. 
• The STEP model to frame and challenge implicit bias.
• The manager's role in creating a culture of respect from the standpoint of their personal conduct, their responsibilty to encourage peer-to-peer Upstander behavior, and their responsibility as a leader.
• How to handle employee concerns and complaints regarding microaggressions and disrespectful conduct.

▶ Top Design Features

• Focuses on behavior change. Practical strategies help learners do their part to recognize and overcome bias.
• Inspires learners to be their best selves at work and home by helping them acknowledge their own potential biases.
• Is relatable. The tone is conversational, and the vignettes are based on true stories.
• Is memorable and engaging. The sensitive and thought-provoking approach encourages reflection long after the training.
• Is modular so training sessions can be easily adapted to busy schedules.

▶ eLearning Details

The Manager eLearning course is comprised of three 18-20 minute eLearning modules, so managers are only away from their job for short periods. 

Module 1: Understanding Bias

Module 2: Recognizing Microaggressions

Module 3: What You Can Do to STEP Up

• Each module builds on and reinforces the learning from the previous one.
• eLearning content is interactive and engaging.
• Knowledge checks reinforce the learning.
• Post-test validates the learning.

Employee Version also available.

▶ Delivery and Facilitation Options

• Self-paced, interactive eLearning (can be customized with organizational policy and messaging)
• Instructor-Led Training (virtual or in person delivery using our trainers)
• Train the Trainer (use our content and co-brand with your trainers delivering in-house)
• Blended Learning (combine our eLearning with instructor led training using our trainers or yours)

Read more about Media Partners' Facilitation Services here.

* 2022 Media Partners Bias Training Research