#Human Behaviours are a sum of #experiences and man is a creature of #habits. The experiences create an #unconscious #mind patterns that leads to #bias creation. At our workplace we have minimised it by doing simple things. 1. Masking - gender , names, age, qualifications. 2. Discussions- when there is a debatable scenario, discussions in a group helps 3. Guidance - seeking guidance with a more knowledgeable resources sets the path clear. 4. Voluntary Withdrawal - when a team member feels that they may have polarised thoughts, they withdraw and delegate the task to someone else. 5. Gamification - team games leading to an answer is a way that helps release tension and gets us answers where wins are collective 🥰

Promova sessões de treinamento sobre viés inconsciente para que a equipe reconheça seus próprios preconceitos e entenda como eles podem impactar decisões. A conscientização é o primeiro passo para a mudança de comportamento. Criação de um Código de Conduta e Valores: Estabeleça e comunique claramente os valores da empresa e o compromisso com a diversidade e a equidade. Um código de conduta ajuda a alinhar as expectativas e a moldar a cultura organizacional. Mediar Conversas com Neutralidade: Ao lidar com conflitos, adote uma postura neutra e facilite o diálogo aberto entre as partes envolvidas. Incentive a escuta ativa, permitindo que todos expressem seus pontos de vista e preocupações.

1. Acknowledge Bias: Promote awareness and open discussions about biases. 2. Provide Training: Conduct regular unconscious bias training. 3. Standardize Processes: Use clear, objective criteria for decisions. 4. Diversify Input: Involve diverse team members in decision-making. 5. Leverage Data: Base decisions on metrics and data, not personal opinions. 6. Ensure Accountability: Implement peer reviews and oversight mechanisms. 7. Promote Fairness: Foster a culture of transparency and equity.

Navigating conflicts due to personal biases in HR requires a structured approach. First, promote awareness by providing training on unconscious bias to the HR team. Encourage open dialogue to discuss biases openly and establish a safe space for feedback. Implement standardized decision-making processes to minimize subjectivity. Regularly review hiring and performance metrics to identify patterns influenced by bias. Lastly, foster a culture of inclusivity where diverse perspectives are valued, leading to more balanced decision-making.

Los sesgos personales pueden introducir distorsiones significativas en el proceso de toma de decisiones de un equipo de RRHH. Para manejar estos conflictos de manera efectiva, es crucial fomentar una cultura de transparencia y objetividad. Esto implica implementar herramientas de evaluación estructuradas, promover la diversidad en los equipos de selección y fomentar la discusión abierta y respetuosa de diferentes perspectivas. Además, es fundamental capacitar a los miembros del equipo en técnicas de reconocimiento de sesgos y en la toma de decisiones basadas en datos y evidencia. Al abordar estos aspectos, se puede minimizar el impacto de los sesgos personales y garantizar una toma de decisiones más justa y equitativa.