IMPLICIT BIAS AND DIVERSITY TRAINING 3 IMPLICIT BIAS AND DIVERSITY TRAINING 1

IMPLICIT BIAS AND DIVERSITY TRAINING 3
IMPLICIT BIAS AND DIVERSITY TRAINING 1
Implicit Bias and Diversity Training
Ashlee Cheatham
Touro University Worldwide
Implicit Bias and Diversity Training
Description of the Program
           Implicit bias and diversity training program is a program that is tailored to educate employees on implicit biases, negative preconceptions, and discrimination in the current and modern workplace environments. Neuroscience and social psychology studies such as “The Neural Basis of Implicit Attitudes” and Research on implicit social cognition in Companies, large corporations, and other mainstream organizations have offered insights on how implicit biases, negative preconceptions in the workplace have a significant impact on the performance, productivity and wellbeing of its employees. It’s therefore essential to address these issues in the workplace to promote suitable workplace environments and relationships that have a positive impact on all. This paper addresses this issue by proposing an implicit bias and diversity program from an already developed needs assessment, with clear training objectives through a SMART approach and a plan for different learning styles, training methods, and a rationale for using those methods. 
Learning Objectives
The Learning objectives for Implicit Bias and Diversity Training are:
Engage individuals consciously to recognize and acknowledge stereotypes, predisposed patterns of thinking, and feelings that promote implicit biases, negative preconceptions, and discrimination. 
Be able to identify implicit biases, negative preconceptions, discrimination, and how they affect them individually and in their workplace and relations. 
Have the ability to comprehend, discourage and reduce the role of implicit biases in their organizations.
Teach and expose them to resources and tools necessary to adjust predisposed patterns of thinking linked to their implicit biases.
Expose them to diversity, cause, effects, and prevention strategies for implicit biases, negative preconceptions, and discrimination and adjusting perspectives
Be able to effectively intimate and implement goals and strategies to eliminate implicit biases, negative preconceptions, and discrimination in their organizations.
Be able to perform effective continuous self-evaluation to detect early, disarm, resist and eliminate implicit biases, negative preconceptions, and discrimination continuously in their organization. 
Be able to set diversity and inclusion goals.
Learning Styles
There exist different learning styles suitable for every training program. Concurrent research and studies on learning styles have shown that the most appropriate learning styles focus on the learning objectives (Gomez-Mejia et al., 2017). Thus, we will use the kinesthetic learning style combined with visual and auditory learning techniques in our Implicit Bias and Diversity training program. This training program seeks to acknowledge and connect the learners with their emotions, predisposed thinking patterns, and feelings towards their own and other people’s experiences on implicit biases, negative preconceptions, and discrimination in their organization. Most of the resources, tools and kinesthetic learning techniques employed will touch, reflect, affect and recreate experiences that affect the mental awareness and behavior of the participants. The study strategies will involve writing, visual constructions, creating scenarios and events replicating their organization environment, and memory techniques such as index cards that will engage the participant’s concentration and attention. 
Delivery Mode
This training program will utilize a combination of Web-based and brown bag lunch training delivery modes. The training program will use individual’s gadgets, such as smartphones and personal computers, to provide the resources and tools necessary for both synchronous and asynchronous learning techniques for the Web-based training delivery modes (Kashif et al., 2020). Implicit Bias and Diversity training program will focus on technical, safety, quality, soft skills, skills, professional, team, and managerial training methods through the Sun Microsystems’ Social Learning eXchange (SLX) training system and Digital Chalk Platform that provides both synchronous and asynchronous learning and track the progress of each participant. Consequently, the Brown Bag lunch training delivery method will provide a relaxed environment suitable for team training presenting and evaluating the knowledge and skills available through the Web-based delivery method. The trainers in this delivery method will engage the participants in recreating experiences and active participation that would otherwise lack the Web-based delivery method. The Brown Bag Lunch delivery method will incorporate soft skills, quality, safety, and professional training methods. 
The rationale for using the Web-Based and Brown Bag Lunch Delivery Methods
The Web-Based delivery method is essential to reach geographically dispersed participants who can be connected through technological means. This delivery method has increasingly been used in providing self-directed learning, which is vital in achieving this training program’s learning objectives. It is also available on-demand, thus not time restrictive, allowing participants to create their schedules to engage in the training program (Michael, 2019). The Brown Bag Lunch delivery method is essential for delivering team, soft skills, managerial, and job skills training that is otherwise challenging to deliver in the Web-based delivery method. The Digital Chalk and Sun Microsystems’ Social Learning eXchange (SLX) training system are easily accessible and easy to navigate cloud-based learning platforms, have the necessary tools and resources for virtual learning, and are available on-demand different gadgets that are available to customers through the internet. These factors will contribute to achieving the learning objectives of this training program and allow for continuous evaluation and learning that is responsive and addresses implicit biases, negative preconceptions, and discrimination in the participant’s organizations. 
References
Gomez-Mejia, L. R., Balkin, D. B., Cardy, R. L., & Carson, K. P. (2017). Managing human resources. Upper Saddle River, NJ: Pearson/Prentice Hall.
Michael, A. (2019). A handbook of human resource management practice.
Kashif, A. R., Shafiq, M., Tahir, A. H., Wahid, S., & Ahmed, S. (2020). Impact of On Job Training, Training Design and Training Delivery Style on Organizations Performance. Foundation University Journal of Business & Economics, 5(2), 31-41.