Innovation comes with an opinion - but does your culture welcome that, or stifle it?

A lot of people don’t want to be ‘that person’, the one who is always bragging on about how great they are, how good their work is and the ‘proven track record’ they have. However, in our wish to avoid being seen as arrogant or stepping on peoples’ toes, we can get left behind - along with the profile our great work could have given us.

As organisations return to work and take stock of the past few weeks, the conversation is shifting from ‘how to work at home during lockdown’ to ‘what remote working will mean to the future remote based organisation’. It’s a far reaching strategic issue.

Is it really possible to solve unconscious bias in organisations? We are often asked this question. We commonly team up with specialists in diversity, equity and inclusion to assist in cultural change programmes designed to do just this. So yes, we believe there are ways to address and manage unconscious bias - both in ourselves and in others.

Many people who have an ‘-ism’ are not being deliberately offensive or rude, their problem is in their unconscious bias. This is hard to shake because it is, by its very nature, unconscious. The person is not aware they even have a bias ‘it’s just how I am’ they might say.