These templates for bias sensitivity training to help your organization identify, address, and mitigate bias in the workplace. These templates cover training agendas, activities, scenarios, feedback mechanisms, and follow-ups for a well-rounded training session.
Purpose: Structure the training session with clear objectives and activities.
| Time | Topic | Activity/Details | Facilitator |
|-----------------|----------------------------------------------|------------------------------------------------|-----------------------|
| 9:00 AM | Welcome and Overview | Introduce goals, agenda, and trainers. | Trainer/HR Lead |
| 9:15 AM | Understanding Bias | Presentation: Types of bias (conscious vs. unconscious). | DEI Specialist |
| 9:45 AM | Identifying Bias in the Workplace | Activity: Examples and group discussion. | Trainer |
| 10:15 AM | Break | Light refreshments. | — |
| 10:30 AM | Role-Playing Scenarios | Practice addressing biased behavior. | Facilitator |
| 11:15 AM | Strategies to Mitigate Bias | Small group brainstorming and solutions. | Trainer |
| 11:45 AM | Action Planning | Employees write one commitment to reducing bias. | Trainer |
| 12:00 PM | Wrap-Up and Feedback | Closing remarks and survey distribution. | Trainer |
Purpose: Assess participants’ awareness and understanding of bias before training.
| Question | Response Options |
|------------------------------------------------------------|----------------------------------------------|
| How familiar are you with the concept of unconscious bias? | [Very Familiar / Somewhat Familiar / Not Familiar] |
| Have you ever experienced or witnessed bias in the workplace? | [Yes / No / Unsure] |
| How confident do you feel in addressing biased behavior? | [Very Confident / Somewhat Confident / Not Confident] |
| What do you hope to gain from this training? | [Open-ended response] |
Purpose: Practice real-world scenarios where bias might occur and explore ways to address it.
| Scenario | Discussion Questions |
|---------------------------------------------|-----------------------------------------------------------------------------|
| Scenario 1: During a team meeting, a male employee interrupts a female colleague repeatedly. | - What should the manager or team do in this situation?
- How can the interrupter be addressed constructively? |
| Scenario 2: A hiring manager prefers candidates from certain universities, overlooking equally qualified candidates. | - How does this bias impact diversity?
- What steps can be taken to ensure fair hiring practices? |
| Scenario 3: A coworker makes a joke about someone’s accent, and others laugh uncomfortably. | - What’s the best way to intervene in this moment?
- How can such behavior be prevented in the future? |
| Scenario 4: A new mother is excluded from a high-stakes project because the manager assumes she’s too busy with family obligations. | - How can assumptions like this be avoided?
- What can the employee or HR do to address this? |
Purpose: Help participants reflect on and identify biases in everyday situations.
| Category | Example of Bias | Reflection Question |
|-------------------------|----------------------------------------------------------|------------------------------------------------|
| Affinity Bias | Preferring to work with someone who shares your interests. | How might this affect team dynamics or project outcomes? |
| Gender Bias | Assuming men are better suited for leadership roles. | How can gender-neutral evaluations be used? |
| Confirmation Bias | Seeking evidence to support your assumptions about someone. | What steps can you take to challenge assumptions? |
| Halo/Horns Effect | Letting one positive or negative trait affect your entire judgment of someone. | How can you evaluate people based on facts rather than impressions? |
Purpose: Start the session with an engaging activity that encourages participants to reflect on their own biases.
| Activity Name: “Bias in Everyday Decisions” |
|-------------------------------------------------------------------------------------------------------------|
| Instructions: |
| 1. Provide participants with a list of everyday decisions (e.g., “Choosing a restaurant,” “Hiring a new employee”). |
| 2. Ask them to reflect silently: “What factors might influence your decision unconsciously?” |
| 3. Facilitate a group discussion about how biases can shape even small decisions. |
| Materials Needed: Printable handouts or slides listing scenarios. |
Purpose: Provide a quick-reference guide to help participants use inclusive and bias-free language.
| Category | Examples of Inclusive Language | Avoid |
|-----------------------------|---------------------------------------------------------------------------|-------------------------------------|
| Gender | Use “they/them” if unsure of pronouns. | Avoid assuming “he” or “she.” |
| Cultural References | Ask individuals how to pronounce their names and use them correctly. | Mispronouncing names repeatedly. |
| Disability | Say “person with a disability” instead of “disabled person.” | Avoid outdated terms like “handicapped.” |
| LGBTQ+ | Use “partner” instead of “husband/wife” unless specified. | Avoid assumptions about relationships. |
Purpose: Summarize actionable strategies for reducing bias in the workplace.
| Strategy | Details |
|-----------------------------|-----------------------------------------------------------------------------|
| Pause and Reflect: | Before making decisions, ask yourself: “Am I being objective?” |
| Use Structured Processes: | Standardize hiring, promotions, and performance reviews to reduce subjectivity. |
| Seek Diverse Perspectives: | Involve a diverse group when brainstorming or decision-making. |
| Challenge Assumptions: | Ask: “What evidence supports this assumption?” |
| Speak Up: | Address biased behavior or comments when they occur. |
Purpose: Present bias sensitivity training content in a visually engaging and organized way.
Subtitle: “Identifying and Addressing Bias in the Workplace”
Slide 1: Objectives
Goals:
Slide 2: Types of Bias
List:
Slide 3: How Bias Manifests
Examples:
Slide 4: Real-Life Scenarios
Use role-play examples to spark discussion.
Slide 5: Strategies to Reduce Bias
Include visuals like checklists or flowcharts.
Closing Slide:
Purpose: Gather insights to improve the training program and measure its impact.
| Question | Response Options |
|------------------------------------------------------------|----------------------------------------------|
| How effective was the training in increasing your awareness of bias? | [Very Effective / Somewhat Effective / Not Effective] |
| Did the training provide actionable strategies to reduce bias? | [Yes / No] |
| What part of the training did you find most valuable? | [Open-ended response] |
| What could be improved for future sessions? | [Open-ended response] |
| Would you recommend this training to others? | [Yes / No] |
Purpose: Help participants create a personalized plan to address bias.
| Bias Identified | Impact on Workplace | Action Steps to Address It | Timeline |
|---------------------------|----------------------------------------|-------------------------------------|--------------|
| Gender Bias | Women excluded from leadership roles. | Advocate for mentorship programs. | 3 months |
| Affinity Bias | Team lacks diversity in promotions. | Use objective criteria for reviews. | 6 months |
| Confirmation Bias | Candidates from certain schools favored. | Blind resume screening. | 1 month |