Buki Mosaku, a diversity and inclusion consultant based in London, UK, has launched a new book to address unconscious bias in the workplace and help corporate leaders handle negative attitudes and behavior towards all minorities.
More information is available at https://navigatingbias.com
With his newly released book, Buki aims to give company managers the knowledge to identify instances of unconscious bias among staff by turning their attention to the victim rather than the perpetrator.
The book, titled “I don’t understand? A Practical Guide To Navigating Bias in the Workplace,” encourages both employees and managers to create awareness and deal with unconscious bias in all its forms, including race, gender, ableism, and age.
Buki’s goal is to disrupt the “guilty perpetrator versus hapless victim” model adopted by most organizations and teach them how to navigate bias in the moment of happening by using his IDU? methodology. This mechanism gives adopters the skills to address intolerance to African Americans, women, people with health disparities, and the elderly, by identifying and averting discriminatory behaviors right away.
A recent example of an organization failing to address diversity adequately is a major soft drink company which has been widely criticized for encouraging employees to “try to be less white” through a video training uploaded on their LinkedIn learning platform. Some of the slides included in the video have been shared online by a company employee, prompting many to accuse the beverage maker of “reverse racism” and “anti-white” attitudes and forcing LinkedIn to remove the training.
The case comes to show the importance of adequately handling bias, in particular bias against races, by rejecting this ‘’guilt’’-driven strategy that is counterproductive and divisive. “It hurts the people it purports to help by disempowering and patronizing them. It also creates guilt in the majority which eventually turns into resentment,” says Buki.
Buki, who is the founder of diversity and inclusion consultancy DiverseCity Think Tank and has had his own unconscious bias challenges in his employed career, believes that utilizing a non-confrontational, yet powerful way to coping with prejudices in the workplace is the key to success. By using his model, managers also acquire the skills and knowledge to create a more harmonious, socially-sensitive atmosphere for their staff.
Release ID: 89001970