How can you effectively mentor individuals experiencing bias in the workplace?
Bias in the workplace can negatively affect the performance, well-being, and career advancement of individuals who experience it. As a mentor, you can play a vital role in supporting and empowering your mentees to overcome the challenges and barriers they face due to bias. In this article, you will learn how to effectively mentor individuals experiencing bias in the workplace by following these six steps.
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Houda MarkizAccredited Master Mentor (AMM) I Leadership & Soft Skills Trainer | HR Consultant | Career Coach
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Ines CozzoPalestrante | Consultora | Escritora internacional | Especialista em Brain-based solutions para os desafios atuais.
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Deborah Crockett, BS, SHRM-CPHuman Resources Manager at PowerRail Inc.
The first step to effectively mentor individuals experiencing bias in the workplace is to identify and acknowledge the types and sources of bias they encounter. Bias can be explicit or implicit, conscious or unconscious, individual or systemic, and based on various aspects of identity, such as gender, race, ethnicity, age, disability, sexual orientation, religion, or education. You can use tools such as the Harvard Implicit Association Test (IAT) to assess your own implicit biases and help your mentees do the same. You can also listen actively and empathetically to your mentees' stories and experiences of bias and validate their feelings and perspectives.
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A principal maneira de começar é entender que, do ponto de vista neurológico, fazemos pré-juízos em menos de 50 milissegundos (3 vezes mais rápido que um piscar de olhos!) e que, portanto, é normal e inevitável fazê-lo; não conseguimos nos impedir. Mas conseguimos sim não expressar esse pré-conceito. Isso é voluntário. Sentir não é, expressar é.
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1. Build trust and listen. 2. Acknowledge their experiences. 3. Educate on workplace bias. 4. Encourage self-reflection. 5. Guide in navigating bias. 6. Advocate for inclusion. 7. Promote skill development. 8. Connect to resources. 9. Support career goals. 10. Foster a growth mindset. 11. Model inclusive behavior. 12. Stay informed and engaged.
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It's important to keep in mind that everyone's experience with bias is unique, so it's important to tailor your support and guidance to the bias the individual is going through in the workplace. Bias can have a huge impact on individuals' experiences in the workplace. To effectively mentor someone experiencing bias, it's important to: - Validate their experiences and let them know that their feelings are valid. - Encourage them to speak up about their experiences and offer support. - Help them identify and address any negative effects on their work or well-being. - Provide resources and strategies for dealing with bias so it doesn't keep reoccurring with other staff members.
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Workplace bias is really dangerous. Mangers should be vigilant to sense and notice it if it is there. Multiple approaches will be needed. First, keep a regular communication identifying the parameters to keep the workplace happy, healthy and equitable. Propagate diversity, equity and inclusion. DEI should be highlighted in staff communications, meetings. Speak to the individuals who try to trigger bias and advise them to avoid it. Those who are facing bias will need an increased communication to keep them positive. Guide and advise them so that they are productive. This approach will produce results. Consistency is the key.
The second step to effectively mentor individuals experiencing bias in the workplace is to provide feedback and guidance on how they can cope with and respond to bias. You can help your mentees develop strategies to address bias, such as documenting and reporting incidents, seeking allies and support networks, speaking up and challenging stereotypes, and negotiating for fair treatment and opportunities. You can also help your mentees enhance their skills and competencies, such as communication, leadership, problem-solving, and resilience, to boost their confidence and performance.
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O segundo passo para orientar eficazmente os indivíduos que enfrentam preconceito no ambiente de trabalho é oferecer feedback e direcionamento sobre como lidar e responder ao viés. Orientar seus mentorados no desenvolvimento de estratégias para enfrentar o preconceito, como documentar e relatar incidentes, buscar aliados e redes de apoio, desafiar estereótipos e negociar por tratamento e oportunidades justas, é fundamental. Além disso, ajudar seus mentorados a aprimorar habilidades e competências, como comunicação, liderança, resolução de problemas e resiliência, contribuirá para o fortalecimento da confiança e do desempenho deles diante desses desafios.
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También es posible redactar un manual de convivencia donde se recojan prejuicios pasados y actuales para orientar a los futuros miembros del equipo. Este manual puede ser explicado en el proceso del Onboarding, por ejemplo, para que puedan entender nada más entrar en la empresa la cultura de la misma. De esta manera se puede crear un entorno seguro psicológicamente hablando..
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Coping with and effectively responding to bias you perceive is mission career. This is an under-imagined area of professional development as I’ve seen too many times the misinterpretation and overreaction/under-reaction to high value workplace interactions. Usually, a professional is not fully developed to appropriately and effectively respond to negative workplace encounters. These professionals will enact a fight or flight response at there first perceived encounter of a career setback. I feel companies and associations are responsible to provide the needed professional and leadership development to role play and prepare for expected setbacks and challenges in the workplace.
The third step to effectively mentor individuals experiencing bias in the workplace is to advocate and sponsor for their career development and advancement. You can use your influence and network to promote your mentees' achievements and potential, recommend them for projects and roles, introduce them to key decision-makers and stakeholders, and protect them from unfair criticism or evaluation. You can also help your mentees expand their network and access to resources and opportunities by connecting them with other mentors, peers, and organizations that support diversity and inclusion.
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Crear un grupo de expertos/influencer/embajadores internos que propaguen las buenas prácticas mediante contenido interno. Este contenido puede ser propio o trabajado en común para garantizar la armonía de la empresa. También realizar actividades en común como team buildings con formación en seguridad psicológica es una buena opción para concienciar al equipo al completo.
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O terceiro passo para orientar eficazmente indivíduos que enfrentam preconceito no ambiente de trabalho é advogar e patrocinar ativamente seu desenvolvimento e progresso na carreira. Utilizar sua influência e rede para destacar as conquistas e o potencial de seus mentorados, recomendá-los para projetos e funções, introduzi-los aos principais decisores e partes interessadas, e protegê-los de críticas ou avaliações injustas é crucial. Além disso, auxiliar seus mentorados a ampliar sua rede e acesso a recursos e oportunidades, conectando-os a outros mentores, colegas e organizações que apoiam a diversidade e inclusão, contribuirá significativamente para seu avanço profissional.
The fourth step to effectively mentor individuals experiencing bias in the workplace is to model and inspire positive behaviors and attitudes that foster a culture of respect and inclusion. You can demonstrate your commitment to diversity and inclusion by educating yourself and others on bias and its impacts, challenging your own assumptions and biases, respecting and celebrating differences, and creating a safe and supportive space for your mentees to express themselves. You can also inspire your mentees to pursue their goals and aspirations, despite the obstacles they face, by sharing your own stories and successes, as well as those of other role models who have overcome bias.
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La gestión emocional es un tema pendiente para todo el mundo puesto que nadie te enseña a trabajarlo. Por ello, es importante que cada miembro del equipo trabaje en su gestión y desarrollo emocional. Actualmente existen distintas técnicas para mejorar personalmente. Empezando por técnicas de autoconocimiento, por ejemplo.
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O quarto passo para orientar efetivamente indivíduos que enfrentam preconceito no ambiente de trabalho é modelar e inspirar comportamentos e atitudes positivas, promovendo uma cultura de respeito e inclusão. Demonstrar comprometimento com a diversidade e inclusão, educando a si mesmo e aos outros sobre o preconceito e seus impactos, desafiando suas próprias suposições, respeitando e celebrando as diferenças, cria um ambiente seguro e de apoio para seus mentorados se expressarem. Além disso, inspirar seus mentorados a perseguirem seus objetivos, compartilhando histórias de sucesso, incluindo as suas e as de outros modelos que superaram preconceitos, contribuirá para um ambiente mais inclusivo e positivo.
The fifth step to effectively mentor individuals experiencing bias in the workplace is to monitor and evaluate the progress and outcomes of your mentoring relationship. You can use tools such as surveys, feedback forms, goal-setting worksheets, and action plans to track and measure the impact of your mentoring on your mentees' performance, well-being, satisfaction, and career growth. You can also solicit and provide constructive feedback on your mentoring skills and style, and adjust them as needed to meet your mentees' needs and expectations.
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• Realizar Focus group para evaluar las medidas implantadas. • Realiza sesiones de open space sobre temáticas concretas de bienestar y satisfacción laboral. • Implanta un buzón de sugerencias enfocado al bienestar laboral. • Realiza distintas entrevistas individuales para conocer el estado del equipo. • Realiza encuestas diarias o sistemas de reconocimientos para conocer si el equipo está orgulloso de pertenecer al mismo.
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O quinto passo para orientar efetivamente indivíduos que enfrentam preconceito no ambiente de trabalho é monitorar e avaliar o progresso e os resultados de seu relacionamento de mentoria. Utilize ferramentas como pesquisas, formulários de feedback, planilhas de definição de metas e planos de ação para acompanhar e medir o impacto de sua mentoria no desempenho, bem-estar, satisfação e crescimento de carreira de seus mentorados. Solicitar e fornecer feedback construtivo sobre suas habilidades e estilo de mentoria, ajustando-os conforme necessário para atender às necessidades e expectativas de seus mentorados, contribuirá para uma mentoria mais eficaz e significativa.
The sixth and final step to effectively mentor individuals experiencing bias in the workplace is to celebrate and appreciate the achievements and contributions of your mentees, as well as your own. You can recognize and reward your mentees' efforts and accomplishments, such as completing a project, acquiring a new skill, receiving a recognition, or advancing to a new position. You can also express your gratitude and appreciation for your mentees' trust, commitment, and feedback, and acknowledge the mutual benefits and learning that you have gained from your mentoring relationship.
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An example I've seen is when a mentor organized a small celebration for their mentee who successfully completed a challenging project. They acknowledged their mentee's hard work and dedication in front of their team, showing appreciation for their accomplishments. It was a great way to boost morale and motivate others. Celebrating achievements can really make a positive impact! 🎉
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Celebrating and appreciating the achievements and contributions of both mentees and mentors fosters a positive mentoring environment. Recognizing efforts, skills acquisition, and career advancements, while expressing gratitude for trust and feedback, reinforces a supportive relationship and emphasizes mutual growth and learning.
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Effectively mentoring individuals experiencing bias involves fostering a supportive environment, actively listening to their concerns, and providing guidance on navigating workplace challenges. I aim to empower mentees by helping them develop resilience, offering insights into potential strategies for addressing bias, and advocating for a more inclusive workplace culture. The goal is to equip individuals with the skills and confidence to navigate bias and achieve professional success.
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