The UNtold Story™ Bias in Action
Are your assumptions holding your team back?
We often believe our actions are free from bias, yet the subtle influence of unconscious judgments can shape our interactions in ways we don’t always recognize. A single comment, a casual assumption, or even silence in a meeting can quietly exclude, diminish, or misjudge someone—leaving a lasting impact on individuals and teams. These moments of bias, whether intentional or not, disrupt trust, stifle creativity, and weaken collaboration. What if we could bring those hidden dynamics to light and actively transform them into opportunities for connection and growth?
The UNtold Story™ Bias in Action does just that. This dynamic training program uncovers how biases manifest in daily workplace interactions, from team meetings to decision-making. Through compelling real-world scenarios, participants explore how stereotypes shape perceptions and impact team dynamics. This program equips you with the tools to identify and address unconscious bias, cultivate inclusion, and create a culture where everyone feels valued.
Why do many people struggle to acknowledge their own biases in the workplace?
Many people harbor unconscious biases that manifest in subtle ways, like micro-aggressions, making it difficult for them to recognize their impact on relationships and workplace dynamics.
Invisible Barriers: Recognizing Bias in the Workplace
Summary: A lot of people resist acknowledging their own biases, which can be expressed unknowingly through micro-aggressions (subtle slights related to race, gender, or age). These unconscious biases influence perceptions and interactions, often without awareness of their impact on workplace relationships.
How do biases impact workplace interactions?
Stereotypes influence employees through biased assumptions about their background, identity, and abilities. These deep-rooted biases shape how employees are perceived even before they begin their roles.
She's a Single Mom!
Summary: A new team member faces various comments about her background, identity, and personal life. These comments include assumptions about her sexual orientation, ethnicity, accent, and professional reliability. The team's remarks reveal preconceived notions before she even starts her role.
How can stereotypes affect a new employee?
Unconscious assumptions and stereotypes can influence attitudes and decision-making, affecting how team members are treated and valued, even if no one realizes it at first.
I'd hate to admit it...
Summary: In a discussion between colleagues, biases about a team member are acknowledged. A manager realizes she has been unconsciously influenced by assumptions, which affected her judgment and treatment of the co-worker. The conversation shifts to recognizing these biases, apologizing, and committing to more inclusive behavior moving forward.
Scenarios Covered
- Introduction of a New Team Member: A new team member faces biases and stereotypes from colleagues based on her background and personal life.
- Micro-Aggressions in the Workplace: Subtle verbal and nonverbal slights impact team dynamics and individual morale.
- Stereotypes Influencing Behavior: Societal stereotypes unconsciously affect perception, judgment, and actions within the team.
- Biases Affecting Decision-Making: Unconscious biases influence decision-making processes and team cohesion.


Key Benefits for Trainees
- Enhanced Awareness: Gain a deeper understanding of unconscious biases and their effects on workplace dynamics.
- Improved Communication: Learn to communicate more effectively and inclusively, fostering better team interactions.
- Stronger Team Dynamics: The program helps build a more cohesive and supportive team environment by addressing biases.
- Increased Empathy: Develop greater empathy towards colleagues from diverse backgrounds, enhancing workplace relationships.
- Better Decision-Making: By recognizing and challenging biases, participants will make more informed and unbiased decisions.
- Conflict Reduction: The training provides strategies to reduce workplace conflicts arising from misunderstandings and biases.
- Boosted Morale: Fostering a positive and inclusive workplace culture will boost overall team morale and job satisfaction.
Competencies Covered
- Bias Recognition: Ability to identify and understand various forms of bias, both conscious and unconscious.
- Inclusive Communication: Skills to communicate in a way that is inclusive, respectful, and free from bias.
- Conflict Resolution: Techniques to address and resolve conflicts that arise from biased behavior or misunderstandings.
- Empathy and Understanding: Enhanced empathy towards colleagues from diverse backgrounds, fostering a more supportive work environment.
- Leadership in Diversity: Skills to lead and promote diversity and inclusion initiatives within the organization.
- Critical Thinking: Improved decision-making by recognizing and mitigating biases, leading to fairer and more effective outcomes.
- Team Building: Strategies to build a more cohesive and supportive team environment, enhancing overall team performance and morale.

Frequently Asked Questions
What's an example of a micro-aggression in the workplace?
What's an example of a micro-aggression in the workplace?
It can be a subtle comment or action, such as making assumptions about someone's abilities based on their accent or appearance.
How can unconscious bias affect a new team member's experience?
How can unconscious bias affect a new team member's experience?
It can lead to the exclusion of a new team member by undermining their contributions, overlooking their potential, or making assumptions about their abilities based on stereotypes. This can make them feel unwelcome and undervalued, as seen in the scenario with a new co-worker being marginalized by her team.
What steps can be taken to address biases when introducing a new team member?
What steps can be taken to address biases when introducing a new team member?
Ensure a welcoming environment, avoid making assumptions, and encourage open communication to understand the new member's perspective and contributions.
How can leaders promote an inclusive workplace?
How can leaders promote an inclusive workplace?
Leaders can promote inclusion by modeling respectful behavior, providing bias training, and creating policies that support diversity and equity.
What are some common stereotypes that can influence workplace behavior?
What are some common stereotypes that can influence workplace behavior?
They include assumptions based on race, gender, age and cultural background - to name a few - which can unfairly influence perceptions and actions.
Why is it important to be aware of how societal stereotypes influence our behavior at work?
Why is it important to be aware of how societal stereotypes influence our behavior at work?
Societal stereotypes can unconsciously shape our perceptions and actions, leading us to make judgments based on someone's appearance, background, or identity. These biases can result in unfair treatment, missed opportunities for collaboration.
How can employees become more aware of their own biases?
How can employees become more aware of their own biases?
By engaging in self-reflection, seeking feedback, and participating in training programs focused on bias recognition and mitigation.
What role do micro-affirmations play in the workplace?
What role do micro-affirmations play in the workplace?
They are positive, supportive actions that help build trust and strengthen relationships, counteracting the negative effects of micro-aggressions.
How can biases impact decision-making processes?
How can biases impact decision-making processes?
They can lead to unfair or uninformed decisions, as they may cause individuals to overlook valuable input or make judgments based on stereotypes rather than facts.
What strategies can be used to resolve conflicts arising from biased behavior?
What strategies can be used to resolve conflicts arising from biased behavior?
They include open dialogue, mediation, and implementing clear policies that address and prevent biased behavior.
Why is it important to check our filters and assumptions in the workplace?
Why is it important to check our filters and assumptions in the workplace?
To ensure fair treatment, foster inclusivity, and create a positive work environment where everyone feels valued and respected.
What if I don't have a training program for workplace bias prevention in place?
Here are some of the risks that may arise:
- Reduced Productivity: A lack of inclusivity and respect can hinder collaboration and communication, ultimately reducing overall team productivity and effectiveness.
- Higher Turnover Rates: Employees who feel marginalized or discriminated against are more likely to leave the organization, leading to higher turnover rates and increased recruitment costs.
- Damaged Reputation: An organization known for not addressing biases and fostering an inclusive culture can suffer reputational damage, making it harder to attract top talent and clients.
- Legal Risks: Failing to address biases and discriminatory behavior can lead to legal issues, including lawsuits and penalties for violating anti-discrimination laws.
- Missed Opportunities for Innovation: Diverse teams bring a variety of perspectives and ideas. Without an inclusive environment, the organization may miss out on innovative solutions and creative problem-solving.

Program Options & Available Formats
RUNTIME
Video Length: 6 Minutes
Program Option: 2-Hour Instructor-Led Sessions
MATERIALS INCLUDED
Leader's Guide, Self-Study Guide, Workshop Presentation, Workplace Violence Prevention Plan
LANGUAGES
English, Spanish (NA), Portuguese (Brazilian), French, German, Italian, Chinese (Simplified)
TARGET AUDIENCE
Team Leaders,
Hiring Managers & Supervisors, Human Resource Professionals

See Our Other Award Winning Programs!
Video Training Program
The Oh Series™ Everyday Ethics
Video Training Program
It's the Law™: The Legal Side of Management
Video Training Program
Video Training Program