At Sound, there was an absence of unconscious bias awareness training and a lack of common language needed to address it as an organization. While this is a foundational concept for D&I efforts, it had to happen before progressing further on our journey to be a more inclusive culture. We set out to:
Sound’s approach to our D&I program leverages the collective collaboration of internal leaders and those passionate about seeing change but lacks internal expertise. In absence of that expertise, we engaged with a third party expert that offered a scalable, off-the-shelf but proven solution for Sound in the areas of unconscious bias training.
After reviewing multiple proposals from third party firms, the council recommended retaining the NeuroLeadership Institute (NLI), a global organization that brings a concrete, brain-based approach to diversity and inclusion. This approach resonated with our business leaders (who are largely scientists at the core). NLI’s philosophy is to work with the architecture of the brain, not against it, where you can mitigate bias at scale by removing it from the process not the people.
Sound embarked on a distributed learning solution leveraging the expertise of a third party consultant, the Neuroleadership Institute, where over 1500 clinical, business and nursing colleagues engaged with the SEEDS model content to accept, label and mitigate unconscious bias. The material was delivered by way of diversity champions within business units through micro-learning workshops.
After the module, an impact survey was conducted with 348 people manager respondents:
After the module, an impact survey was conducted with individual contributors with 78 respondents: