Learn how Splunk is breaking bias to create a more tight-knit global workforce.
Companies naturally want to expand their offices to different parts of the world, but how do you create a sense of community when everyoneās dispersed?
Through a partnership with NLI, Splunk dug deep into the science of bias to discover which habits might lead to more effective collaboration. The result has been a rapid adoption of the tools and widespread behavior change.
JoinĀ Suzanne FuetzĀ (Splunk),Ā Natalie CarnesĀ (Splunk), andĀ Khalil SmithĀ (NeuroLeadership Institute), for a live webinar discussing Splunkās journey toward more effective, less-biased decision-making.
Diverse teams perform better, and ultimately improve an organization’s bottom line. But there’s still a diversity gap in the workforce, despite attempts to make hiring managers less biased.First of all, many of these biases are unconscious. Neuroscience says we can’t take bias out of the person. Instead, we have to take bias out of the hiring process.Second, bias in hiring isn’t just one problem to solve. Selection involves three unique stagesāResume review, Interviewing, and Choosing a candidateāthat each involve different kinds of decisions. What’s key is that different decisions involve different biases, and different biases require different mitigation strategies.This paper details which biases are most active at each stage of selection, and how to use The SEEDS ModelĀ® to mitigate them.
Listen to Dr. Josh Davis (Head of Research, NeuroLeadership Institute) explain the core findings from the NeuroLeadership Journal Paper, Select Better: How Managers Can Reduce Bias in Hiring.
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D&I: From Awareness to ChangeĀ session from the 2016 NeuroLeadership Summit:Ā Rethink the Organization
What does it take to go from raising awareness, to driving measurable behavior change around diversity and inclusion, in large organizations? Hear from a panel of organizations as they share their goals, initiative designs, wins and lessons from applying neuroscience to their D&I challenges.
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Select Better from the 2016 NeuroLeadership Summit:Ā Rethink the Organization
Hiring and promoting the right people continues to be one of the biggest pain points in organizations. Doing so without bias is even harder. Explore the latest thinking on what we may have wrong about the hiring process, and how by combining neuroscience and technology we are able to significantly move the needle on selecting better.
This morning I walked five metres across the office to talk to a colleague and he mentioned that he was sitting āin Siberiaā.
It might sound like an exaggeration, given that heās at a desk on the edge of a busy newsroom, but it struck a chord with me after a recent interview with a neuroleadership expert.
Unconscious bias usually comes up in terms of racism, sexism or ageism. But after two and a half years of research with University of California Los Angeles professor Matthew Lieberman, neuroleadership expert David Rock identified that people have up to 150 forms of unconscious biases that fall into five categories.
Discover how DECIDE, NeuroLeadership’s Diversity & Inclusion solution, is helping managers at American Express mitigate bias and improve decision-making.
Join Jill Logan (Dir., Global Diversity & Inclusion, American Express) as she provides an overview of Amex’s journey thus far, and Dr. David Rock (Dir., NeuroLeadership Institute) who will share our unique perspective on D&I and the neuroscience-based foundations of DECIDE.
Dig in with Jill and David to review useful lessons learned from the process of rolling out the DECIDE program as well as a few surprises.
Find out how this solution can have an immediate impact on your organization.
Despite decades of effort and major investment dedicated to reducing bias in organizational settings, it persists.
The central challenge in removing bias from decisions is that most biases operate unconsciously. While raising awareness can help people to realize that they might be biased, it does not enable them to recognize bias in their own thinking–we simply do not have conscious access to the operations of bias in the brain.
In this paper, we propose an alternative solution to mitigating bias, derived from a brain-based perspective. We identify processes that can interrupted and redirect unconsciously biased thinking. We provide The SEEDS ModelĀ® for designing and guiding the use of such processes. The SEEDS ModelĀ® simplifies the roughly 150 identified cognitive biases and recognizes five categories of bias, each category responsive to a different set of actions that will help mitigate them.
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Diversity & Inclusion ReportĀ fromĀ theĀ 2015 NeuroLeadership Summit:Ā Accelerate Leadership
Organizations have historically struggled with diversity and inclusion. There is now a shifting tide, with major organizational focus being put into making a difference in that arena. In this session panelists from leading industry research firms will present findings on the state of diversity and inclusion, and engage in discussion with industry leaders, and neuroscientists to explore the right way forward.
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Integrating NeuroLeadership Into OrganizationsĀ fromĀ theĀ 2015 NeuroLeadership Summit:Ā Accelerate Leadership
Learn how leading organizations are taking lessons from neuroscience and putting them into practice.Ā Discover what organizational leaders are finding to be the most valuable actionable principles from neuroscience, and see how they are specifically guiding behavior change based on those principles.Ā Hear how practitioners are enhancing performance, communication, diversity, decision making, and learning within organizations, and doing so at scale.