The Methodist Church in Britain



Unconscious BiasTraining Session Notes for Circuit Invitation CommitteesThis material is taken and adapted from Module 1.4 of the EDI Toolkit which can be found at: We encourage you to explore the full EDI Toolkit and encourage you to engage with the other modules as together we seek to raise awareness of Equality, Diversity and Inclusion within the life of the church.We especially encourage you to read the Theological Reflections on Equality, Diversity and Inclusion (Module 1.2 of the EDI Toolkit). You will have already received this module ahead of the training session. Whilst the module is not directly referenced in this session it is a core part of our understanding of EDI.It is anticipated that the material will take approximately 1hr to deliver although it is recognised that timing is quite tight. As with all training sessions it will be important for you to familiarise yourself with the material ahead of the session and to check that the technology works for the screen sharing, particularly the sound on the 2 video clips, and the break-out rooms if you are utilising this function within Zoom for the session.Note: If you are using Zoom for the training session when you share the screen to show the PowerPoint presentation you will need to ensure that you ‘tick’ the option boxes to use ‘computer audio’ so that the sound on the video files will play correctly over the Zoom link.The following notes link with the PowerPoint presentation and offer additional notes for leading a session on Unconscious Bias.Welcome – Unconscious BiasSlide 116931270Unconscious biases can lead to unintentional discrimination. The biases of human societies are subtly communicated from one generation to another, and societies continue to have strong biases and prejudices about people who look, sound or act different to the majority.Every human being makes immediate, snap decisions about new people. It is purely instinctual and happens faster than we can comprehend, as quickly as 30 milliseconds. Once the brain has made these decisions it will then categorise the person, based on past knowledge; creating a positive or negative judgement. This can have a huge influence on how we respond to new people or groups of people.As we approach the stationing process it is important that we are aware of our unconscious bias and that we ensure that it does not risk any form of prejudice in the process.Opening DevotionsSlide 21270-1270If you have already started the main session with devotions you may simply choose to use the prayer on Slide 2 at this stage.The QuizSlide 31270-635Reflect briefly together on the questions and answers to the quiz that was distributed before the session.IntroductionSlide 4Slide 516931058If you are using the version of the PowerPoint with the video inserted then the video will start playing automatically when you move onto Slide 10.This introductory video has been produced by the Diocese of London. Presented by Canon Tricia Hillas (St Paul’s Cathedral), and gives a short theological introduction to Unconscious Bias Training.What is Unconscious Bias?Slide 6 – brief informationSlide 7 – video1693-212If you are using the version of the PowerPoint with the video inserted then the video will start playing automatically when you move onto Slide 12.Video – produced by the Royal SocietyTypes of Unconscious BiasSlide 812700Briefly highlight the different type of unconscious bias – refer participants to the handout that was circulated ahead of the session.What is the impact of Unconscious Bias?Slide 9 and Slide 101915160016930Share the information on the slides briefly.Being aware of unconscious bias is particularly important when making decisions for the Church, especially when those decisions are about people. Examples of such occasions are: stationing and matching, local preacher assessment, appointing church officers, recruiting employees, or formal processes such as development reviews, sickness/absence management and/or disciplinary processes. In this context we are especially reflecting on the processes relating to the Circuit Invitation Committee and its role within the stationing process.Seeing is believingSlide 11 – Slide 18Briefly share the optical illusions – seeking responses as time permits. 16931058Note that there is nothing actually moving in the image – it is a still image!Another way to consider things is as follows:Imagine you want a new car. (Slide 16)And you want a yellow one, because you haven’t seen many. (Slide 17)And once you buy it, suddenly you see yellow cars everywhere. (Slide 18) How the brain manages informationSlide 191693-1482Just how hard wired is unconscious bias?Slide 20How does unconscious bias affect our behaviour?Slide 21What can I do about my unconscious bias?Slide 22 and Slide 23 The benefitsSlide 24ReflectionSlide 251693635Encourage participants, after the session, to access the test to explore their own unconscious bias, at:implicit.harvard.edu/implicit/ Apply and ReflectSlide 2616931058Choose a couple of the case studies (having circulated them in advance of the session) and encourage conversations on the questions that the case studies raise. If using Zoom for the session you may be able to make use of the ‘break-out’ room function to enable small group conversation at this stage in 3s or 4s. Ensure you use Steven’s story and Karen’s story as a minimum and more if time permits. Encourage participants to explore the remaining case studies after the session to further develop their learning.SummarySlide 27-28 Closing DevotionsSlide 29 ................
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