Raising awareness and taking acting on Unconscious Bias is a major catalyst to helping build inclusive workplaces where employees feel valued and respected, are more engaged and collaborative, and have a higher motivation for innovation.

Our Slow Thinking for Fast Action Unconscious Bias program equips participants with a deeper understanding of how unconscious bias is a consequence of our brain’s cognitive thinking processes, is prevalent in all workplaces and therefore continues to be the biggest barrier to progress on diversity and inclusion.

Leveraging the work of leading Psychology experts including Nobel Prize winner Daniel Kahneman, our Slow Thinking for Fast Action program demonstrates how different types of bias can affect important talent and business decisions and provides simple and effective actions to help leaders and teams reduce the impact of bias in the workplace.

We offer two levels of training:

  1. a personalised experience targeting senior leaders that uses the Psynapse Implicit Association and Inclusion assessment tool;
  2. or a high-level awareness session targeting teams and HR professionals to help improve understanding and raise awareness of actions they can take to mitigate unconscious bias in the workplace.


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This half-day workshop provides senior leaders with a personalised experience of unconscious bias via an assessment of their unconscious, implicit associations and inclusion preferences using the Psynapse Assessment Tool.

This session is particularly insightful for senior leaders as well as hiring managers leading large teams who are looking to improve their effectiveness in harnessing diversity and inclusion to enhance collaboration and innovation outcomes.

The workshop and assessment delivers the following key insights for participants:

  • Why Diversity is important for growth and innovation and is a key enabler of the Future of Work;
  • An understanding of how Unconscious Bias is a product of our cognitive thinking and therefore prevalent in all workplaces;
  • A personalised report on individual workshop participants’ unconscious implicit associations about diversity and unconscious inclusion and collaboration preferences;
  • An overview of common workplace biases like stereotyping, affinity and confirmation bias and a demonstration of how these biases serve to limit diversity and inclusion and are a major barrier to improving innovation and collaboration.
  • Research that demonstrates the link between diversity and inclusion, uniqueness and innovation;
  • Understanding the mindset and behaviours that help inclusive leaders mitigate the impact of bias to successfully lead diverse and inclusive teams;
  • ?Provision of practical tools to mitigate bias in the workplace;
  • An Action Plan for immediate application of workshop insights back into the business and the assignment of a leadership buddy to help support ongoing implementation.


Six weeks after the initial workshop session, the leadership group is brought back together in groups of up to four (in pairs with their assigned leadership buddy) for targeted coaching to review progress against their unconscious bias action plan and to assess key insights and successes. The follow-up coaching session helps ensure accountability for outcomes and builds the foundation for ongoing change in leadership behaviour.


    This is a practical workshop for HR and diversity practitioners, teams and employee action groups. This half-day workshop is designed to boost their awareness of unconscious bias and understand how participants can take action to reduce its impact in the workplace.

    The workshop is interactive and engaging and provides the following key takeaways for participants:

    • An understanding of how Unconscious Bias is a product of our cognitive thinking and therefore prevalent in workplaces;
    • An overview of common workplace biases, eg: stereotyping, affinity and confirmation bias and a demonstration of how these biases serve to limit diversity, inclusion, collaboration and innovation;
    • A basic awareness of their own unconscious biases and practical tips and tools to help mitigate the impact of those biases particularly in recruitment and talent processes;
    • Understanding the research that demonstrates the mindset and behaviours of Inclusive Leaders and the role they can play in coaching leaders and teams to become more inclusive;
    • An action plan for immediate application of key workshop insights back into the business.

    If you are ready to raise awareness of unconscious bias and develop a practice to mitigate its negative impact, contact us using the link below.


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      “As a woman in a mostly male environment, I can be leading men in their sixties and I know it can be a little challenging for them to have a female boss. The Women Leading program reinforced being yourself through its strengths-based leadership approach.”

      Zena Mehanna, Station Officer, Fire & Rescue NSW
      Tracey Spindler

      The big take away for me from the Women Leading program was the focus on ‘strengths-based leadership’, that was pretty potent.

      Tracy Spindler, Station Officer, Fire & rescue NSW

      The training targets the under-representation of Aboriginal people in upper management positions. It challenges self-perceptions and assists participants to realize the skills and abilities they have to offer.

      Participant, Aboriginal Leaders and Managers Program, Tranby College

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