Unconcious bias refers to prejudices and beliefs that distort perceptions in ways we do not consciously recognize. Unconscious bias can have a protective effect that inhibits risk taking. When it unconsciously informs decision making and power relationships with peers, however, unconscious bias may negatively affect the workplace overall and individuals specifically by obstructing the promotion of Diversity and Inclusion (D&I). This can impact growth opportunities for female and other employees, hinder workplace innovation and lead to harassment.
The Idemitsu Group recognizes that D&I entails the acceptance of differences among individuals and their backgrounds based on mutual respect. We aim to create a workplace culture where each employee is aware of their unconcious biases, mutual understanding and communication in the workplace are improved, and innovation is easily generated. As one measure to achieve this end, we conducted trials that included executives and rolled out unconcious bias training company-wide. As of November 2020, executives and employees are using e-learning as part of their training.
E-learning is Step 1 (Part 1) of unconscious bias training. The aim is for executive officers and employees to: 1. learn what unconscious bias is and 2. become aware of their own unconscious biases. The attendance rate was over 90%, and the training helped promote a better understanding of unconscious bias.
|Goal||To gain basic knowledge of unconscious bias|
|Scope||Executive officers and employees: 6,169 in total|
Respondents: 4,380; Response rate: 77%
Respondents who can understand unconscious bias: 98% (4,754)
Interactive workshops are Step 1 (Part 2) of unconscious bias training.
After learning about their own unconscious biases through Step 1 (Part 1) e-learning, we emphasize holding dialogues with various types of participants to achieve new revelations through self-reflection and then use that new understanding to change behavior.
This workshop program was created with original content after holding trials with relevant executives and concerned employees. In addition, we thoroughly conducted facilitator education with the aim of ensuring highly effective dialogue.
|Goal||To deepen understanding of the negative impact of unconscious bias in the workplace through dialogues and leverage that understanding to reshape behavior|
|Workshop details||Held a total of 86 times, a total of 450 participants (153 mandatory participants (participation rate: 97.5%))|
Respondents: 401; Response rate: 89%
Respondents who claimed the unconscious bias dialogues met or exceeded expectations: 96% (385)
As Step 2 of our unconscious bias training, we conducted training in two parts: a lecture by an expert and a panel discussion mainly comprising Company officers.
In the follow-up survey, around 98% of participants responded positively to joining the training, and there were many comments supporting the effectiveness of the training.
|Goal||To promote understanding of the impact of unconscious bias on organizational management and the importance of D&I in management and then leverage that understanding to improve corporate culture|
|Scope||Mainly officers, executive officers, and managers|
|Participation||650 people (managers, executive officers: 372; employees in charge: 278)|
We are considering measures based on Step 1 (e-learning, unconscious bias dialogues) and Step 2 (lectures for managers).
Going forward, we aim to enhance communication in the workplace and foster a corporate culture that stimulates innovation by continually taking such measures as holding lectures and expanding unconscious bias dialogues, and roll them out to our Group companies.
Since October 2018, the event has been held to meet the needs of each department of Idemitsu and Showa Shell with a total of 826 participants as of December 31, 2019. In the experience event, participants discuss common dilemmas in the workplace (including balancing work and childcare) within a group to recognize the difference between their thoughts, values and what they treasure and those of other members. We will continue to hold this kind of experience event to promote activities conducted by diverse human resources through D&I.