{"id":9331,"date":"2026-08-19T17:52:53","date_gmt":"2026-08-19T13:52:53","guid":{"rendered":"https:\/\/matsh.co\/en\/?post_type=course&#038;p=9331"},"modified":"2026-08-19T17:52:53","modified_gmt":"2026-08-19T13:52:53","slug":"unconscious-bias-and-gender-bias-in-the-workplace","status":"publish","type":"course","link":"https:\/\/matsh.co\/en\/course\/unconscious-bias-and-gender-bias-in-the-workplace\/","title":{"rendered":"Unconscious Bias and Gender Bias in the Workplace"},"content":{"rendered":"<style>\n.course-hook{background:#f8fafc;border:1.5px solid #d0dce8;border-radius:16px;padding:36px 40px;margin-bottom:32px}\n.course-hook .ch-lead{font-size:1rem;color:#2d3a4a;line-height:1.85;margin:0 0 24px}\n.course-hook .ch-stats{display:flex;flex-wrap:wrap;gap:14px}\n.ch-stat{background:#fff;border:1.5px solid #d0dce8;border-radius:12px;padding:16px 20px;flex:1;min-width:130px;text-align:center}\n.ch-stat strong{display:block;font-size:1.6rem;font-weight:800;color:var(--teal,#1B8F6E);line-height:1}\n.ch-stat span{font-size:.75rem;color:#5a6a7e;line-height:1.5;display:block;margin-top:5px}\n<\/style>\n<div class=\"course-hook\">\n  <h2 style=\"font-size:clamp(1.15rem,2.5vw,1.5rem);font-weight:800;color:#1a2535;line-height:1.25;margin:0 0 14px\">Bias Training That Just Names the Problem Changes Nothing. Your Team Needs to See It in Their Own Decisions.<\/h2>\n  <p class=\"ch-lead\">Most unconscious bias training stops at awareness, a slide deck, a definition, a slightly uncomfortable hour, then everyone goes back to hiring, promoting, and assigning work exactly as before. Real change requires seeing bias operate inside your own actual decisions, then building specific counter-processes that hold regardless of who is deciding.<\/p>\n  <div class=\"ch-stats\"><div class=\"ch-stat\"><strong>60%<\/strong><span>faster promotion rate for men with identical performance reviews in controlled studies<\/span><\/div><div class=\"ch-stat\"><strong>2x<\/strong><span>more likely for identical resumes with male names to be called back for interview<\/span><\/div><div class=\"ch-stat\"><strong>1 Session<\/strong><span>of awareness-only training produces measurable behaviour change in almost no studies<\/span><\/div><\/div>\n<\/div>\n\n<style>\n.ub-hero{background:linear-gradient(135deg,#1e2f4d 0%,#3a5fc4 100%);border-radius:16px;padding:52px 44px;color:#fff;margin-bottom:44px}\n.ub-hero h1{font-size:clamp(1.65rem,4vw,2.2rem);font-weight:800;line-height:1.2;margin:16px 0 14px}\n.ub-hero p{font-size:1.05rem;opacity:.92;line-height:1.8;max-width:640px;margin:0 0 30px}\n.ub-tag{background:rgba(255,255,255,.18);border-radius:20px;padding:5px 16px;font-size:.75rem;font-weight:700;letter-spacing:.1em;text-transform:uppercase;display:inline-block}\n.ub-pain{background:#f4f7fd;border-left:5px solid #3a5fc4;border-radius:0 14px 14px 0;padding:30px 34px;margin-bottom:44px}\n.ub-pain ul{margin:12px 0 0;padding-left:20px;line-height:2.1;color:#1e2f4d}\n.ub-section-h{font-size:1.45rem;font-weight:800;color:#1e2f4d;border-bottom:3px solid #3a5fc4;padding-bottom:10px;margin:44px 0 24px}\n.ub-cards{display:grid;grid-template-columns:repeat(auto-fit,minmax(230px,1fr));gap:18px;margin-bottom:44px}\n.ub-card{border:1.5px solid #c0d0e8;border-radius:14px;padding:22px 20px}\n.ub-card h4{margin:8px 0;color:#1e2f4d;font-size:.95rem;font-weight:700}\n.ub-card p{margin:0;font-size:.84rem;color:#4a5a75;line-height:1.65}\n.ub-gains{background:#f4f7fd;border-radius:16px;padding:36px;margin-bottom:44px}\n.ub-gain-grid{display:grid;grid-template-columns:repeat(auto-fit,minmax(240px,1fr));gap:14px}\n.ub-gain{background:#fff;border-radius:10px;padding:16px 20px;display:flex;gap:12px;align-items:flex-start}\n.ub-check{color:#3a5fc4;font-size:1.25rem;flex-shrink:0}\n.ub-gain span{font-size:.88rem;line-height:1.65;color:#2d3a4a}\n.ub-day{border:1.5px solid #c0d0e8;border-radius:14px;overflow:hidden;margin-bottom:16px}\n.ub-day-head{background:#1e2f4d;color:#fff;padding:16px 24px;display:flex;align-items:center;gap:16px}\n.ub-day-num{background:#3a5fc4;width:38px;height:38px;border-radius:50%;display:flex;align-items:center;justify-content:center;font-weight:800;font-size:.95rem;flex-shrink:0}\n.ub-day-body{padding:22px 26px}\n.ub-day-body p{margin:0 0 14px;color:#444f5e;line-height:1.8;font-size:.93rem}\n.ub-day-body ul{margin:0;padding-left:20px;color:#444f5e;line-height:2;font-size:.9rem}\n.ub-stat{background:#1e2f4d;color:#fff;border-radius:16px;padding:36px 40px;margin:44px 0;text-align:center}\n.ub-stat-row{display:flex;flex-wrap:wrap;justify-content:center;gap:36px;margin:20px 0 28px}\n.ub-stat-item strong{display:block;font-size:2rem;font-weight:800;color:#8fb0e8}\n.ub-stat-item span{font-size:.8rem;opacity:.82;line-height:1.6;display:block;margin-top:4px;color:#fff}\n.ub-quote{background:rgba(255,255,255,.08);border-left:3px solid #8fb0e8;border-radius:0 12px 12px 0;padding:20px 24px;max-width:600px;margin:4px auto 0;font-style:italic;color:#c0d4f0}\n.ub-org{background:#f4f7fd;border-radius:16px;padding:36px;margin-bottom:44px}\n.ub-org-list{display:grid;grid-template-columns:repeat(auto-fit,minmax(240px,1fr));gap:12px;margin-top:16px}\n.ub-org-item{display:flex;gap:10px;font-size:.88rem;color:#1e2f4d;line-height:1.65}\n.ub-org-item::before{content:\"\u2192\";color:#3a5fc4;font-weight:700;flex-shrink:0}\n.ub-faq{border-bottom:1px solid #c0d0e8;padding:18px 0}\n.ub-faq:last-child{border-bottom:none}\n.ub-faq-q{font-weight:700;color:#1e2f4d;margin:0 0 8px;font-size:.95rem}\n.ub-faq-a{color:#4a5a75;font-size:.88rem;line-height:1.75;margin:0}\n.ub-related{display:grid;grid-template-columns:repeat(auto-fit,minmax(220px,1fr));gap:14px;margin-bottom:44px}\n.ub-rel{border:1.5px solid #c0d0e8;border-radius:10px;padding:16px 18px;text-decoration:none;color:#1e2f4d;font-weight:600;font-size:.88rem;display:flex;align-items:center;gap:8px}\n.ub-cta{background:linear-gradient(135deg,#3a5fc4,#1e2f4d);border-radius:16px;padding:44px;text-align:center;color:#fff;margin-top:44px}\n.ub-cta h3{font-size:1.5rem;font-weight:800;margin:0 0 12px;color:#fff}\n.ub-cta p{opacity:.9;margin:0 0 28px;font-size:.97rem;line-height:1.7;color:#fff}\n<\/style>\n\n<div class=\"ub-pain\">\n  <p style=\"font-weight:700;font-size:1.05rem;margin:0;color:#1e2f4d\">Organisations relying on awareness-only bias training typically see:<\/p>\n  <ul>\n    <li>Managers who can define unconscious bias perfectly but whose hiring and promotion patterns don't change at all<\/li>\n    <li>Hiring panels that believe they're being objective while consistently favouring candidates who resemble the existing team<\/li>\n    <li>Performance review language that quietly differs by gender, \"aggressive\" versus \"assertive,\" without anyone noticing the pattern<\/li>\n    <li>Diversity metrics that plateau because training addressed attitudes but never touched the actual decision processes<\/li>\n    <li>Backlash and defensiveness when bias training feels like an accusation rather than a shared organisational challenge<\/li>\n    <li>A one-off training checkbox with no structural change to how hiring, promotion, or pay decisions actually get made<\/li>\n  <\/ul>\n  <p style=\"margin:16px 0 0;font-weight:700;color:#3a5fc4;font-size:.97rem\">This course moves beyond awareness into structural change, redesigning the actual decision processes where bias does the most damage.<\/p>\n<\/div>\n\n<h2 class=\"ub-section-h\">Who This Course Is For<\/h2>\n<div class=\"ub-cards\">\n  <div class=\"ub-card\"><div style=\"font-size:1.8rem\">\ud83e\uddd1\u200d\ud83d\udcbc<\/div><h4>HR and Talent Acquisition Leaders<\/h4><p>Responsible for hiring processes and decisions where bias has the most measurable, documented impact.<\/p><\/div>\n  <div class=\"ub-card\"><div style=\"font-size:1.8rem\">\ud83d\udc54<\/div><h4>Hiring Managers and Panel Members<\/h4><p>Who sit on interview panels and make real-time candidate assessments under time pressure.<\/p><\/div>\n  <div class=\"ub-card\"><div style=\"font-size:1.8rem\">\ud83d\udcca<\/div><h4>People Managers Conducting Reviews<\/h4><p>Responsible for performance evaluations and promotion recommendations where language bias is common and hard to self-detect.<\/p><\/div>\n  <div class=\"ub-card\"><div style=\"font-size:1.8rem\">\ud83c\udfe2<\/div><h4>Senior Leadership and Executives<\/h4><p>Setting organisational policy and culture, and modelling the behaviour the rest of the organisation will follow.<\/p><\/div>\n  <div class=\"ub-card\"><div style=\"font-size:1.8rem\">\u2696\ufe0f<\/div><h4>DEI and Compliance Officers<\/h4><p>Building structural interventions rather than one-off awareness sessions, and needing measurable outcomes to report.<\/p><\/div>\n  <div class=\"ub-card\"><div style=\"font-size:1.8rem\">\ud83c\udf0d<\/div><h4>Government and Public Sector HR<\/h4><p>Working within civil service or public institution hiring and promotion frameworks across GCC and African contexts.<\/p><\/div>\n<\/div>\n\n<div class=\"ub-gains\">\n  <h2 style=\"font-size:1.45rem;font-weight:800;color:#1e2f4d;margin:0 0 6px\">What You Will Leave With<\/h2>\n  <p style=\"color:#4a5a75;margin:0 0 24px;font-size:.95rem\">Structural tools, not just a new vocabulary.<\/p>\n  <div class=\"ub-gain-grid\">\n    <div class=\"ub-gain\"><span class=\"ub-check\">\u2713<\/span><span><strong>Personal bias assessment<\/strong>, direct evidence of how bias operates in your own past decisions, not abstract theory<\/span><\/div>\n    <div class=\"ub-gain\"><span class=\"ub-check\">\u2713<\/span><span><strong>Structured interview redesign<\/strong>, a framework for building interview processes that reduce reliance on gut feeling<\/span><\/div>\n    <div class=\"ub-gain\"><span class=\"ub-check\">\u2713<\/span><span><strong>Bias-aware performance review language<\/strong>, how to write and evaluate reviews that don't quietly penalise women for the same behaviour praised in men<\/span><\/div>\n    <div class=\"ub-gain\"><span class=\"ub-check\">\u2713<\/span><span><strong>Promotion pipeline audit<\/strong>, a method for reviewing your own promotion data for gender and other patterns<\/span><\/div>\n    <div class=\"ub-gain\"><span class=\"ub-check\">\u2713<\/span><span><strong>Meeting and voice equity techniques<\/strong>, practical facilitation methods that ensure equal airtime and credit<\/span><\/div>\n    <div class=\"ub-gain\"><span class=\"ub-check\">\u2713<\/span><span><strong>Bystander and ally skills<\/strong>, how to interrupt bias in the moment when you observe it happening to someone else<\/span><\/div>\n    <div class=\"ub-gain\"><span class=\"ub-check\">\u2713<\/span><span><strong>Organisational policy checklist<\/strong>, specific structural changes to hiring, review, and promotion processes<\/span><\/div>\n    <div class=\"ub-gain\"><span class=\"ub-check\">\u2713<\/span><span><strong>90-day accountability plan<\/strong>, concrete commitments with a built-in follow-up mechanism<\/span><\/div>\n  <\/div>\n<\/div>\n\n<div class=\"ub-stat\">\n  <h3 style=\"font-size:1.3rem;font-weight:800;margin:0 0 6px;color:#fff\">From Participants Across GCC and Africa Cohorts<\/h3>\n  <p style=\"opacity:.85;margin:0 0 20px;font-size:.92rem;color:#fff\">Follow-up feedback 3 months after completing the programme<\/p>\n  <div class=\"ub-stat-row\">\n    <div class=\"ub-stat-item\"><strong>88%<\/strong><span>had changed at least one<br>concrete hiring or review process<\/span><\/div>\n    <div class=\"ub-stat-item\"><strong>79%<\/strong><span>reported catching their own<br>bias in a real decision afterward<\/span><\/div>\n    <div class=\"ub-stat-item\"><strong>2 Days<\/strong><span>intensive format built around<br>your organisation's own data<\/span><\/div>\n    <div class=\"ub-stat-item\"><strong>92%<\/strong><span>said this felt genuinely different<br>from prior bias training<\/span><\/div>\n  <\/div>\n  <div class=\"ub-quote\">\n    \"I've sat through bias training before that felt like being lectured at. This one had us actually look at our last twelve months of promotion data. Seeing the pattern in our own numbers, not a textbook example, is what actually changed how I run reviews now.\" <br><em style=\"opacity:.7;font-size:.82rem\">, Regional HR Director, financial services, Riyadh cohort 2025<\/em>\n  <\/div>\n<\/div>\n\n<h2 class=\"ub-section-h\">Programme Outline, Day by Day<\/h2>\n\n<div class=\"ub-day\">\n  <div class=\"ub-day-head\"><div class=\"ub-day-num\">1<\/div><strong>How Bias Actually Operates, and Why Awareness Alone Doesn't Fix It<\/strong><\/div>\n  <div class=\"ub-day-body\">\n    <p><strong>Why this module matters:<\/strong> Most participants arrive already knowing bias exists in principle. Day 1 moves past that toward something more uncomfortable and more useful, direct evidence of how it operates in their own decisions, using structured exercises rather than lecture.<\/p>\n    <ul>\n      <li>The psychology of unconscious bias: how the brain uses shortcuts under time pressure and uncertainty<\/li>\n      <li>Gender bias specifically: how it differs from other forms of bias in how it manifests and how it's defended<\/li>\n      <li>Why one-off awareness training fails to change behaviour, the evidence and what actually works instead<\/li>\n      <li>Structured self-assessment: reviewing your own past hiring, review, or promotion decisions for pattern<\/li>\n      <li>Common defensive reactions to bias findings, and how to move past them productively as a group<\/li>\n      <li>Setting the frame for the rest of the programme: this is about systems, not personal moral failure<\/li>\n    <\/ul>\n  <\/div>\n<\/div>\n\n<div class=\"ub-day\">\n  <div class=\"ub-day-head\"><div class=\"ub-day-num\">2<\/div><strong>Redesigning Hiring and Interview Processes<\/strong><\/div>\n  <div class=\"ub-day-body\">\n    <p><strong>Why this module matters:<\/strong> Hiring is where bias has the most measured, documented impact, and it's also the process most amenable to structural fixes. Day 2 works through practical redesign of interview and evaluation processes to reduce reliance on unstructured gut judgement.<\/p>\n    <ul>\n      <li>Structured interviewing: standardised questions, scoring rubrics, and why this measurably reduces bias<\/li>\n      <li>Resume and CV screening: blind review techniques and common pitfalls in job description language<\/li>\n      <li>Panel composition and process: reducing groupthink and anchoring effects in panel decisions<\/li>\n      <li>Calibration sessions: how to align interviewers on what \"good\" actually looks like before interviews begin<\/li>\n      <li>Practical redesign exercise: participants rebuild an actual hiring process from their own organisation<\/li>\n      <li>Common resistance points from hiring managers, and how to address them without derailing the process<\/li>\n    <\/ul>\n  <\/div>\n<\/div>\n\n<div class=\"ub-day\">\n  <div class=\"ub-day-head\"><div class=\"ub-day-num\">3<\/div><strong>Performance Reviews, Promotion, and Sustaining Change<\/strong><\/div>\n  <div class=\"ub-day-body\">\n    <p><strong>Why this module matters:<\/strong> Bias in performance review language and promotion decisions is subtler than hiring bias and harder to self-detect, which is exactly why it persists longest. Day 3 builds the specific skills to catch and correct it, then locks in accountability so the changes actually stick after the course ends.<\/p>\n    <ul>\n      <li>Language bias in performance reviews: the specific word patterns that differ by gender, and how to catch them<\/li>\n      <li>Calibrated promotion criteria: building objective, documented criteria that reduce reliance on manager discretion<\/li>\n      <li>Meeting and voice equity: facilitation techniques that ensure ideas get credited to the person who raised them<\/li>\n      <li>Being an effective bystander: how to interrupt bias you observe happening to a colleague, in the moment<\/li>\n      <li>Auditing your own promotion pipeline data for pattern, a practical walkthrough using participants' own numbers where available<\/li>\n      <li>Building your 90-day accountability plan, with specific commitments and a follow-up mechanism<\/li>\n    <\/ul>\n  <\/div>\n<\/div>\n\n<div class=\"ub-org\">\n  <h3 style=\"font-size:1.15rem;font-weight:800;color:#1e2f4d;margin:0 0 10px\">\ud83d\udccb For HR Directors and Organisational Leaders<\/h3>\n  <p style=\"color:#1e2f4d;font-size:.92rem;line-height:1.75;margin:0 0 6px\">Investing in structural bias reduction delivers measurable organisational results:<\/p>\n  <div class=\"ub-org-list\">\n    <div class=\"ub-org-item\">Stronger talent pipeline, structured hiring processes measurably widen and improve the candidate pool<\/div>\n    <div class=\"ub-org-item\">Reduced legal and reputational risk, documented objective criteria protect against discrimination claims<\/div>\n    <div class=\"ub-org-item\">Improved retention among women and underrepresented staff, who notice and respond to genuine structural change<\/div>\n    <div class=\"ub-org-item\">Better decision quality overall, structured processes reduce noise and error for everyone, not just protected groups<\/div>\n    <div class=\"ub-org-item\">Credible DEI reporting, structural changes give you something concrete to report beyond training attendance<\/div>\n    <div class=\"ub-org-item\">Stronger employer brand, particularly among younger talent who actively screen for this<\/div>\n  <\/div>\n  <div style=\"margin-top:24px;padding-top:20px;border-top:1px solid #c0d0e8\">\n    <strong style=\"color:#1e2f4d\">In-House Delivery for Your Team<\/strong>\n    <p style=\"margin:8px 0 16px;font-size:.9rem;color:#1e2f4d\">We deliver this programme as an in-house intensive, built around your organisation's own hiring, review, and promotion data where available. Contact us to discuss.<\/p>\n    <a href=\"\/en\/contact-us\/?type=inhouse&course=Unconscious+Bias+and+Gender+Bias\" style=\"background:#1e2f4d;color:#fff;padding:12px 26px;border-radius:8px;text-decoration:none;font-weight:700;font-size:.9rem;display:inline-block\">Request In-House Delivery \u2192<\/a>\n  <\/div>\n<\/div>\n\n<div style=\"border:1.5px solid #c0d0e8;border-radius:14px;overflow:hidden;margin-bottom:44px\">\n  <div style=\"background:#f4f7fd;padding:18px 24px;border-bottom:1px solid #c0d0e8\"><strong style=\"color:#1e2f4d\">Course At a Glance<\/strong><\/div>\n  <table style=\"width:100%;border-collapse:collapse;font-size:.9rem\">\n    <tr style=\"border-bottom:1px solid #dce6f5\"><td style=\"padding:14px 24px;font-weight:600;color:#1e2f4d;width:35%\">Duration<\/td><td style=\"padding:14px 24px;color:#4a5a75\">16 contact hours, 2 days<\/td><\/tr>\n    <tr style=\"border-bottom:1px solid #dce6f5;background:#f9fbfe\"><td style=\"padding:14px 24px;font-weight:600;color:#1e2f4d\">Locations<\/td><td style=\"padding:14px 24px;color:#3a4a5e\">Multiple locations \u00b7 Online available<\/td><\/tr>\n    <tr style=\"border-bottom:1px solid #dce6f5\"><td style=\"padding:14px 24px;font-weight:600;color:#1e2f4d\">Investment<\/td><td style=\"padding:14px 24px;color:#4a5a75\"><strong style=\"color:#1e2f4d\"><\/strong> \u00b7 Group rates available<\/td><\/tr>\n    <tr style=\"border-bottom:1px solid #dce6f5;background:#f9fbfe\"><td style=\"padding:14px 24px;font-weight:600;color:#1e2f4d\">Methodology<\/td><td style=\"padding:14px 24px;color:#4a5a75\">Data-driven self-assessment, structured redesign workshops, applied to your own organisation<\/td><\/tr>\n    <tr><td style=\"padding:14px 24px;font-weight:600;color:#1e2f4d\">What's Included<\/td><td style=\"padding:14px 24px;color:#4a5a75\">Participant manual, structured interview templates, review language checklist, promotion audit tool, certificate<\/td><\/tr>\n  <\/table>\n<\/div>\n\n<h2 class=\"ub-section-h\">Common Questions<\/h2>\n<div style=\"margin-bottom:44px\">\n  <div class=\"ub-faq\"><p class=\"ub-faq-q\">Will this course make participants feel personally accused of being biased?<\/p><p class=\"ub-faq-a\">The course is deliberately framed around systems and processes rather than individual moral failure, since everyone holds unconscious bias by default and that framing produces defensiveness rather than change. Facilitators are experienced managing this dynamic carefully.<\/p><\/div>\n  <div class=\"ub-faq\"><p class=\"ub-faq-q\">Can we bring our own actual hiring or promotion data for the session to work with?<\/p><p class=\"ub-faq-a\">Yes, and we strongly recommend it for in-house delivery specifically. Working with real organisational data rather than hypothetical examples is consistently what participants say makes the training land.<\/p><\/div>\n  <div class=\"ub-faq\"><p class=\"ub-faq-q\">Is this course only about gender bias, or does it cover other forms of bias too?<\/p><p class=\"ub-faq-a\">Gender bias is the primary focus given its measurable prevalence in hiring and promotion data, but the frameworks taught, structured decision-making, calibration, bystander skills, apply directly to other forms of bias as well, and this is addressed throughout.<\/p><\/div>\n  <div class=\"ub-faq\"><p class=\"ub-faq-q\">Do participants need to have management or hiring authority to benefit from this course?<\/p><p class=\"ub-faq-a\">No, the bystander and ally skills modules are directly useful for any employee, and understanding how bias operates benefits anyone who works in or influences teams, regardless of formal authority.<\/p><\/div>\n<\/div>\n\n<h2 class=\"ub-section-h\">Related Courses<\/h2>\n<div class=\"ub-related\">\n  <a class=\"ub-rel\" href=\"\/en\/course\/gender-based-violence-prevention-and-response\/\">\u2192 Gender-Based Violence Prevention and Response<\/a>\n  <a class=\"ub-rel\" href=\"\/en\/course\/diversity-equity-and-inclusion-dei-training-course\/\">\u2192 Diversity, Equity and Inclusion Training<\/a>\n  <a class=\"ub-rel\" href=\"\/en\/course\/women-in-leadership-course\/\">\u2192 Women in Leadership<\/a>\n  <a class=\"ub-rel\" href=\"\/en\/course\/employment-law-fundamentals-for-hr-professionals-course\/\">\u2192 Employment Law Fundamentals for HR<\/a>\n<\/div>\n\n<div class=\"ub-cta\">\n  <h3>Awareness Changes What People Say. Structure Changes What They Do.<\/h3>\n  <p>Join HR and people leaders from across the GCC and Africa who've moved beyond bias awareness into genuine, measurable structural change.<\/p>\n  <div style=\"display:flex;flex-wrap:wrap;gap:14px;justify-content:center\">\n    <a href=\"\/en\/register\/?course=Unconscious+Bias+and+Gender+Bias+in+the+Workplace\" style=\"background:#3a5fc4;color:#fff;padding:14px 32px;border-radius:8px;font-weight:700;text-decoration:none;font-size:1rem\">Register Now \u2192<\/a>\n    <a href=\"\/en\/upcoming-courses\/?course=unconscious-bias-and-gender-bias-in-the-workplace\" style=\"background:transparent;color:#fff;border:2px solid rgba(255,255,255,.6);padding:14px 32px;border-radius:8px;font-weight:700;text-decoration:none;font-size:1rem\">View All Dates<\/a>\n    <a href=\"\/en\/contact-us\/?type=inhouse&course=Unconscious+Bias+and+Gender+Bias\" style=\"background:transparent;color:#fff;border:2px solid rgba(255,255,255,.6);padding:14px 32px;border-radius:8px;font-weight:700;text-decoration:none;font-size:1rem\">In-House for My Team<\/a>\n  <\/div>\n<\/div>\n\n<div style=\"background:var(--light);border-radius:var(--r2);padding:20px;text-align:center;color:var(--muted)\">\n            <p>\ud83d\udcc5 No upcoming schedules at the moment.<\/p>\n            <a href=\"https:\/\/matsh.co\/en\/upcoming-courses\/\" class=\"btn btn-o sm\">View All Schedules<\/a>\n        <\/div>","protected":false},"excerpt":{"rendered":"<p>Bias Training That Just Names the Problem Changes Nothing. Your Team Needs to See It in Their Own Decisions. Most unconscious bias training stops at awareness, a slide deck, a definition, a slightly uncomfortable hour, then everyone goes back to hiring, promoting, and assigning work exactly as before. Real change requires seeing bias operate inside&#8230;<\/p>\n","protected":false},"featured_media":0,"template":"","meta":{"_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":""},"course_pillar":[],"course-category":[297],"venue":[],"class_list":["post-9331","course","type-course","status-publish","hentry","course-category-women-empowerment"],"_links":{"self":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course\/9331","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course"}],"about":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/types\/course"}],"wp:attachment":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/media?parent=9331"}],"wp:term":[{"taxonomy":"course_pillar","embeddable":true,"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course_pillar?post=9331"},{"taxonomy":"course-category","embeddable":true,"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course-category?post=9331"},{"taxonomy":"venue","embeddable":true,"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/venue?post=9331"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}