Building Inclusive Teams through Unbiased Hiring Frameworks
Designed for Mid-level people managers in fast-growing tech companies tasked with scaling their teams while increasing diversity and minimizing bias. to spark real collaboration and high-energy learning.
A 90-minute hybrid workshop with people managers who are pressured to hire quickly but are frustrated by lack of diverse hires, unclear standards, and the sense that they're 'reinventing the wheel' each time. Some participants have experienced pushback from their teams about the time and effort involved in structured, unbiased hiring.
Bias Busters: What Would You Do?
Flash three short, anonymized hiring scenarios on the screen (e.g., two CVs with similar qualifications, one with a nontraditional background). Ask, 'Which candidate would intrigue you—and why?' Each manager votes anonymously, then sees the group results.
Tap to view the full activity.
Why this works
This leverages curiosity and self-assessment—participants are hooked by immediate, low-stakes choices and discover their own leanings before learning about biases.
Bias Myth-Busting Lightning Round
Present four rapid-fire statements about hiring bias (e.g., 'Structured interviews kill creativity,' 'Diverse teams are less productive'). Have participants hold up a green card for 'True' and red for 'False.' Reveal the evidence immediately after each.
Tap to view the full activity.
Why this works
Exposes and corrects common misconceptions, creating an 'aha!' moment. Publicly airing beliefs helps surface hidden blockers.
Hiring Stories—Low Stakes, High Insight
Invite each manager to privately jot down a one-sentence story of the most unconventional hire they’ve ever made (or wished they could make). Then, ask for a few brave volunteers to share, or collect a few anonymously and read them aloud.
Tap to view the full activity.
Why this works
Builds psychological safety and prompts self-reflection without pressuring participants to offer up personal biases directly.
Unbiased Interview Gauntlet
Break into small groups. Each group role-plays a brief interview using a structured, behavior-based question and rubric. Roles rotate: interviewer, candidate, observer. Wrap up with a high-energy debrief on what felt different versus 'just winging it.'
Tap to view the full activity.
Why this works
Role play energizes and creates 'muscle memory.' Experiencing both sides cements understanding and empathy.
The Talent Dilemma: Who Misses Out?
Present a real, anonymized case: A high-performing team almost passed on their best engineer due to unconscious bias in resume screening. Pose a dilemma: 'What’s the hidden cost of missing out on top talent—and how could your team avoid this?'
Tap to view the full activity.
Why this works
Tethers abstract ideas to real stakes, sparking emotional investment. Creates a sense of urgency and relevance.
Personal Bias Pledge
Guide each manager to write a specific, public commitment on a sticky note or in the chat: one bias interrupting action they’ll take in their next hiring cycle. Invite a few to share aloud, and close with a group affirmation.
Tap to view the full activity.
Why this works
Personalizes learning and prompts accountability—active reflection increases behavior change.
Sign up to unlock 3 more activities
Get the full pack, facilitation flow, and more ready-to-run ideas.