We’ve all been in situations where something felt off — a joke that didn’t land, a decision that didn’t seem fair, a colleague who never quite seemed to get credit. These moments might seem small, but they’re often symptoms of something deeper at play: a lack of inclusion and the presence of unconscious bias.
Inclusivity and unconscious bias are more than corporate buzzwords. They’re the unseen forces that shape how people experience the workplace every single day. And the best part? Once we recognize them, we can change them.
Let’s talk about how businesses — with the help of innovative tools like drama based training — can turn inclusion from a nice-to-have into a real, lived reality.
Why Inclusivity Is Everyone’s Job
Inclusivity doesn’t live in an HR department or on a slide deck in a leadership meeting. It happens in day-to-day conversations, team dynamics, hiring practices, and performance reviews.
It’s not just about making room at the table — it’s about making sure everyone’s voice is heard when they sit down.
When people feel safe to be themselves, they collaborate better, contribute more, and stick around longer. An inclusive workplace isn’t just kinder — it’s smarter.
What Makes Bias So Hard to Spot?
Unconscious bias isn’t something people do on purpose. It lives in the snap judgments, the gut feelings, the assumptions we make without even realizing it. These biases are built over time — influenced by culture, media, upbringing, and social norms.
The problem? They can influence key decisions without us even knowing.
When left unchecked, unconscious bias can lead to:
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Hiring only those who “fit the culture” (aka, look and think the same)
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Unequal distribution of opportunities
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Silencing of underrepresented voices
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Lower morale and higher turnover
That’s why addressing inclusivity and unconscious bias takes more than good intentions. It requires a conscious effort to notice, unlearn, and rewire.
The Power of Lived Experience
Traditional training often throws a lot of facts and data at people. But here’s the truth: knowing something in your head doesn’t always lead to change in behavior.
That’s where the concept of lived experience comes in. People don’t change because they read a policy. They change because they feel something — because they see themselves in a situation and reflect on their actions.
That’s why experiential learning — especially through drama based training — is so effective. It helps people step into the story, not just read about it.
Drama Based Training: Learning You’ll Actually Remember
So what is drama based training, really?
It’s a method of learning that uses live or recorded scenarios to play out real-life workplace situations involving bias, exclusion, or ethical dilemmas. Participants watch, reflect, and then engage directly by offering ideas or even stepping into the scene themselves.
This approach offers:
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Realism – Scenarios are relatable and grounded in everyday work culture.
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Engagement – It’s interactive, not passive.
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Insight – Participants discover their own reactions and assumptions.
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Empathy – It allows people to experience others’ perspectives firsthand.
Steps Drama uses this method to challenge thinking and spark honest conversations — the kind that lead to real, lasting behavior change.
Examples of Bias That Might Be Hiding in Plain Sight
Let’s get specific. Here are a few ways unconscious bias might be showing up in your workplace — even if you think everything’s going smoothly:
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Interruptions: Certain team members are regularly interrupted or talked over in meetings.
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Feedback style: Some people receive vague, personality-based feedback while others get clear, actionable coaching.
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Decision-making: Big decisions are made in informal conversations outside of official meetings.
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Opportunities: Stretch projects and leadership visibility go to the same “go-to” people every time.
These patterns are often invisible to those not affected by them. That’s why learning to recognize them is so crucial.
Building a Culture That Welcomes Growth
Creating a culture of inclusion means creating a space where people feel safe — not just physically, but emotionally and psychologically.
That includes:
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Being okay with difficult conversations
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Valuing lived experiences, even when they challenge the norm
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Encouraging vulnerability and reflection
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Acknowledging that mistakes will happen — and offering grace when they do
It’s not about being perfect. It’s about being committed to learning.
Why Leadership Can’t Sit This One Out
Leaders don’t just set strategy — they set the tone.
If the leadership team doesn’t actively champion inclusivity, then it simply won’t become part of the organization’s culture. Leaders need to:
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Model inclusive behavior
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Admit their own blind spots
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Invite feedback from across the business
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Support learning and accountability
When leaders participate in drama based training alongside their teams, it sends a powerful message: this matters to all of us.
Sustainable Inclusion Requires Structure
Intentions are great, but structure turns intention into action.
Here are a few practical ways to embed inclusivity and unconscious bias awareness into your organization:
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Inclusive hiring processes: Structured interviews, diverse panels, and bias-interrupting checklists
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Ongoing education: Not just one-time training, but regular opportunities to reflect and learn
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Inclusive meetings: Rotating facilitators, enforced “no-interruption” norms, and open agendas
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Promotion transparency: Clear criteria and fair feedback loops
It’s not about adding red tape — it’s about removing hidden barriers.
What Success Actually Looks Like
A truly inclusive workplace won’t be one where everyone agrees all the time — and that’s a good thing. Success looks like:
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More diverse voices in decision-making
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People speaking up when something feels off
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Leaders listening — and changing course when needed
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Team members feeling confident in being their authentic selves
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A sense of shared ownership for making things better
It doesn’t happen overnight, but when people feel safe and valued, the whole business benefits.
Making the First Step Count
If you’re reading this and wondering how to start, here’s the best advice: just start. Start small, but start now.
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Host a team discussion on inclusion.
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Invite an outside facilitator to explore bias in action.
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Try a drama based training session and see what emerges.
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Reflect on one recent decision — who was involved, and who was missing?
Every step toward awareness is a step toward change.
Conclusion: It’s About People, Not Just Policy
Inclusion isn’t a line item in a business strategy — it’s a commitment to people. And addressing inclusivity and unconscious bias is one of the most meaningful ways to live that commitment.
The truth is, everyone wants to belong. Everyone wants to be respected. And everyone wants to know that who they are is enough.
With the help of tools like drama based training, organizations can stop just talking about inclusion and start living it. It’s real. It’s powerful. And it works.
