1. The Influence of Unconscious Bias in Decision Making (Faculty Search Committees): This course focuses on how unconscious bias can shape each stage of faculty hiring—from defining qualifications to evaluating candidates and making final recommendations.

Participants will:

• Understand how implicit judgments can influence faculty search processes.

• Learn strategies to increase fairness and consistency in evaluations.

• Explore practices that support equitable, inclusive search outcomes aligned with institutional values.

Participants will:

• Build awareness of common forms of unconscious bias and how they appear in decision-making.

• Examine the impact of bias on communication, supervision, and collaboration.

• Practice tools that support more informed, equitable workplace behaviors and choices.

In-Person Training: Mitigating Bias in Supervision, Recruitment, Selection, and more.

Available Facilitators: Jasmine A. Lee, Associate Vice President for Community & Culture/Co-Director of Social Justice Dialogue, Walter Parrish, Assistant Vice Provost for Faculty Affairs, Ciara R. Christian, Co-Director of the Center for Social Justice Dialogue, Sy Simms, Learning and Development Specialist

The division provides a general workshop and tailored training sessions to equip participants with tools to recognize and interrupt unconscious bias throughout the recruitment and selection process, daily interactions, leadership and supervision, and more. Drawing from real-world examples and research, the session highlights how unexamined assumptions about "fit," qualifications, experience, and potential can influence decision-making in recruitment and selection, as well as shape daily supervisory practices, workplace interactions, and overall team dynamics.

During this session, participants will:

• Learn common types of unconscious bias that emerge throughout the employee lifecycle.

• Explore how bias manifests differently in staff versus faculty processes.

• Reflect on personal and systemic patterns of bias.

• Engage in hands-on exercises to strengthen decision-making and minimize bias in interviews and assessments.

• Practice strategies to promote equitable treatment at every stage of the employee life cycle.

• Consider how to embed bias mitigation into search committee norms, policies, and evaluation tools

• Identify key moments where bias can enter the recruitment and selection cycle.

• Apply actionable strategies to reduce bias and support equitable candidate experiences.

• Distinguish between individual and structural bias—and address both in practice.

• Align hiring processes with UMBC's commitments to fairness, diversity, and excellence.

We encourage all campus partners to take advantage of these opportunities to strengthen our shared culture of equity and belonging.

For questions about registering, scheduling, or determining the best session for your role, please visit culture.umbc.edu or contact the Community & Culture team at culture@umbc.edu.

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