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At SMG Swiss Marketplace Group, we believe that diversity is a catalyst for innovation and long-term success. As we embark on our sustainability journey, fostering an inclusive workplace is a priority. A key part of this commitment is ensuring that our leaders are equipped with the right tools to recognize and mitigate unconscious bias: one of the many invisible barriers to equitable decision-making.
Equipping Leaders for Inclusive Decision-Making
At the end of last year, we took an important step in this direction by hosting Unconscious Bias Awareness Training for our leadership team. The session was designed to highlight how unconscious biases can shape decisions across the employee lifecycle – from hiring to team dynamics and career development. By addressing these biases, we empower our leaders to build stronger, more inclusive teams and create an environment where every voice is heard.
The training was internally organised and coordinated by Marie-Valerie Schnyder, our Senior L&D Specialist and facilitated and led by Anna Stando, an expert in diversity and inclusion, who led our leaders through a dynamic, interactive session. The training combined real-world examples, hands-on activities, and practical tools to help attendees not only recognize bias but also take actionable steps to counteract it.
What is Unconscious Bias?
Originally (in neutral sense): any personal preference, attitude, or expectation that unconsciously affects a person’s outlook or behaviour. Now usually (in negative sense): unconscious favouritism towards or prejudice against people of a particular race, gender, or group that influences one’s actions or perceptions
Source: The Oxford English Dictionary
Examples of Unconscious Bias
Unconscious bias can take many forms, subtly influencing decisions and interactions in the workplace. Some common types include:
The tendency to favor individuals who share similar characteristics, backgrounds, or interests with oneself. This can result in preferential treatment of those perceived as part of one’s „in-group.“
he inclination to seek out, interpret, and remember information that confirms one’s pre-existing beliefs, while disregarding or undervaluing evidence that contradicts them.
The propensity to let an overall positive impression of an individual influence one’s judgment about their specific traits or abilities. For example, perceiving an attractive person as more competent.
The tendency to associate certain roles or abilities with a particular gender, leading to stereotypes and potentially discriminatory behavior.
The tendency to have preconceived notions about individuals based on their age, which can result in unfair treatment or assumptions about their capabilities.
Our Key Learnings & Next Steps
The engagement from our leadership team was strong, with 84% of leaders attending the sessions. The feedback was encouraging:
- 60% of participants rated the session as excellent or very good
- Many appreciated the awareness-building approach and practical tools
We also heard constructive feedback on how to make future sessions even more impactful, such as exploring alternative formats and deeper, smaller-group discussions for practical application.
This training was just the beginning. Our goal is to embed inclusive leadership principles at all levels of SMG, ensuring that diversity and inclusion (D&I) are not just values we talk about but actions we take. As we move forward, we will continue to build on this foundation – strengthening our approach to inclusion and integrating it into everything we do.
We are at the beginning of our journey, and we are committed to continuous learning and improvement. Because at SMG, we believe that by challenging our biases, we unlock the full potential of our people – and that is what will drive our success.
