We’ve all heard the buzz around inclusion and bias, but how often do we pause to reflect on what that really means? It’s easy to assume we’re being fair, open-minded, and supportive — but unconscious habits can tell a different story.
When we talk about inclusivity and unconscious bias, we’re digging into something deeper than surface-level diversity checklists. We’re talking about how people feel in the workplace, and how invisible biases can affect decisions, opportunities, and culture.
Let’s break it down in real-world terms — and talk about how companies like Steps Drama are using innovative tools like drama based training to bring meaningful change.
What Does Inclusivity Actually Mean?
Inclusivity is more than just “being nice” or “tolerating differences.” It’s about creating a space where everyone feels welcome to contribute fully — no matter who they are, where they’re from, or what they believe.
An inclusive workplace encourages people to bring their full selves to work. It listens to different voices, celebrates individuality, and ensures everyone has equal access to opportunities.
That doesn’t just feel good — it drives better performance, creativity, and collaboration across the board.
Unconscious Bias: It’s Not Always Obvious
Unconscious bias is the kind of bias that operates quietly in the background. It’s shaped by our upbringing, culture, media, and experiences — and it often goes unnoticed. These biases can influence:
Who gets hired
Who gets promoted
Who is included in key conversations
How feedback is delivered
Here’s the tricky part: even the most well-meaning people can have unconscious bias. It's not about being a bad person. It’s about being human — and taking responsibility for how we behave, even when we don’t mean harm.
How Bias Impacts Workplace Culture
You might think your workplace is inclusive because everyone gets along. But dig deeper and you’ll often find hidden patterns:
The same voices always dominate meetings.
Promotions tend to favor a specific demographic.
People feel like they need to “code-switch” to fit in.
Microaggressions go unaddressed.
These are signs that inclusivity might not be fully embedded in the culture — and that unconscious bias is quietly shaping the way things work.
Creating Awareness Without Blame
The moment you bring up bias, some people get defensive. “I’m not racist,” “I treat everyone the same,” or “This doesn’t apply to me.”
But awareness isn’t about blame — it’s about reflection. Recognizing your own bias is the first step toward building more inclusive habits. It allows you to slow down, ask better questions, and make decisions with empathy.
That’s what makes learning about inclusivity and unconscious bias so powerful — it’s a personal and professional growth journey rolled into one.
Drama Based Training: Turning Learning Into Experience
Let’s be real: reading a company policy or sitting through a slideshow won’t spark change. People need to experience something to truly understand it.
That’s why drama based training is such a game-changer.
Instead of simply talking about bias, this method uses live scenarios and interactive storytelling to show how bias plays out in real time. Participants watch characters interact in realistic workplace settings, then get to reflect, discuss, and even step into the action to try different approaches.
This style of learning is:
Engaging – it captures attention in a way slides never could.
Emotional – it helps people feel the impact of their actions.
Memorable – the lessons stay with you long after the session ends.
Why Steps Drama’s Approach Works
Steps Drama doesn’t just talk about inclusion — they bring it to life.
Their sessions are grounded in real workplace challenges and built around scenarios that reflect everyday issues people face. By using skilled actor-facilitators and interactive formats, they create a safe environment for honest dialogue, personal insight, and behavioral change.
This makes the abstract concept of bias suddenly very real — and very actionable.
Recognizing the Different Types of Bias
To address bias, you first have to spot it. Here are a few common types:
Affinity Bias: Preferring people who are similar to you
Confirmation Bias: Focusing only on information that supports your existing beliefs
Gender Bias: Treating people differently based on gender expectations
Ageism: Assuming someone's abilities based on their age
Halo Effect: Letting one positive trait influence your overall opinion
The more we learn to name these biases, the more we can check ourselves and make better, more inclusive choices.
Inclusivity Starts at the Top — But Involves Everyone
Leadership sets the tone. If your leaders aren’t modeling inclusive behavior, change won’t stick. But inclusion isn’t just an HR initiative or a leadership box to tick — it’s a collective responsibility.
Everyone, from intern to CEO, plays a part in shaping the culture. It’s in the small moments: inviting someone into a conversation, questioning your assumptions, being open to feedback, or standing up against exclusion.
When inclusion becomes part of daily habits, real transformation begins.
The Long Game: Making Inclusion Sustainable
One-off training sessions might raise awareness, but real change takes ongoing effort. Here’s what that can look like:
Regular check-ins on how inclusive the culture feels
Safe spaces for feedback and sharing experiences
Inclusive hiring practices and promotion structures
Accountability metrics tied to inclusive behaviors
Continuous learning through storytelling, workshops, and more
By making inclusion a constant conversation — not a yearly event — you build trust and momentum.
The ROI of Doing the Work
Inclusion isn’t just the right thing to do — it’s also smart business. Companies that focus on inclusivity and unconscious bias see real returns:
Higher employee engagement and satisfaction
Greater innovation from diverse perspectives
Improved reputation and brand loyalty
Better decision-making at every level
When people feel safe and valued, they show up fully. And when that happens, teams thrive.
Small Actions, Big Impact
If you’re wondering where to start, try this:
Pause before making quick judgments.
Seek out voices that are underrepresented in your meetings.
Reflect on whose opinions you naturally trust — and why.
Ask for honest feedback on how inclusive your behavior feels.
Share what you’re learning with your team.
It’s not about perfection. It’s about progress. Every inclusive action — no matter how small — chips away at bias and builds something better.
Conclusion: Make It Real, Make It Human
At the end of the day, inclusion isn’t about buzzwords or slogans. It’s about how people feel when they walk into work. Do they feel safe? Do they feel respected? Do they feel like they matter?
That’s what inclusivity and unconscious bias is really about. And with powerful, experiential tools like drama based training, we can stop talking about inclusion and start practicing it — together.
Ready to bring it to life in your organization? Steps Drama is here to help. Because lasting change doesn’t come from lectures — it comes from experience, reflection, and human connection.
