Introduce the concept
Animated visuals and professionally narrated content explain the subject in an accessible format. Learners receive the foundation needed to understand the examples that follow.
Inclusive Workplace Training
Unconscious Bias Training
Help employees make decisions based on evidence
A candidate makes a strong first impression. A manager chooses someone for a development opportunity. A team quickly agrees with its most confident voice.
What information shaped those decisions, and what might have been overlooked?
SucceedLEARN’s Unconscious Bias Training gives employees practical ways to recognise hidden assumptions and examine their judgement. This approximately 30-minute online course combines workplace scenarios, animated explanations and interactive activities to connect bias awareness with decisions people make every day.
Explore how the course can support recruitment, people management and collaboration across your organisation.
900+
Organisations Trained
90%+
Learner Engagement
200000+
Users
15+
Years Compliance Expertise
Trusted by Leading 900+ Organisations
Building safer, compliant, and resilient workplaces worldwide.
View all clientsUnderstanding Unconscious Bias
What is unconscious bias training?
Unconscious bias training helps people recognise automatic assumptions that may influence how they assess others, interpret behaviour and make decisions without conscious awareness.
The SucceedLEARN course introduces common patterns of bias, explains their potential workplace impact and explores practical approaches to questioning them.
Employees learn to look more closely at the information behind an impression. They consider when familiarity, stereotypes or group opinion may be affecting a choice and how alternative perspectives can improve their understanding.
Available as a standalone module, the course forms part of SucceedLEARN’s Inclusive Workplace Training category.
Workplace Example
A workplace decision worth examining
A manager is selecting an employee for a training programme. An experienced, 50-year-old colleague is overlooked because the manager prefers someone described as “young and energetic”.
The decision raises an important question: has the manager assessed each person’s suitability, or allowed age to become a substitute for evidence?
This example, drawn from SucceedLEARN’s existing course description, illustrates how an assumption can shape access to development.
Consider what a more informed decision would require:
- Clear criteria for the training opportunity
- Relevant information about each employee’s skills and goals
- An assessment of readiness that does not rely on age
- A willingness to reconsider the original preference
The course uses workplace examples to help employees recognise these patterns. An interactive identification activity gives learners further practice in distinguishing between different types of bias.
Course Content
What employees explore in the course
Understand the influences behind an impression
Learners begin with the meaning of unconscious bias and its potential effects on workplace decisions and relationships.
The module introduces stereotypes and propinquity, the influence of proximity and familiarity. These concepts help explain why a person or idea may feel more credible simply because it seems familiar.
Employees can then consider whether their response reflects relevant information about the individual or an assumption they have brought to the situation.
Recognise seven common types of bias
The course explains each type through workplace examples:
Affinity bias
Favouring people who seem similar to ourselves.
Halo bias
Allowing one positive quality to dominate an overall judgement.
Confirmation bias
Favouring information that supports an existing belief.
Conformity bias
Allowing group opinion to influence personal judgement.
Gender bias
Making assumptions about someone’s ability or suitability based on gender.
Social comparison bias
Responding negatively to someone perceived as more capable or successful.
Ageism
Making assumptions about capability or potential based on age.
The purpose is to help learners identify the pattern influencing a decision so they can examine it more carefully.
From Awareness to Action
Practise approaches to more objective decisions
The module encourages employees to acknowledge that they can be biased, reflect on their reactions and avoid unsupported assumptions.
Practical approaches include using objective criteria, consulting others, considering another person’s perspective and remaining open to feedback. Learners also consider the value of different perspectives within teams and constructive feedback between colleagues.
These approaches give employees options they can return to when a decision deserves closer attention.
Learning Experience
See how the learning works
The course combines explanation, application and review.
Apply it to workplace situations
Scenarios connect the concepts with decisions involving people and working relationships. A practice activity asks learners to identify the types of bias represented in a series of statements.
This gives employees a specific task: recognise the assumption and connect it with the relevant concept.
Check understanding
Knowledge checks reinforce key points, and a final assessment checks understanding. A completion certificate is available after successful completion and passing the assessment, according to organisational configuration.
During a demo, review the learning activities and ask how the course can be configured for your workforce.
Who It Is For
Who is this training for?
The beginner-level course is suitable for employees across roles and levels of responsibility.
Managers and team leaders
Managers and team leaders can connect the learning with feedback, work allocation and development decisions. The subject is particularly relevant when impressions of confidence, potential or commitment influence how employees are assessed.
HR teams and recruiters
HR teams and recruiters can examine how assumptions affect candidate evaluation, talent discussions and recommendations. The course provides a shared vocabulary for discussing the reasoning behind those judgements.
Employees and customer-facing teams
Employees and customer-facing teams can reflect on communication, first impressions and interactions with colleagues or customers. New starters can use the module as an introduction to the subject.
Senior leaders and cross-functional teams
Senior leaders and cross-functional teams can consider how familiar viewpoints and group agreement influence whose ideas receive attention.
Organisations can select the audience according to the decisions and behaviours they want the learning to support.
Learning Outcomes
What should learners be able to do afterwards?
By the end of the course, learners should be better equipped to:
- Define unconscious bias and describe its potential impact.
- Recognise common types of bias in workplace situations.
- Identify assumptions influencing perceptions of other people.
- Consider whether a judgement is supported by relevant evidence.
- Use practical strategies to question an initial response.
- Seek feedback and perspectives that challenge their thinking.
These outcomes offer a basis for continued discussion. A manager might ask a team to explain its selection criteria before recommending someone for an opportunity, or invite independent views before a group reaches agreement.
Applying the concepts to actual decisions helps connect course completion with everyday practice.
Course Configuration
Fit the course to your organisation
SucceedLEARN offers customisation options including company branding, policies, workplace visuals and scenarios.
Share the situations your employees encounter, whether they involve recruitment, team management or customer interactions. Discuss which adaptations would make the content more relevant and agree the scope before rollout.
For delivery, choose a SCORM package for a compatible organisational LMS or hosted access. Supported formats allow employees to learn on desktop, tablet and mobile devices.
English is the default language. Additional language requirements can be discussed.
Frequently Asked Questions
Frequently asked questions
Find answers to common questions about Unconscious Bias Training, its learning approach and how it can fit within your organisation.
How long does Unconscious Bias Training take?
The course typically takes approximately 30 minutes. Completion time varies with the learner’s pace and participation in activities.
Do learners need previous training?
No. The module introduces the subject at beginner level before exploring workplace examples, common biases and practical strategies.
Can we assign the course to both employees and managers?
Yes. The content is relevant across the workforce. Managers can relate it to people decisions, while employees can apply it to communication and everyday interactions.
Does the course include an assessment and certificate?
Yes. It includes knowledge checks and a final assessment. A certificate is available after successful completion and passing the assessment, according to organisational configuration.
Can the training eliminate unconscious bias?
No course can guarantee the removal of every bias. Training introduces knowledge and practical strategies that organisations can reinforce through consistent decision criteria, feedback and review of workplace practices.
What can we discuss when requesting a demo?
You can review the course’s learning approach and discuss audience suitability, customisation and delivery. Share your employee roles, locations and LMS requirements so the conversation addresses your planned rollout.
Request a Demo
Review the course before planning your rollout
Give your team an opportunity to see how SucceedLEARN turns unconscious bias concepts into workplace learning.
Request a demo to explore the scenarios and activities, consider their relevance to your employees and discuss how the course would fit your training plans.
Help employees look beyond an initial impression and make a more informed choice.