9/21/2021 Project Scope Statement

Student Name
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Table of Contents
1. Introduction.......................................................................................................................... 2
1.1 What is unconscious bias training?...................................................................................2
1.2 The aim of training.......................................................................................................... 2
2. Project Scope........................................................................................................................ 2
2.1 Requirement Traceability Matrix.....................................................................................3
3. Project Scope Statement........................................................................................................4
3.1 Project Outcome..............................................................................................................4
3.2 Project Deliverables......................................................................................................... 4
3.2.1 Changing Mindsets........................................................................................................4
3.2.2 Hiring and Development................................................................................................4
3.2.3 Systems......................................................................................................................... 4
3.3 Considerations................................................................................................................. 5
3.4 Work Breakdown Structure.............................................................................................5
4. Implementation of the work Breakdown structure.................................................................8
5. Gantt Chart.......................................................................................................................... 8

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1. Introduction

1.1 What is unconscious bias training?

Unconscious bias training (UBT) in the workplace is a phrase that refers to a session,
programme, or intervention in which participants learn about unconscious prejudice with the
goal of decreasing the detrimental impact of bias on organizational practice and individual
behavior. UBT trains employees about the detrimental impact of prejudices on individuals with
protected characteristics, such as women and ethnic minorities, in general, but not solely. It is
commonly agreed that raising awareness of people's (unconscious) prejudices is the first step in
addressing their expression. (Lee, 2017; Devine et al., 2012).

1.2 The aim of training

The training can take many forms, but all programmes seek to minimize people's prejudiced
attitudes and behaviors in the workplace, such as when interacting with customers or coworkers
or while making hiring and promotion choices. In this article, the term bias refers to variations in
how people are seen and treated as a result of group traits, such as gender, skin color, or
ethnicity, rather than individual attributes.

Bias can be beneficial (providing favor or privilege) or negative (discriminatory or otherwise

creating disadvantage) for certain people, and it can impact interpersonal relationships or be
represented via policies and practices that effect one group differently than others.

2. Project Scope
The training agent understands that mutual respect is the foundation for accepting differences in
people and their backgrounds. We want to establish a workplace culture in which everyone is
aware of their unconscious biases, where mutual understanding and communication are
enhanced, and where creativity is easy to come up with. We performed executive trials and
pushed out unconscious bias training company-wide as one way to attain this goal. Executives
and staff are adopting e-learning as part of their training beginning of October 2021. The entire
procedure must be finished in three weeks.

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2.1 Requirement Traceability Matrix

Requirement Project Objective Deliverable

Having reasonable Create a complete diversity Executives in charge of

expectations for what training
can do on its own
and inclusion plan that strategic planning efforts in
includes training as one of the organization
the elements. Determine
which objectives necessitate
different approaches.

Choosing the right programme Individualize training to meet
objectives the goals of individuals,
groups, and the organization.
Concentrate on raising bias
awareness and altering
behavior.
The aim is chosen by the
organization's executives, and
the training is tailored
accordingly by the facilitator.

Choosing how to deal with Discomfort is a vital part of Training agent

attendance dissatisfaction learning how to communicate
across divides, so don't allow
it stop your company from
investing in training.

Reducing the negative Teach participants specific Training agent

consequences of addressing techniques for dealing with
prejudice bias, but don't go overboard:
Just two or three are
highlighted.

Impact demonstration Develop and carry out a Executives in charge of the

strategy for assessing the company and a training agent
effectiveness of training.

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3. Project Scope Statement

3.1 Project Outcome

The goal of a training agent is to provide effective UB training that provides individuals with real
tools for changing their behavior. It enables individuals to better comprehend the perspectives of
others and to feel more driven to be inclusive.

3.2 Project Deliverables

Regardless of handicap, sex, or ethnicity, we draw from a broad set of values, vocations, and
skills. Furthermore, training agents are pushing different essential measures from the viewpoints
of altering people's attitudes, recruiting, development, and other systems in order to ensure that
every employee may prosper at the Company.

3.2.1 Changing Mindsets

Increasing D&I awareness (Unconscious bias training) among chief executives, officers in
management roles, and employers via training agents.

3.2.2 Hiring and Development

In his whole training in the job, the training agent ensures that notion of hiring THE
UPCOMING BREAKTHROUGH External employees are hired (executives, career recruitment,
etc.), Competency development Innovation that is open to everybody, Employees in their early
and mid-career stages are chosen (career challenge), Selected staff can get training. Loaned
employees, work abroad, and international training programmes International and domestic
exchange programmes, for example.

3.2.3 Systems
The training agent is in charge of developing systems for supporting various workers' activities,
such as expanding teleworking and work-from-home, approving side businesses, and conducting
successful ability assessments.

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3.3 Considerations
 Targeting all employees and establishing as ongoing initiatives
 Self-awareness of unconscious bias
 Established listening culture and 
 Change in actions.

3.4 Work Breakdown Structure

We want to create a workplace culture in which everyone is aware of their unconscious biases,
where mutual understanding and communication are improved, and where innovation is easy to
come up with. We performed executive trials and pushed out unconscious bias training
company-wide as one way to attain this goal. Executives and staff are adopting e-learning as part
of their training beginning of October 2021.

Unconscious
Unconscious bias
bias
Training
Training

Unconscious bias
Unconscious bias Measure
Measure based
based on
on step
step 11
E- Learning
E- Learning Interactive
Interactive workshops
workshops lecture & step 2

Foundational Lectures delivered to

Lectures delivered to
Foundational Dialogue
Dialogue meetings
meetings for
for mainly
mainly officers,
officers, E- Learning and
understanding of
understanding of better understanding of
executive officers and
executive officers and
unconscious bias
unconscious bias UBT
UBT unconscious
unconscious bias
bias
managers
dialogues
dialogues and
and lectures
lectures for
for
managers collectively
managers collectively

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Step 01:
1. E-Learning
Step 1 of unconscious bias training is e-learning. The goal is for executives and employees to: 
1. Understand unconscious bias and 
2. Recognize their own unconscious biases.
The training helped promote a better understanding of unconscious bias, and the attendance rate
exceeded 90%.

Objective To develop a foundational understanding of unconscious

bias

Duration 04 Oct 2021 to 11 Oct 2021

Scope Executive officers and employees

Attendees All the employees within the workplace

Expected outcomes Expected responses from respondents: 

 I was able to recognize that unconscious bias
has a significant impact on my daily decision-
making.
 In retrospect, I see that I make judgments
unconsciously.
 I realized the significance of recognizing
unconscious biases.

2. Interactive Workshops (Unconscious Bias Dialogues)

We encourage conducting dialogues with diverse sorts of participants to accomplish new insights
via self-reflection and then utilize that new knowledge to modify behavior once they learn about
their own unconscious prejudices through Step 1 (Part 1) e-learning.
After conducting trials with relevant executives and concerned workers, this workshop
programme was produced with original material. Furthermore, we performed extensive
facilitator training with the goal of guaranteeing extremely productive discussion.

Objectives Through dialogues, gain a better understanding of the

negative effects of unconscious bias in the workplace and use
that knowledge to reshape behavior.

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 Duration 04 Oct 2021 to 11 Oct 2021

Scope ● Executive officers, general managers, and HR

managers (required for senior personnel who execute
D&I procedures in the company)
● Other employees that choose to take part (executive
officers and managers)

Workshop details A training agent will hold a workshop at the workplace for the
aim of training.

Expected outcomes Expected responses from respondents:

 Through conversations with many participants, I
discovered that I had unconscious prejudice that I was
unaware of.
 I had the impression that the dialogue-based training
had an impact on my real conduct.
 I realized that "my common knowledge is somebody
else's unusual knowledge," and I'll keep having
conversations with different types of individuals
because I value each person's uniqueness and want to
improve the workplace environment with everyone
around me.

Step 02:
1. Unconscious Bias Lecture
As part of Step 2 of our unconscious bias training, we held a lecture by an expert followed by a
panel discussion with mostly Company officers.
In the follow-up survey, almost 98 percent of participants expressed satisfaction with their
participation in the programme, and numerous remarks backed up the course's efficacy.

Objectives To raise awareness of the influence of unconscious prejudice

on organizational management and the necessity of diversity
and inclusion in management, and to use that knowledge to
enhance corporate culture.

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 Date 12 Oct 2021 to 19 Oct 2021

Scope Mainly officers, executive officers, and managers

Participation 650 people (managers, executive officers: 372; employees in

charge: 278)

Step 03:
Measures based on Step 1 (e-learning, unconscious bias dialogues) and Step 2 (e-learning,
unconscious bias dialogues) are being considered (lectures for managers).
We will continue to take steps to improve workplace communication and build a corporate
culture that fosters creativity in the future, such as conducting lectures and extending
unconscious bias conversations, and rolling them out across our Group companies.

4. Implementation of the work Breakdown structure

Step 1 Step 2 Step 3 Step 4 Step 5

O4 Oct 2021 04 Oct 2021 12 Oct 2021 20 Oct 2021 22 Oct 2021
to To To To To
11 Oct 2021 11 Oct 2021 19 Oct 2021 21 Oct 2021 25 Oct 2021

E-Learning Dialogue Trainings Reported to E-Learning Etc

meetings executive
officers and
employees

5. Gantt Chart

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 Task5( E-Learning etc)

Task 4(Reported to Exactive Officers and Employees

Task 3(Training)

Task 2(Dialogue workshop)

Task 1(E- Learning)

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