‘MAPID’ stands for:
Mainstreaming (about our organisation)
Action on our unconscious bias (about individuals; customers, communities and employees)
Processes that work (about reviewing why we do and what impact is has for our customers) to achieve
Inclusion and Diversity
Taking action on our conscious and unconscious bias as a key focus and driver, MAPID offers an approach aligned with the wider council strategy. This includes the vision and ambition 'Aspiring People: Improving health and wellbeing'.
MAPID as an approach is:
- simple in design to make it easier to identify the gaps to inclusion (and action required)
- designed to engage
- organisation and customer need focused and prioritised
Our MAPID approach contributes to:
- informed and evidenced decision-making;
- organisational development priorities;
- workforce planning; management and processes e.g. recruitment, employee development (to better understand and meet needs of our diverse communities) and commissioning; meeting customer needs and understand and anticipating emerging needs;
- improved organisational ‘processes’ to better serve our customers.
Through our approach and the publication our reviewed equality objectives, we are able to evidence how we are meeting our specific duties under the Equality Act 2010 and other statutory requirement.
Additional information unconscious bias
Unconscious biases are also known as:
- subconscious biases
- hidden biases
- motivated reasoning
- implicit biases
They are pieces of knowledge about social groups. These are stored in our brain because we encounter them so frequently in our cultural environment. Once lodged in our minds, unconscious bias can influence our behaviour toward members of particular social groups, but we remain oblivious to them. (Adapted from Blind Spot M Banaji and A Greenwald).
“It is our natural biases that get in the way of our diversity goals and interventions and which consistently thwart even the most robust strategies” (Binna Kandola)
Unconscious bias has implications in both an employment and a customer service context.
The Value of Difference by Pearn Kandola contains useful research and an exploration of causes and impact of unconscious bias.
Love has no labels provides useful information and resources about bias.
The Project Implicit’s Hidden Bias Test provides an assessment of an individual’s bias.