I need help responding to this discussion board post in 150 words or more.

Unconscious bias and conscious bias continue to seep into the work environment. As managers, it is our job to ensure that every employee is being treated fairly regardless of their race, gender, age, disabilities, sexual orientation, and so on. The first step to eliminate the biases in the workplace is to have an open-door policy. Employees should feel comfortable to speak up if they are being mistreated or if they feel discriminated against. Jon-Mark Sabel (2018) writes that in trying to educate those about unconscious bias, it is less effective if it is mandatory. To his point, it is more effective to give employees, who are interested in making themselves better and removing bias from work, the opportunity to partake in initiatives to grasp what biases look like in the steps of creating a less bias environment. Sabel and Luthans et al (2015), state that mentorship programs are another way to create more inclusivity and provide minorities with more opportunities of feeling represented. As someone who is results-driven, I would also focus on how someone performs. From there, if they are underperforming or exceeding their results, I would like to understand why. An example, if an employee is underperforming at work, it may be because their coworkers are excluding them from projects and leaving them only with the projects that none of the other employees want. Finding opportunities for employees to show their best work is another way managers can start removing the bias, allowing others of the team to see the persons value to the group. When hiring people, removing the clues to their race (like last names) or age (when they graduated college) can remove the bias of hiring people based on anything other than their credentials. Managers should work toward building teams that are filled with people that are equipped for the job to help ensure that there is more representation based on qualifications rather than personal qualities.