Why SB 303 Matters Even If You’re Not in California
With California continuing to lead the way on workplace regulation, the new law SB 303 gives employers clearer direction on what “good” looks like. Here’s what SB 303 means in practice, and how it raises the bar for bias-mitigation training.
California Senate Bill 303 (SB 303), which takes effect on January 1, 2026, clarifies that employees who acknowledge personal bias during legally compliant training are not engaging in unlawful discrimination. It also affirms that bias mitigation training itself does not constitute discrimination and is encouraged as a practice that supports healthier, more equitable workplace cultures.
SB 303 is a short statute, but its impact is significant. It removes confusion and fear around discussing bias, which has often led organizations to avoid the topic. The law makes clear that exploring bias is not only permissible but beneficial for creating inclusive and respectful workplaces.
In the sections below, we’ll break down what SB 303 says, what “bias mitigation training” means under the statute, and why this clarification matters for workplace culture and practical training decisions. Our legal and compliance experts are closely tracking how this statute will be interpreted in practice, and we’re committed to keeping employers informed as new guidance emerges.
What SB 303 Says in Plain Language
SB 303 does two specific things.
First, it clarifies that an employee’s good faith admission or acknowledgment of personal bias, when solicited or required as part of bias mitigation training, does not constitute unlawful discrimination.
Second, it states that the Legislature’s intent is to encourage employers to conduct bias mitigation training and to affirm that conducting this training does not, by itself, constitute discrimination.
Together, these provisions are designed to remove uncertainty and allow bias mitigation training to be delivered in a legally supported way.
SB 303 also includes a definition of “bias mitigation training,” which helps clarify what the law is referring to and what this kind of training is intended to accomplish.
What Counts as Bias Mitigation Training
SB 303 defines “bias mitigation training” as training, education, or activities provided by an employer to help employees understand, recognize, or acknowledge the influence of conscious and unconscious thought processes and their impacts. It also emphasizes that the training should include specific strategies to mitigate the impact of employees’ personal biases.
In practical terms, this can include scenario-based learning, reflection exercises, and guided discussion that helps employees recognize how bias can show up in workplace decisions and daily interactions. The goal is not to shame employees for having bias. The goal is to build awareness and equip people with tools to reduce bias-driven outcomes in communication, collaboration, and decision-making.
Official bill language is available here.
How Unconscious Bias Training Strengthens Workplace Culture
Unconscious bias training is valuable because it helps employees recognize patterns that are often invisible. It gives teams shared language for noticing how assumptions show up in everyday decisions, and it builds the skills to pause and choose more intentional responses. Over time, that supports more respectful interactions, better collaboration, and higher psychological safety.
When organizations invest in bias mitigation work that strengthens psychological safety, they often see clearer benefits in speaking up and participation.
Ethics & Compliance Initiative research shows that reporting of observed misconduct can rise from 33 percent to 84 percent when six core ethics and compliance program elements are in place, which reinforces how much culture and trust shape whether employees raise concerns.
Gallup also reports that only 3 in 10 employees strongly agree that their opinions count at work, a gap that bias-aware, psychologically safe workplaces are designed to close.
Why SB 303 Matters for Every Organization
Although SB 303 applies to California employers, its message reflects a national shift. Organizations across the country are investing in bias mitigation and unconscious bias training because these programs strengthen culture, improve psychological safety, and support equity in opportunities and decision-making.
Bias mitigation training helps employees slow down automatic responses and consider the broader impact of their words and actions. It also helps organizations address patterns that can influence hiring, promotions, performance evaluations, and interpersonal interactions.
These benefits extend far beyond compliance and contribute to healthier, more productive cultures. powerful advantage: a culture that learns faster, innovates smarter, and adapts more effectively to change.
What HR Leaders Should Pay Attention To
SB 303 signals that learning environments must be both safe and effective. Employees must be able to acknowledge bias or ask questions without fear. When people feel safe to explore bias, they build stronger interpersonal awareness and greater cultural competence.
For HR leaders, SB 303 does not create a new training mandate, but it does clarify that bias mitigation training may solicit employees’ good faith acknowledgment of bias. That makes training design especially important. Programs should be credible, legally sound, and psychologically safe so employees can engage honestly and employers can demonstrate the training is being used for education and mitigation, not blame or coercion.
What This Means as You Prepare for 2026
SB 303 gives California employers’ permission to discuss bias in a thoughtful, intentional way. It removes perceived legal risks and reinforces the importance of bias mitigation training as a cultural and operational practice. This law allows organizations to build healthier learning environments where people can acknowledge growth areas without fear.
It also gives HR leaders time to evaluate their current training programs and prepare for conversations about bias in the year ahead. Reviewing materials for clarity, legal soundness, and cultural relevance will be important. Leaders can also begin identifying ways to integrate bias mitigation practices into everyday communication and leadership behaviors.
Where SHIFT HR Compliance Training Fits In
SHIFT HR Compliance Training is the only HR compliance training company founded and run by employment law attorneys. Our unconscious bias courses are built on legal expertise and grounded in real workplace scenarios. We support organizations seeking culturally healthy workplaces that meet legal expectations while helping people connect, communicate, and collaborate with confidence.
If you would like guidance on preparing for SB 303 or strengthening your bias mitigation initiatives, our compliance attorneys and training experts are here to help you build a workplace where people and business thrive.
Frequently Asked Questions About SB 303
What is SB 303?
SB 303 is a California law effective January 1, 2026 that clarifies that acknowledging personal bias during training is not unlawful discrimination. It also affirms that providing bias mitigation training does not constitute discrimination.
Does SB 303 require new training?
No. The law does not mandate additional training. It clarifies legal protections for employers who choose to provide bias mitigation programs.
What is bias mitigation training?
It is training designed to help employees understand how conscious and unconscious biases influence decision-making, communication, and behavior. It also teaches strategies to reduce the impact of personal bias.
Does SB 303 only apply in California?
The law applies to California employers, but the concepts are relevant for any organization focused on inclusion and workplace culture.
Why does SB 303 matter for workplace culture?
SB 303 matters for workplace culture because it reinforces that honest reflection about bias can be part of a healthy workplace, not a legal liability. By protecting good faith acknowledgments made during bias mitigation training, the law supports learning environments where employees can speak openly, build awareness, and apply practical strategies to reduce bias in day-to-day decisions. That openness strengthens trust and helps create more inclusive, respectful cultures.
Summary
This article explains what California’s SB 303 means for organizations and why bias mitigation training is both safe and beneficial.
• It clarifies the two parts of the law and what it protects.
• It explains what bias mitigation training includes and how it supports culture.
• It highlights why acknowledgment of bias is not discrimination and why honest reflection matters.
• It discusses cultural benefits such as trust, clarity, and psychological safety.
• It reinforces SHIFT HR Compliance Training’s role as the trusted legal authority in HR compliance training.
