Unconscious bias can lead to discrimination and inequality in our lives and work. Dorcas Barry explains how we can avoid it
Decision-making is part of being human. The choices we make, however small, impact our lives and work every day.
In this hectic world, we can sometimes struggle to digest all the information coming at us at once. To cope with this, our brain naturally takes mental shortcuts to try to process this information more efficiently, sometimes with negative consequences.
Many people are unaware of these shortcuts – also known as unconscious or implicit biases – which can lead us to discriminate against others without even realising it.
Recognising and becoming aware of unconscious bias is essential to minimise its negative potential, and to create more inclusive and diverse environments.
Unconscious bias at work
In the workplace, unconscious bias can contribute to discrimination and unequal treatment in many forms. It can influence hiring and promotional decisions, opportunities and pay. Examples of different types of unconscious bias that can arise at work include:
- Perception bias: Overly simplistic stereotypes of groups of people. “All French people are rude,” for example.
- Anchor bias: The first thing you learn about someone influences all subsequent thoughts about them.
- Affinity bias: Gravitating towards people we perceive as being similar to us.
- Conformity bias: When we think and act in ways that are consistent with the people around us.
In a work environment where unconscious bias is prevalent, employees’ mental wellbeing can be negatively impacted. Unconscious bias can even lead to bullying, discrimination or harassment.
Feelings of alienation and the emotions associated with this have also been shown to lower employee productivity, engagement and satisfaction, increasing absenteeism and turnover.
Stereotypes and societal influence
Stereotypes and the societal influences that create them play a significant role in unconscious bias.
Stereotyping is defined as unconscious bias directed towards a specific social group, often in a negative or disparaging way.
While most people will assume they are not susceptible to biases and stereotypes, we cannot avoid engaging in them. This is down to our cognitive drive to create associations and generalisations.
Stereotypes are deeply ingrained in society and reflect our ability to establish mutually respectful relationships in all areas of life, including at work. Creating the potential to deconstruct preconceived societal models can help more people to flourish at work.
Understanding unconscious bias
Looking at the ways in which our thoughts and behaviours are influenced by unconscious bias requires understanding and awareness of the complex nature of how the brain processes information.
Here are three concepts to help you understand unconscious bias:
- These biases operate without our conscious awareness and can often conflict with our conscious beliefs.
- They are automatic mental shortcuts that influence the decisions we make and the experiences we have.
- Unconscious cognitive biases can manifest in many ways – affinity bias, groupthink or the halo effect, for example. There are over 150 different types of cognitive biases.
Improving self-awareness
Unconscious bias influences our decision-making. At work, this can arise in hiring practices, social relationships and team interactions.
Here are some techniques you can use to help increase your awareness of your own personal biases.
- Accept that everyone has biases and be willing to self-reflect honestly; this is an important first step.
- Take the time to learn about different types of bias and those that you recognise in your own decision-making.
- Question your assumptions, seek out different perspectives and challenge your thought processes about other people.
- Use reminders to change biased-based thoughts and behaviours. This requires constant and deliberate effort, but it is vital for embedding more inclusive behaviours.
Tackling unconscious bias in organisations
Employers and managers can also take steps to tackle unconscious bias and foster an inclusive culture by:
- Promoting diversity and inclusion throughout the organisation;
- Increasing the representation of diverse groups;
- Encouraging open dialogue about issues relating to unconscious biases;
- Encouraging empathy; and
- Auditing processes and procedures to remove any tendencies towards bias.
Promoting inclusivity
Addressing unconscious bias at work creates the opportunity to move towards a more diverse and inclusive workplace.
As we all have biases – because of the way our brain works and our different and varying experiences in life – acceptance of this as a normal human trait is the first step to creating change.
When we overcome biases by challenging them, we are far more likely to prevent them from affecting our decisions both at home and at work.
By acting and implementing strategies to address unconscious bias among their employees to create a more positive culture, organisations also have the power to foster a culture that is more accepting and inclusive of everyone.
Dorcas Barry is People Science Lead at Inclusio