Biases, whether conscious or unconscious, are assumptions or judgments we make about someone or something based on our prior experience, thought patterns, or interpretations. When we talk about conscious bias, it is an active and calculated choice to act in a certain way. We are completely aware of the motivation behind the decision or action at that time. On the other hand, unconscious bias, sometimes called implicit bias, is a decision to think or act in a certain way that is made, as its name implies, unconsciously. The decision is based on influences or evidence from dangerous societal stereotypes that almost always have a negative connotation.
We might think we are immune to these biases, that we don’t possess any, and that they don’t affect us. To prove us wrong and to conduct research on the topic, the team of scientists from Harvard, behind the non-profit organization Project Implicit, created the Implicit Association Test (IAT). The IAT measures our attitudes and beliefs, and you wouldn’t believe how many biases lie in all of us.
Both conscious and unconscious bias pose serious problems, from macro-aggression to unintended harassment. Changing the behavior and values of people acting according to them is extremely important. Combating unconscious bias in the workplace creates a more ethical and respectful workplace, and in that setting, employees feel motivated to come to work, which leads to better performance.
What is Unconscious Bias and How to Recognize It?
Unconscious bias is also known as implicit bias, and it refers to the prejudices and stereotypes that we harbor unconsciously. They can affect our understanding, actions, and decisions without us even realizing it. These biases are typically ingrained in our minds through a variety of factors. They can include our:
· upbringing
· cultural environment
· personal experiences
· societal norms
Our unconscious biases can, and they usually do, influence every aspect of our lives. They are here to affect anything from the social relationships we form to the professional decisions we make. However, they can have serious implications in the workplace, potentially leading to unfair treatment, discrimination, and lack of diversity.
Even when we consider ourselves unbiased, we should be introspective and open to the possibility that we might harbor prejudices.
Self-Awareness
The first step to recognizing unconscious bias is to accept that we all have biases and prejudices, us included. It’s part of being human. Even if this might be challenging, acknowledging it can be a crucial step toward mitigating the effects of these biases.
Education
Knowledge is the second step in recognizing biases. When we learn about the different types of unconscious biases – such as affinity bias, confirmation bias, and attribution bias, it would be easier to understand them. And understanding can help identify when they’re influencing your perceptions and decisions.
Seek Feedback
Sometimes people around you may notice biases that you’re not aware of. You can encourage others to provide feedback on your actions and decisions Constructive feedback can be a valuable tool for uncovering these hidden prejudices.
Reflect on Your Decisions
Take time to reflect on your decisions and actions. Try to be as objective as you can and ask yourself if bias could have influenced them. If the answer is yes, consider what you could do differently next time.
Recognizing and addressing our unconscious biases is the first step in creating a more inclusive and fair workplace where everyone has the opportunity to thrive.
Different types of unconscious bias in the workplace
To be capable of creating a fair and inclusive workplace, we must understand the different types of unconscious biases. These biases, as their name suggests, are usually unconscious, and they can influence our thought and decision-making processes without us even realizing it. They also have a great impact on workplace dynamics, so so it is important to know what they are.
Here are some of the most common types of unconscious biases:
This type of bias is related to peer pressure. It occurs when someone’s views are influenced by those around them. Most of the time, the person being swayed only seeks acceptance from the group.
Conformity bias occurs in the recruitment process most often. If most people think one way about a certain candidate, one who thinks differently will slowly start aligning their views with the group.
Alfred was interviewing for a senior sales role at a multinational engineering company. Immediately after the interview, the panel met to discuss their immediate thoughts and impressions about him. Sheila, one of the interviewers, is Head of Sales. She didn’t like Alfred at all, saying that his answers seemed hesitant and inconsistent. Even though Carl thought Alfred had shown enough competence, motivation, and talent for the position offered, he found himself dismissing Alfred and agreeing with Sheila. The other panel member, Nadia, was reluctant to challenge the other two and agreed. We don’t know if Alfred was a good candidate or not, but he was not evaluated fairly as neither Carl nor Sheila expressed their views openly, deferring to the senior person in the room.
Affinity bias
Affinity bias is one where we have a postive immpression of someone or give advantage to the people who are like us. It leads people to form deeper connections with others who share either real or perceived connections. Going to the same university, having a shared interest in golf or tennis, and having a common background will likely create favorable connections that override other perspectives or evidence.
Attribution bias
Attribution bias is a type of cognitive bias that refers to the mistakes people make when evaluating or trying to find reasons behind their or others’ behavior. Basically, it is adding a motivation or a reason that does or doesn’t exist, such as assuming that they are lazy.
Dima is often late to work. You point out to your colleagues how lazy he is, joking that he must have a busy social life that occasionally allows him to get some work done! You continue to label him as lazy despite his performance, efficiency, and productivity and start to treat him based on the initial misconception. Your opinion impacts how others treat Dima, and in his annual appraisal, he is scored down, with a comment that he lacks motivation and focus on work.
Confirmation Bias in the workplace
Confirmation bias is the ignoring or dismissal of evidence that contradicts what you consider to be true.
People with this type of bias search for evidence that backs up their opinions instead of objectively looking at all the information. People often overlook or discard crucial information and only focus on factors that fit their view, rejecting evidence that contradicts their beliefs.
Confirmation bias is the most challenging bias to overcome as it usually has an emotional or very subjective origin.
Halo and Horns effect
The halo effect is a form of bias where one quality or accomplishment precedes any negative attributes the person may exhibit. For example, the fact that a worker went to an exceptional college may distract from their lack of practical skills.
Horn’s effect is the exact opposite. Rather than acknowledging and focusing on any positive attributes, you acknowledge and focus on a single negative characteristic. This one fact or action colors the person’s other interactions and accomplishments.
Gender Bias
Gender bias is when we form opinions or make decisions based on a person’s gender rather than their abilities or qualifications. In many workplaces, this bias can lead to unfair treatment and missed opportunities.
For instance, imagine a scenario where a management position opens up in a tech company. Despite having equally qualified male and female candidates, with similar skills and job experience, the hiring committee leans towards the male candidate, believing that men are naturally more tech-savvy. This is a clear example of gender bias, where stereotypes override an objective evaluation of skills and qualifications.
Age Bias
Age bias involves making assumptions about a person’s capabilities or preferences based solely on their age. This bias can go from underestimating younger employees to overlooking older ones for new opportunities or promotions.
Consider an example where a young employee, Sarah, suggests a new approach to a project. However, her idea is quickly dismissed by her manager because of her age and perceived lack of experience, despite her idea’s potential benefits. This is age bias, where a person’s age unfairly influences their perceived competence.
Beauty Bias
Beauty bias is when physical attractiveness becomes a deciding factor in professional situations. It might sound uncommon for the workplace, but it actually can lead to preferential treatment for more attractive individuals, even when it’s not relevant to their job performance.
Take the case of John, who lands a client-facing role over his equally qualified colleague, simply because he is considered more conventionally attractive. Despite his colleague’s excellent communication skills and proven track record with clients, John’s good looks tipped the scale in his favor. This scenario is a classic manifestation of beauty bias and it is more common than we might think. For example taller people are more likely to earn higher salaries and hold leadership positions, showing that physical attractiveness can indeed have an undue influence on professional outcomes
Name Bias
Name bias involves making assumptions about a person based on their name. We subconsciously guess people’s ethnicity, socioeconomic status, or national origin by their name. It can significantly impact the recruitment process, as it can lead to unfair judgments about a candidate’s fit for a role just based on their names.
For instance, a hiring manager receives two similar resumes for an open position. However, he leans towards the candidate with a name that sounds more familiar or ‘local’, without any valid reason related to job performance or qualifications. This is bias in the hiring process, an example how bias causes us to use just one piece of information of someone to make assumptions and judgments of their character.
By shedding light on these biases, we can strive to create a more balanced and fair workplace where decisions are based on merit rather than unconscious prejudices. diversity hiring goals to ensure
The danger of bias in the workplace and when hiring
Bias in the workplace is a real thing, and it manifests in many other cases than those highlighted above. For example, a study by the American Psychological Association shows that taller people tend to be more paid, and another one where they concluded that both men and women prefer male employees.
Employee turnover is one of the biggest impacts of biased hiring practices and management. You might end up hiring someone unfit for the position. Or you may pass over excellent candidates for assignments or promotions due to bias.
If a candidate or employee accuses you of biased practices, you could face lawsuits, fines, or court hearings regarding workplace discrimination.
Biased hiring practices also often lead to homogenous workplaces since many biases lead people to group with people who look or act like them, proving the aphorism – we like people like us. Diversity has been shown to improve business outcomes above industry medians in many marketplace areas.
Bias is an unavoidable part of personal and professional life. With that in mind, if you want to create a pleasant workplace, limit or eliminate the impact of bias in your workplace by training and educating managers and employees. A study done by The Behavioral Insights Team shows that it is a challenging job.
What can we do to create more inclusive and diverse workplace?
Unconscious bias is a prevalent issue in many workplaces, often influencing decisions in subtle ways that can have significant impacts. For instance, perception bias can lead us to form a positive impression of someone we know and like, which while natural, can contribute to unfairness in the workplace, particularly in matters like promotions or project assignments. Similarly, this bias can also creep into the recruiting process, causing us to favor candidates who seem familiar or share our interests over potentially more qualified individuals. It’s important to be aware of these biases and their potential effects on our judgment. Unconscious bias training programs can play a crucial role in this regard, helping employees recognize and mitigate their biases. These programs, coupled with efforts to foster an inclusive workplace environment, are key steps toward mitigating the impact of unconscious bias and ensuring fairness and equality in the workplace.
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