Whether we like it or not, we all have the tendency to form unconscious opinions about our colleagues, managers, clients or customers that we deal with. These opinions – or even thoughts – are like social stereotypes that are influenced by our background, our value or belief system and even how old we are. It’s known as unconscious bias. And it can happen regardless of how ‘inclusive’ we think we are as a business, or how open minded we are as individuals, because these thoughts are happening unconsciously. 

Despite much more awareness of equality, diversity and inclusion, unconscious bias in the workplace still prevails. When it isn’t recognised or addressed, it can have a profound impact on your organisation’s culture, individual team performance and reputation of your employer brand. 

The impact of unconscious bias in the workplace

Let’s look at some of the ways that unconscious bias can unintentionally creep in and how it can impact decisions: 

Hiring decisions and making promotions

Biased decision-making can lead to unfair hiring and promotion practices, leading to a less diverse workforce. 

Managers or those responsible for hiring and tend to favour candidates who are similar to them in terms of background, interests, or personality. For example, managers or recruiters can unconsciously favour candidates who may have been to university (particularly if this was their background too). 

When considering promotions within teams, managers can inadvertently promote those who reflect the same communication style, or background as them, while hindering other team members with diverse talents from a much-deserved career progression.

Unconscious Bias: A disruptor to workplace culture

Unconscious bias can erode trust and belonging within teams. When employees feel undervalued or discriminated against, it can lead to decreased job satisfaction and a decline in overall morale. A culture where employees feel they need to conform to fit in, can stifle creativity and cause people to leave because they don’t feel ‘part of your culture.’

Combating unconscious bias in the workplace

While there is no perfect answer to combating unconscious bias, the first step is developing awareness amongst your people so that everyone can work together to counteract the effects. This can be done using the following ways: 

Helping your people recognise their preconceptions

This is not about pulling people up over every decision they make but giving them the opportunity to really consider big decisions that are important to the business, especially around hiring and promotion. Perhaps involving a diverse group of people to make the same decision and allowing sufficient time for consideration. 

Standardise hiring practices

Ensure that fair hiring practices are deployed, such as using inclusive language in your job ads and by avoiding subtle bias. Use tools like Gender Decoder to help you write inclusive job ads. Additionally, keep an eye out for words or duties that could automatically rule out candidates with disabilities. 

Blind hiring can be used in the first stages of the recruitment process by hiding demographic information so that you keep your perceptions open to every possibility. 

Set an objective criteria

Establish clear, objective criteria for evaluating performance, promotions, and compensation. Ensure that these criteria are consistently applied to all employees and involve a collective group of people. 

Challenge our own biases

Look for opportunities to question our assumptions about different groups of people. Step outside your comfort zone and connect with individuals from diverse backgrounds. You might be amazed at what you learn about them—and about yourself.

Apologise when you get it wrong

We can only overcome bias by being honest with ourselves. If you or a team member makes a mistake, an apology can go a long way in restoring trust and positivity within the team.

Inclusive leadership

Support leaders to model inclusive behaviour to set the tone for their teams.  

As your business grows, being aware of your unconscious bias and finding supportive ways to reduce it, can really help to create a work environment where everyone feels valued and empowered to perform at their best, and will ensure your employer brand is one that supports diversity and inclusion. 

If you are facing challenges in your teams relating to unconscious bias, contact us for more information about how we can help.