Unconscious bias in the workplace!
Unconscious bias is a form of implicit bias that affects our behaviours, decisions and thoughts. It's the hidden stereotypes we hold about certain groups of people, even though we might not realize it. This can result in discrimination and unfair treatment, which is more common than many think. In this article, we'll explore unconscious bias, how it works and how you can learn to address it in your workplace or organization.
Acknowledge your biases!
· You may be hesitant to accept this, but we all have unconscious biases. The sooner you acknowledge that and are willing to work on changing your behaviour, the sooner you can begin to address them.
· Don't feel ashamed if you make a mistake or get something wrong—that's how we learn! And don't be afraid to ask for help when it comes time to make decisions; sometimes, having an outside perspective helps identify our blind spots.
Learn to identify and question your assumptions.
Assumptions are the foundation of unconscious bias, and they’re based on stereotypes. You may have optimistic assumptions about someone or negative ones—but regardless of their content, they can lead you to make inaccurate predictions about that person.
When you make assumptions about someone based on their gender, race, age, or other characteristics, you make a judgment without knowing it. For instance, a hiring manager might assume that a woman applying for a tech job isn't a good fit because of a stereotype that women are not good at technology. Or that all men are drunk on power. This thinking can lead to incorrect conclusions and have severe consequences regarding decision-making, hiring, and other activities.
It sounds like common sense, but unfortunately, our brains don’t always work well when we confront new situations or people who challenge our existing ideas about what things mean or how they should act in specific contexts. Your job as an employer is not just nurturing talent but also challenging bias by learning how to identify your assumptions (and recognizing them) so that they don't hinder your ability to hire great people—or hold onto them even after those people have proved themselves worthy of promotion or inclusion into more senior roles within the company.
Educate yourself about unconscious biases:
Become aware of your own
Read other people's experiences
Take courses to learn more and to better yourself
Be conscious of your unconscious bias
Please don't feel bad about having unconscious bias because everyone does, whether they are aware of it or not.
It's OK to be human; it’s OK to be a member of a group that has been historically oppressed or privileged.
It's also important not to pretend that you don't have an unconscious bias because it's likely that you do.
Question your inner and outer dialogue when working with others.
Unconscious bias is a real thing. It's when we judge people based on their gender, race, age or other characteristics that we're unaware of.
Do you ever catch yourself making assumptions about the people you work with?
Maybe you assume the person in front of you is less intelligent because they're younger. Or perhaps you think the person in front of you isn't as capable because they're female.
These are unconscious biases, and they're incredibly harmful to our ability to work together effectively. There's no denying that we all have these biases—it's an inherent part of being human—but we can question them and ensure that our actions align with our values and beliefs.
So, next time you decide on a colleague or a client, take a moment to ask yourself: "Is this assumption true? Is there any way this person could be wrong?"
How do you know if you have an unconscious bias? One way is by asking yourself: What are my assumptions about people who look like this? What did they say or do that made me feel this way? Or, why did I react this way to that person?
Avoid using words like "normal" when referring to groups of people with stereotypical characteristics — e.g., women, African Americans or Asians.
Stop and think about what you mean when you realize you’re using these words. If it's appropriate to your meaning, try to find another way to say it without relying on stereotypes. If there is an initial staff hire, do you describe them by their race? “Oh, the newly hired Indian or Black CEO?" If so, ask yourself why? Now compare if the new CEO is white. Would you say the new CEO and drop that they are white? Again, if so, ask yourself why? The same applies to gender orientations.
Pay attention to how you speak in meetings and other situations where there may be disagreement among participants of different backgrounds. Are you more likely to ask questions of white men than people from other groups? Do you interrupt women more often than men? Do you listen more closely when younger people speak up? If so, this could indicate that your unconscious bias is at play.
Broaden your network:
The best way to begin identifying and eliminating unconscious bias is by broadening your perspective on diversity. The more people you talk to, the more likely you encounter someone who doesn't share your cultural background or demographic identity. Once you've had a chance to speak with them, listen closely and ask questions. You may learn something new about yourself—and then be able to apply that knowledge as part of an effort towards eliminating unconscious bias at work.
Unconscious bias can be detrimental in the workplace, but there are ways to address it.
First, it's essential to understand that stereotypes result from indoctrination, and now this has become a part of humanity. Unconscious bias can affect morale at work and make employees feel like they're not treated with respect or equally. Still, we need to recognize and know how it affects our actions and interactions with others.
We all have unconscious biases. The key is to acknowledge them and learn to question them when they interfere with our performance at work or cause us to make decisions that are not based on facts. By educating ourselves about unconscious bias, we can make better decisions as leaders in the workplace.
It’s time to make a change.
