How to know if it’s unconscious bias

Unconscious bias in the workplace (and in life) works in a subtle way that can negatively skew decision-making.  Diversity inclusion training is becoming a common approach to creating a more harmonious workplace, usually done by running a one-off course for staff.   But can this really be successful in removing centuries of unreasonable inequities and bias?   We look at bias in the workplace, and the problems it creates, and explore proactive techniques to adopt more sustainable strategies to level out the playing field.

What is unconscious bias?

Each person brings their subconscious biases to work.  These are deeply ingrained beliefs that span gender, ethnicity, colour, sexual orientation, physical appearance, age, and anything that can make us different.  Inner prejudices tend to be more powerful as they are triggered without our conscious knowledge.

Most of us are well-intentioned and empathetic individuals.  However, our hidden inner prejudices about other people influence every decision, including whom we promote.  Unconscious or implicit bias is a ‘whisper at the back of the mind’.  It impacts peoples lives daily and costs businesses millions of dollars every year in lost opportunities.

According to a 2019 Deloitte report, employees in New Zealand workplaces experienced bias on a daily basis.  This has significant affect on their experience, performance, and morale.

Why is unconscious bias bad for business?

Although unconscious bias exists in the mind, it has a very real damaging effects on the workplace.  It affects your organisation in multiple ways:

• Employees begin to feel isolated and side-lined due to age, gender, race, or even marital status.
• There is increased work absenteeism due to stress related illnesses.
• Work output and efficiency get affected as team dynamics suffer.
• Team members and employees experience resentment, low engagement levels, and dissatisfaction.

Unconscious or implicit bias can make you pass over a more talented employee in favour of someone else just because they share your ideas, characteristics, or beliefs.  Numerous studies support that greater diversity in the workplace can have significant impact on improving organisational performance.  A recent study by Harvard University found that diversity improves engagement and belonging by staff.  It also reduces staff attrition rates and improves overall morale and trust in the companies leadership.

Self-identifying unconscious bias

Asking the following questions will help you become more aware of your prejudices:

• Are you more comfortable dealing with people who look, speak or think like you?
• Do you automatically purse your lips, straighten your back, or tense-up while speaking to someone from a different culture?
• Do you find yourself glancing away or breaking eye contact while interacting with someone who is different from you in appearance?
• As a manager, do you subconsciously allocate more challenging tasks to men over women?
• Does your voice unconsciously become louder, more patronising or disparaging while speaking to specific employees?
• Do you ever find yourself “mansplaining” to some individuals?

Implicit bias training tests help us examine our psyche and understand our beliefs better.  Once you become aware of your own biases, you become more mindful of your tone, body language, and behaviours.

Is it really unconscious bias?

There are several testing tools available online to assess your beliefs and attitudes.  Here is a simple strategy to identify if unconscious bias:

1. Observe and write down the first thought that pops into your mind when you meet or interact with someone. The first thought is the best starting point for analysis.

2. With that first thought in your mind, ask yourself if you would have had the same opinion or presumption if the person belonged to another group.  If so, then chances are you have just exposed a bias.

Types of Unconscious Bias

We often harbour different types of biases.  Below are a few common implicit biases that may be affecting your decisions:

Affinity Bias: This is where we relate more easily to people who share common characteristics. These include ethnicity, colour, race, religion, or culture.

Beauty Bias: People tend to unconsciously favour good-looking candidates, regardless of skills or ability to carry the role well.

Conformity bias: This is where we are drawn to those who agree with us, rather than consider opposing or different views.

Contrast bias: Instead of assessing an employee on their own merit, it is common to compare and contrast their qualities with others and focus on negative aspects.  When this occurs it you can miss other key strengths an individual may bring.

How to identify unconscious bias in the workplace

The presence of bias at work is subtle and can be challenging to identify.  Professionally executed bias tests help reveal diversity, inclusion, and bias problems.   Diversity is key to performance.  If we all think the same way, then we will be missing opportunities! 

Below are some warning signs of unconscious bias in your workplace:

• Women are often placed in supporting rather than leadership roles; women in executive positions are perceived as cold, selfish, and aggressive.
• You assume that married employees will want to avoid out of area work opportunities, or after-hours tasks.
• The name on the resume influences your decision to hire or not.  For example, an Anglo-Saxon name may bias you in favour of the applicant even before reviewing his or her resumé.
• Employees who are perceived as physically attractive enjoy more privilege and are generally treated better than others.

How to tackle it

Once identified, unconscious bias can be addressed.  Accepting that every one of us has implicit biases, and becoming more mindful of your thinking and actions, is the first step.

Set ground rules for yourself and your employees.  Encourage inclusive practices and widen your social circle.  Check in with your peers and staff.  Ask how they feel they are being treated.  Observe interactions between others in your team.  Ensure these are fair, open, and courteous.  Monitor your decisions and consciously eliminate stereotyping of people.

Use external and internal assessments for bias testing to highlight strengths, weakness, and areas for improvement.  

Final thoughts

If our inner prejudices are more powerful because they are triggered without our conscious knowledge, then developing techniques to identify them enables us to reduce their influence.  Being more mindful and honest with ourselves of our own shortcomings is always the key to growth.