Unconscious biases are all around us. From the company we work in, the people we walk past in public, to the people we choose to surround ourselves with.

Unconscious biases refer to the implicit assumptions, beliefs, attitudes and stereotypes that we have about different groups. These learned mental judgements affect how we perceive and acknowledge people and can often harm employees from historically marginalized backgrounds by creating a hostile or uncomfortable work environment.

Without directly meaning to, these biases can create barriers and discrimination, which can then lead to poor decision-making and often feelings of alienation.

As a result of these impacts, unconscious biases negatively affect our ability to identify and hire the best candidates because it prevents us from accurately seeing the information or the people in front of us.

Unconscious bias is important because identifying it can create a safe work environment that is inclusive and equitable and increases a company's productivity.

This article is all about gaining a deeper understanding of unconscious bias, identifying and overcoming these implicit biases, and identifying the best practices for reducing unconscious bias in the workplace. 

What are Unconscious Biases?

Unconscious Biases are preconceived thoughts and notions we’ve formed about different groups of people or experiences. 

Many biases are formed throughout life and maintained at the subconscious level, typically influenced by societal and parental norms.

Our brain processes information by unconsciously categorizing and organizing it into familiar patterns. Although most of us hate to admit or acknowledge it, we all do it and have been doing it since a young age.

Gender, ethnicity, disability, sexuality, body size, profession etc., all influence our opinions of people and form the basis of our relationship with others and society at large.

Unconscious bias can impact decisions by influencing hiring processes, and workplace relationships, forming a lack of workplace diversity and posing a risk of discriminating against others.

By becoming more aware of our thought processes and decision-making, we can start to identify areas of unconscious bias and limit our sense of judgment when meeting new people. 

The Five Forms of Unconscious Bias

Here are a few of the common types of prejudices that can impact the workplace. Becoming more aware of what these are can help in identifying them.

• Affinity Bias is the tendency to gravitate toward people who share the same interests or who have commonalities with. We tend to approach and appreciate people who remind us of ourselves or someone we know and like.

  For example: If you’re working with an employee who went to the same college or grew up in the same town, you may be more likely to approach or befriend them compared with an employee with whom you don’t share any similarities.
  
  

• Attribution Bias refers to how we assess others and their achievements based on their actions. Attribution bias correlates behaviour to extraneous or even untrue characteristics. This bias causes us to make assumptions about the causes of events or behaviours without necessarily understanding or fully knowing the real story. 

  For example: Imagine you have a coworker that is frequently late to work. With attribution bias, you may assume that they don’t care about their job or have a poor work ethic. In reality, they may have accommodations sorted out with their employers to start at a different time than everyone else.
  
  

• Beauty Bias is one that many won’t admit they have; however, it is common to notice the appearance of others and associate it with their overall persona. Unfortunately, many of us judge others based on their physical appearance.

  This can lead to many different observances, such as seeing a coworker as unprofessional because of their choice of clothing or attributing a negative stereotype to someone because of how they physically look. 

  For example: Did you know that the more conventionally attractive you are, the greater chance of success you will have in the business world? This is due to the majority of people buying into the false narrative of the beauty bias.
  
  

• Confirmation Bias is the idea that people seek out and interpret new information in a way that confirms what they already believe. Often, this causes people to overlook factual information, focus on factors that fit only their view, or reject evidence that contradicts what they already believe. Not only can confirmation bias be harmful to others, but it can also affect your own decision-making on the job.

  For example: a candidate arrives 10 minutes late due to a circumstance outside of their control. Unaware of this, you automatically assume the candidate arrived because they aren’t punctual. As a result, when interviewing them, you focus on information on their resume or on what they say that backs up your preconceived notion. Confirmation bias can cloud our judgment and keep us closed-minded.

• Conformity Bias: Conformity bias is related to peer pressure. It occurs when you allow your views to be swayed by those around you because you’re seeking acceptance from a group.

  For example: conformity bias often occurs in recruitment. If most people feel one way about a candidate, but you feel differently, you may disregard your thoughts and slowly start to align with the group’s opinions and views.

Identifying and Overcoming Unconscious Bias

There are many ways to identify and overcome unconscious biases. Here are a few that may be beneficial for you to acknowledge and think about: 

Consider Your Beliefs

To become aware of your own blind spots, start by taking a step back and paying attention to your thoughts. Consider your beliefs and identify assumptions you currently have. For example, do you believe that colleagues are considered unproductive if they miss a deadline? Do you assume that a colleague is tardy when they arrive late to work two days in a row? It is important to consider your personal thoughts to realize that there is only harm done when judgements are made.

Taking the time to question yourself can make a huge difference to your work ethic and work relationships because you see other colleagues for who they truly are. If you are unsure of what to ask yourself, here are a few meaningful questions that you can reflect on:

• How might my core beliefs limit or influence myself and/or my colleagues? 

• How do I react and respond to colleagues coming from different backgrounds? 

• Do I have stereotypes or assumptions about a particular social group? Where do these stereotypes derive from?

• Do my words and actions actually reflect my intentions?

• Do I put myself in someone else’s shoes, even if I have no previous or current relations to the situations they are dealing with?
  

Hold Other Employees Accountable

When negative and discriminatory behaviors are shown in the workplace due to stereotypes that person may be unaware of, it is important to ensure the offender's accountability and the safety and well-being of the employee(s) affected.

The offender needs to understand that their actions will have consequences and the negative impact they have caused on their colleagues and work environment. HR and management must take these matters seriously; this involves documenting the incident, following the policies and procedures for addressing discrimination, and providing education (like Sensitivity Training) to all employees.

Sometimes, the victim(s) may not choose to share their experiences with other colleagues, and they are not obligated or pressured to do so. Employees always deserve to feel respected, valued, and safe in their work environment.

Figure Out the “Why”

How can you and your colleagues become better individuals? How can your company become more accepting and inclusive? It is your job to acknowledge your own personal unconscious biases. It is also necessary to acknowledge any barriers in the workplace for circumstances to be addressed and acted upon.

Talk with your employers and colleagues about why policies and procedures are put in place and why it is important to reflect and educate ourselves constantly. Encourage open communication and create opportunities for team members to share their thoughts and ideas. The more involvement in fostering an inclusive environment, the more everyone feels welcome and included in the workplace.

Be Patient and Understanding

Although seeing change and progress right away is satisfactory, it does not happen right away. Any effective change in the workplace will take time, but ultimately, this change will be worth it.

Learning about unconscious biases will always be an ongoing effort, and it is important to remember that we all make mistakes and nobody is perfect.

Everyone comes from different backgrounds and experiences, and some may learn or understand their biases faster than others. Always be patient, kind, and understanding to all colleagues in any given situation.

Best Practices for Reducing Bias in the Workplace

Provide Unconscious Bias Training

Unconscious bias, implicit bias or sensitivity trainings are organizational strategies that can help align company-wide initiatives to create a more inclusive workplace while empowering employees to reduce bias in their everyday lives.

Although there’s no way to overcome the biases hardwired into our brains, we can always take steps to mitigate their effects. Offering unconscious bias training will help improve judgements made during the hiring process, annual reviews and everyday workplace encounters. It is crucial to implement a schedule where these trainings occur frequently.

Continued education and training sessions will let your employees know that you value and see the importance of DEI initiatives.  

Encourage Diversity & Inclusion in the Workplace

From increased innovation to greater employee retention rates, it is imperative to focus on welcoming and celebrating the diversity of all kinds in the workplace.

DEI is all about respecting all team members' unique needs, perspectives and potential. Celebrate team members' diverse backgrounds, experiences, and perspectives in a way that they wish to be recognized. 

Consider organizing cultural events, celebrating holidays, or showcasing different cultural traditions. Always remember, when conducting any DEI activity or event, to ensure that participation is optional as not everyone may wish to be involved. 

Implement Anti-Bias Policies and Procedures

Consider the following steps to avoid unconscious biases in the workplace: 

• Assess the demographics of your entire staff at all levels. Consider factors such as gender, race, ethnicity, disability, LGBTQIA+ status, and more to be able to analyze inequities accurately while being mindful of employees’ preferences on which identities they feel comfortable disclosing. 

• Prioritize diverse hiring to identify and reduce potential unconscious biases. This will create a workplace culture of inclusivity and diversity to reflect society. Having diverse staff enables us to meet the needs of people from diverse perspectives and creates an atmosphere that supports positive relationships and new ideas. 

• When creating new policies and procedures, allow collaboration from employees where everyone can have a safe space to share their opinions and ideas. When employees discuss areas in the workplace that they would like to see improve, they feel heard, respected, and valued.

  Collaboration leads to more innovation, efficient processes, increased success, and improved communication. Through listening to and learning from team members, you can help the company set meaningful goals.

Conclusion

Unconscious biases affect everyone, but many colleagues experience a higher risk of mistreatment when those biases turn into discriminatory behaviour.

The sooner we take action to educate ourselves and actively take proactive steps to overcome biases that cause misjudgements, the more diverse and inclusive our companies become.

Discovering and combatting our own unconscious biases is not an easy task, but continued learning and growth are necessary and highly encouraged.