Unmasking Unconscious Bias
Halloween is a time when we celebrate the thrill of the unknown, whether it’s ghostly figures or the suspense of a scary movie. But while we focus on these external frights, other “ghosts” haunt us—the kind that we don’t even realize we have: our unconscious bias.
Just like a costume or a mask you would wear to a Halloween party, our biases often hide in plain sight. They influence our decisions and perceptions before we can rationalize the truth. And Halloween, for all its fun, can cause these hidden biases to emerge in subtle ways: through the costumes we choose, the horror stories we tell, and the activities we enjoy.
While Halloween may be a night of fun and mischief, it also offers an opportunity for reflection and meaningful change.
In this blog, we’ll explore:
What is Unconscious Bias?
Unconscious bias describes the split-second assumptions, beliefs, and judgements we perceive subconsciously about groups of people or individuals. But that does not necessarily mean they’re bad. In fact, biases are a protective measure and an inherent part of our survival. From the time we are consciously aware of the differences between others and ourselves, we begin sorting them into a variety of categories.
For example:
➡️ People who like dogs vs. people who like cats
➡️ Older people and younger people
➡️ Women and men
These can serve as a way to protect us from people we don’t know, especially when we have little agency or experience. However, as we get older and learn to take care of ourselves, it can be beneficial to challenge and release these biases, distinguishing people on an individualistic level.
What is a Stereotype?
A stereotype differs from unconscious bias in that it tends to be a generalization about a group of people based on shared assumptions or characteristics. This can sound like: “Everyone who is part of X Group is dishonest/smart/athletic/lazy”.
Over time our biases can develop into stereotypes. While unconscious biases are not something we are aware of, stereotypes are. When we stereotype others, we are intentionally ascribing biases to people.
Stereotypes are reinforced by society, our families, our friends, our government, and more.
How do Stereotypes and Biases Hurt Others?
When left unchecked, stereotypes and biases can begin to take an active or extreme role in our perception of others. Soon, these thoughts become prejudices, and these can lead to discriminatory practices.
Exploring Our Biases
Halloween is all about masks—both literally and figuratively, some playful and some frightening, but all designed with the same idea: to hide what’s underneath.
In much the same way, our biases form metaphorical masks that not only distort how we interact and perceive others, but obscure the experiences of others from us. These biases are shaped in a number of ways.
For example:
As early as preschool we may see girls encouraged to play indoors with dolls while boys are sent outside to play sports. These activities reinforce gender roles, teaching girls to be nurturing and accommodating, while boys are steered towards more physical and assertive activities. Limiting experiences prevents children from fully exploring aspects of their identity and development, and begins to contribute to a lifetime of ingrained biases that shape how we view ourselves and social categories.
Speaking of Halloween, need inclusive costume ideas? Check out this blog.
As we continue to move through life, we continue to receive messaging that influences how we view the identities and cultures of other people. These messages obscure the individual beneath the assumptions we make, and disallow us from seeing people as they are.
The challenge is that, unlike Halloween masks, our biases are invisible, especially when they are taught to us by the environment we grew up in.
For example:
A hiring team may not want to hire people based on an aspect of their appearance—for instance, visible tattoos. Not only does this lack inclusivity, but it comes from the assumption that having a tattoo equates to a specific type of person, and that person is not welcome.
These “masks” of bias make it difficult for us to be objective in scenarios like the one above. They lead us to treat others in a way that does not actually align with our values.
But to truly unmask our biases, we must engage in self-reflection. And this can be uncomfortable. By reflecting, we are inviting ourselves to critique the way we have viewed and treated others, which can result in difficult and painful realizations.
However, not only does self-reflection help guide teams towards inclusivity, but it pushes us towards growth. In fact, research shows that reflecting on experiences is beneficial to learning and bettering ourselves. It gives our brains the opportunity to untangle our experiences, sorting through interactions with newfound empathy and the goal to create change.
How Bias Haunts Us
Our past experiences are similar to ghosts: they linger in our minds, influencing how we navigate and analyze the present. These “ghosts” craft narratives we’ve absorbed from our families, our communities, and the media we consume. And like any good ghost, it leaves a mark on us that quietly guides our perception.
This may include:
👉 Decisions on who fits in and who doesn’t
👉 Snap judgements
👉 Narratives on specific groups of people or individuals
If our brains are the empty rooms of a haunted house, the ghosts are every experience, every interaction, and every teaching that lives within it, flickering in and out of our vision. 👻👀
We may not be able to see our views or decisions for what they are because they come so naturally. However, when we begin to reflect and acknowledge their presence, we make them visible, and can separate outdated assumptions from our present.
The Shadow of Bias in the Workplace
With over 150 cognitive biases, it’s nearly impossible to avoid them all. And whether we realize it or not, bias hovers over the various aspects of our life, even our workplace. This can cause significant consequences for employees, with biases influencing who is hired, promoted, heard in meetings, or trusted to make decisions. Some of the most prominent biases we can reflect upon include:
Affinity Bias:
This describes our tendency to favor people who remind us of ourselves. For example, a manager might unconsciously decide to offer opportunities to people who share similar interests or backgrounds.
Proximity Bias:
Our tendency to feel positively towards people we are physically close to. As many workplaces have moved between in-person, hybrid, and remote work, team members can feel more isolated, unheard, or disconnected.
The Halo Effect:
This occurs when our positive impression of someone is influenced by a single characteristic. For example, if Alex is good at balancing budgets, we might assume they can also perform well in other tasks, like managing clients or leading a team.
To help mitigate these biases, employees can engage in implicit bias training. By engaging in training focused on reflecting upon bias and building towards a diverse, inclusive workplace, employees can reflect on their biases together in a safe space. Additionally, implicit bias training can help your team develop strategies that prevent biases from getting in the way of important decisions at work.
This can be through diverse hiring practices, conducting a workplace audit, or adapting your mission statement to reflect your values.
Turning Fear into Growth
Fear can be paralyzing, but it can also be a catalyst for growth and change. The fear we feel when we confront our own biases can be an opportunity for reflection and personal development. Rather than shying away from these uncomfortable truths, we can use them as stepping stones towards becoming more inclusive and empathetic.
Practice Self-Awareness
The only way to grow is to acknowledge that everyone, including yourself, have biases, and they are reflected in our actions, thoughts, decisions, and more. You can begin by asking yourself questions like:
Why did I assume that?
How do I react to people from different backgrounds and walks of life then myself? Do these reactions limit who I can work and get along with?
Do my words and actions reflect my intentions?
Do I avoid having conversations about social issues?
What groups do I consider “normal” or “default”, and which do I view as “exotic”?
How do I respond to systemic bias in my workplace, community, or social circles?
By beginning to ask questions of yourself, we can uncover unconscious thought patterns.
Education
Learning about other cultures, histories, and experiences can go a long way to counteract the stereotypes we have developed from our limited exposure. We can do this by reading books, consuming new media or resources, attending training sessions, and actively listening to the experiences of others.
Challenge Stereotypes
As you encounter stereotypes in various areas of your life (media, conversations—even your own mind!), take notice. Pause and ask yourself: “Is that really true for everyone?” By disrupting this pattern of thinking, we are encouraging thoughtful responses.
Hold Yourself Accountable
As we’ve established, biases are often unconscious. This means we don’t always know when we are changing our attitudes or behaviors until someone else points them out. Having someone you trust to keep you on track, judgment-free, can ensure that you are aware of areas that require attention.
Keep Embracing Awareness Year-Round
Halloween is quickly approaching and will just as quickly fade into the rearview. But that doesn’t mean the opportunity to reflect on our hidden fears and biases is gone. The key to addressing bias is to recognize that it is not a one-time event, but rather a lifelong process. By remaining vigilant of how these ghosts of our past and assumptions pop up in our everyday life, we can gradually release their hold over our decisions.
Remember: it’s not about perfection, it’s about progress.