Overcoming Unconscious Bias In the Workplace
Imagine this: you’re working at a restaurant, and a fellow server has just asked you to run an order to their table. It’s a simple order — just a steak and a salad, a meal for each of the patrons who are patiently sitting across from one another at the table you’re quickly approaching.
It’s a man and a woman, quietly conversing as you approach their table. You forgot to look at the seat numbers on the order, so you’re not entirely sure who ordered what. Now, you’re faced with a dilemma: who do you place the steak in front of? And who do you assume gets the salad?
A few personal experiences have shown us that in many instances, the server will default to placing the salad in front of the woman at the table, while the larger, robust steak dinner will be placed in front of the man.
Why is this often the case? Unfortunately, each and every one of us can be unconsciously biased. Although this is a benign example, it highlights a larger, more prominent issue that affects our consciousness without explicit effort. And then unconscious bias pervades the workplace, it hinders our ability to create a safe community and lead successful teams.
What Exactly is Unconscious Bias?
Bias is a prejudice either in favor of or against a singular thing, person, or group of people in an unfair way. It can be based on one’s age, gender or gender identity, ethnicity or race, religious beliefs, physical capabilities, weight or other characteristics of a person or group of people. Bias has both negative and positive consequences, although it’s far more often used to the detriment of a situation.
There are two types of biases: conscious and unconscious bias. Conscious bias is explicit and known, while unconscious bias is known to be implicit. Often, unconscious biases stem from social stereotypes around certain groups of people that you form outside of your own conscious awareness.
We tend to categorize the social world into these little buckets, so whether you realize it or not, you have fully formed unconscious beliefs floating around in your brain. But it’s also possible to recognize our own unconscious bias and actively work to address it on a daily basis.
Let’s start by addressing it in the workplace.
The Dangers of Affinity Bias in the Workplace
Unconscious bias plays a big part in our day-to-day life, including in the workplace. But so does affinity bias.
Have you ever heard someone say they’re trying to hire for a “culture fit”?
In doing so, they run the risk of falling prey to affinity bias. Affinity bias is when we gravitate towards people like ourselves in appearance, beliefs and background in an effort to avoid those who are different from us.
When hiring teams meet someone they like and who they know will get along with the team, it’s more often than not because that person shares similar interests, experiences and backgrounds, which is not helping your team to grow and diversify. While similarities shouldn’t automatically disqualify a candidate, they should never be the deciding factor, either.
Instead, actively take note of the similarities you share with the candidate so that you can differentiate between attributes that may cloud your judgment and the concrete skills, experiences and unique qualities that would contribute to your team as a “culture addition” rather than “culture fit.”
While every interview will lend itself to a unique conversation based on the individual candidate’s background, it’s also important to ask standardized, skills-based questions that provide each person with a fair chance to stand out. This will safeguard against asking too many off-the-cuff questions that may lead to confirmation bias from both you and your team.
Combating Unconscious and Affinity Biases as a Leader
The first step to addressing and combating implicit biases starts by acknowledging that they exist. We all have preconceived notions about one another that we can’t control. It’s a knee-jerk reaction. That first thought that comes to you when you hear about a certain group of people you’ve pre-categorized in a certain way.
But when those thoughts come, we can begin to question why we feel or believe that way? Take time to ask ourselves where those initial thoughts are coming from – and if they’re actually valid or just a preconceived notion.
This plays a crucial part in leadership roles. It’s easy to slip up and allow unconscious bias to play a part in your decision-making, particularly when you’ve got a million other things on your mind to distract you.
Slow down the decision-making process. Ask more questions, listen to other voices in the room and take time to do the research before deciding on anything.
Communication is key. You want to hear more than one voice in the room at all times. Pull in people with different experiences and backgrounds and really listen to their input on things because they bring a new perspective to things.
Learn more about those you work with by asking to hear their stories and actively listening, always asking questions to dig a little deeper.
Addressing unconscious bias in the workplace head-on is a significant task, but one that comes with significant reward. When in doubt, always listen to all the voices in the room.
If company culture and internal communications keep you up at night, get in touch today to learn how we can help you build a welcoming, positive workplace.