Eliminating Unconscious Biases At Work
Written by Keely Krueger, WIN Staff
There are many different types of biases that people from across the spectrum face. One type of bias can be particularly sneaky - because we don’t realize we are practicing it right away. Like it or not, every individual has unconscious biases. They are based on our experiences, perceptions, beliefs, and attitudes towards certain people or situations.
As women, we can experience what is known as gender bias, when one sex is favored more over the other. In the workplace, this bias can exist at every level of an organization and can hurt women by denying them a voice in certain decision-making processes. Although gender biases can go both ways, women are typically affected by gender bias more than men.
In a research study published by the European Journal of Finance, professional financial advisors considered female investors less knowledgeable about investments than men, regardless of the financial advisor's gender.
Unconscious biases at work generally hurt women and minorities more than they would other employees.
Although we can see the negative impacts of unconscious bias at work, it is not considered discrimination and is not illegal in practice. However, it is still frowned upon as it creates unfair disadvantages and can negatively affect an organization. Our brains have been exposed to misinformation and stereotypes over the years. Unconscious messaging created our unconscious biases. Each of these automatic thoughts can negatively affect how we view others and can lead us to treat others differently subconsciously.
Recognizing Unconscious Biases
So what do unconscious biases look like? There are actually many types of biases that exist. Here are a few so you can begin to recognize if you subconsciously hold any of these beliefs.
Affinity Bias: Forbes describes affinity bias as “often means hiring and promoting people with similar interests, experiences, and backgrounds to existing company management.” Essentially, recruiting people who would fit with the current culture or are perhaps similar to yourself.
Ageism: Ageism affects women of all ages (unfortunately). Younger women might be seen as too naive or not serious. Older women might be seen as resistant to change or outdated. Gendered ageism affects women at all stages of their careers but most notably when they are under 35 and over 50. But overall, ageist practices hinder opportunities for growth and innovation for businesses
Beauty Bias: This bias affects both genders equally. It’s the idea that ties capabilities to a person’s outward appearance or fashion sense. Often people who are seen as attractive are chosen more often for promotions.
Gender Bias: Gender bias is the bias that most often affects women. It is the tendency to favor one sex over another. Gender bias can also negatively affect men. It is when one individual unconsciously attributes certain attitudes and stereotypes to another person or group of people. Such as assuming all women are emotional and all men are strong leaders.
How to Eliminate Unconscious Biases
Knowing what unconscious bias is as well as the types typically found in the workplace, we can determine ways to eliminate these biases.
Raising Awareness & Focusing on Education
The first step to eliminating unconscious bias and limiting its impact on the company is understanding what unconscious bias is, recognizing that it exists, and determining what biases you may have towards others. Companies can educate their employees about stereotypes and bias to remind them to be mindful of their behaviors and perceptions. Department-wide or company-wide workshops are a great way to learn how to recognize biases and reframe your mindset.
Be Transparent
When it comes to the hiring and promotion processes it is best for those on the hiring team to be transparent about their process, how performances are tracked, and the expectations. This minimizes the effects of biases and creates a culture of trust.
Perform Tests
The Harvard Implicit Association Tests “measure the strength of associations between concepts (e.g., black people, gay people) and evaluations (e.g., good, bad) or stereotypes (e.g., athletic, clumsy).” These tests are meant to help you determine what your unconscious biases are and provide information and resources to help you proactively address them and are a great way to measure how often biases come into play in your organization’s decisions.
Back Your Decisions with Data
When it comes to the hiring process, ensure that you are only hiring someone based on their qualifications. Consider if you are focusing on other aspects of the person such as their age, gender, weight, or looks as these are not indicators of how they would perform in the job position. This can go for those in leadership positions and when interacting with your fellow coworkers. Check your biases and back your decisions for promotions or hires and with data to ensure that there are fair practices in play.
Be Accountable
Hold yourself accountable by taking proactive measures to address your own biases as well as holding your fellow employees and coworkers accountable. Additionally, hold the decision-makers accountable for them to uphold the organization’s values and demonstrate how the workplace is meant to treat others. Not sure where to start? Taking an online course about eliminating biases or working with a professional career coach can help you learn how to hold others accountable.
Be Inclusive
Interact with your fellow employees and coworkers, and ensure no one is being excluded or overseen. Inclusivity is also providing equal access to new opportunities and resources for each individual to participate in.
Ask For Feedback
Lastly, especially if you are an employer, ask for feedback! Employees can participate in anonymous surveys to share what issues may still be a part of the workplace and provide information on what could be the next steps. If you are not a part of the higher levels in your workplace, ask close coworkers you trust to provide feedback on your own actions.
Unconscious bias can be harmful in any workplace and needs to be addressed sooner rather than later. Women and minorities are often its victims and tend to feel its negative impact. Recognizing that every person has some unconscious biases and taking the time to determine what biases you hold is the best first step for yourself. Continue to hold yourself accountable to biases you tend to have at work.
Keep these tips in mind and pass them along to continue to eliminate biases in your workplace!
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