Bias is defined as a deep-seated resistance to the “different”—any kind of different—such as gender, age, race, religion, height, weight, sexual orientation, disability, personality, or socio-economic status.
A Closer Look at Bias
You may have heard the terms “conscious bias” and “unconscious bias.” Conscious bias, also referred to as explicit or overt bias, is an outward expression of preferences for or against a person, thing, or group that we are aware of. We don’t see this type of bias in the workplace as often as we did 20 or 30 years ago, such as blatant racism or sexism comments or behaviors. Unconscious bias, also referred to as implicit or hidden bias, is an unintended, subtle and completely unconscious preference for or against a person, thing or group.
Research on unconscious bias is a recent and emerging field of social psychology, cognitive sciences, and neurosciences. Research is revealing that conscious biases aren’t as problematic in the workplace as unconscious biases, which cause misunderstandings, build barriers, and limit potential.
These hidden, reflexive preferences shape our world views and can profoundly affect whether a workplace is welcoming and open to different people and ideas. Further, these unconscious predispositions shape the decisions we make by affecting the way we interpret information, and more importantly, how we interact with others.
So, if bias is so important, why are we biased? Can’t we just flip a switch and be open and welcoming to everyone we meet?
Unfortunately, biology is working against us. The human brain is wired to make lightning-fast decisions that draw on a variety of assumptions and experiences. These quick decisions serve us well if we’re running from a predator, but not so well if we’re looking to hire appropriate talent, for example. While these decisions are fast, they are often misguided generalizations that dismiss the subtle but important distinctions. In essence, our brains are wired toward bias, which can lead to ill-informed business decisions.
Unconscious bias can impact everything from hiring, retention, promotion, performance evaluation, team assignments, budget decisions, openness to new ideas, and customer service. what’s more, bias limits our ability to build diverse and inclusive teams and workforces.
Overcoming Bias in the Workplace
There is now a growing body of evidence making the business case for diversity and inclusion. Diversity is a business-critical factor in the ability to innovate, attract clients, remain competitive, and retain and cultivate the best talent amidst a changing population and unpredictable business conditions.
Fortunately, as a talent development professional, you can influence and mitigate the impact of unconscious bias at your organization. There are many individual and organizational strategies to help you minimize bias and create an environment where others can fully contribute. You can create awareness of hidden biases to help bring the unconscious to the conscious. You can initiate training programs that help employees improve individual decisions. You can collaborate with your leadership teams and human resources to implement programs and policies to take bias out of organizational processes.
This is just the start of the discussion. To explore these issues more fully, join me at ATD 2016 International Conference & Exposition in Denver for the session Overcoming Hidden Biases that Hinder our Success. I will review the types, causes, and impact of hidden bias; discuss the strong business case for diversity; explore proven strategies to minimize or eliminate bias from our decision-making, interactions, and processes; and help you apply bias knowledge and tools to improve diversity and inclusion in your organization.
