Diversity & Inclusion: How to Overcome Unconscious Bias in the Workplace

In the corporate world, fostering diversity and inclusion isn't just a trend—it's a mission.

But, to truly embrace diversity and promote inclusion in the workplace, we must first tackle an often overlooked culprit: unconscious bias.

Unconscious biases, often stemming from societal stereotypes and attitudes we're scarcely aware of, can significantly impede our efforts towards building a genuinely inclusive environment.

In this blog post, we'll delve deep into unconscious bias, learn how it impacts our workspaces, and explore strategies to overcome it for a healthier, more productive, and inclusive environment.

Diversity, in the context of a workplace, extends beyond race, ethnicity, or gender. It encapsulates a broad range of individual traits and experiences, including age, religious beliefs, political beliefs, socio-economic status, education, physical abilities, and even thought processes. In essence, diversity represents the myriad ways in which we differ as individuals.

On the other hand, inclusion pertains to the steps we undertake to not only respect but also value these diverse traits. An inclusive workplace isn't just diverse—it's a place where everyone feels valued, where their voices are heard, and where they are encouraged to bring their authentic selves to work.

The goal of promoting diversity and inclusion in the workplace isn't just to tick boxes for corporate social responsibility. It's about cultivating a richer, more creative, and more innovative workforce that truly reflects our diverse society.

Unconscious bias, also known as implicit bias, refers to prejudices we hold without being aware of them.

They sneak into our thought processes, often rooted in societal stereotypes, influencing our behavior and decision-making in ways we seldom realize.

These biases can be particularly harmful in a workplace setting, potentially influencing hiring and promotion decisions, team-building, and even daily interactions among team members.

The danger lies not in having these biases – after all, as humans, we're naturally biased – but in allowing them to go unchecked and influence our actions.

Unconscious biases are frequently subtle and can take many forms. Let's dig a bit deeper into the most common types that might lurk in our workplaces:

1. Affinity Bias:

This is the tendency to gravitate towards people who resemble us in some way – be it in terms of background, experiences, or interests.

In a workplace, this can lead to homogeneous teams and a lack of diversity of thought.

2. Confirmation Bias:

This is the inclination to seek information that confirms our pre-existing beliefs, while disregarding information that contradicts them.

Confirmation bias can hinder objective decision-making and promote a culture of uniformity rather than inclusion.

3. Attribution Bias:

This is the tendency to interpret our own actions favorably and others’ actions unfavorably.

For instance, we might attribute our success to our abilities and hard work, while attributing others' success to luck or external factors.

4. Halo Effect:

This bias occurs when our overall impression of a person influences how we feel and think about their character.

This can lead to favoritism and skewed decision-making in the workplace.

5. Perception Bias:

This is the tendency to form stereotypes and assumptions about certain groups that make it hard to make an objective judgment.

Understanding these biases can help us become more self-aware and proactive in ensuring that our decisions and behaviors promote a truly inclusive workplace.

The ramifications of unchecked unconscious bias can be severe, hindering diversity and inclusion efforts and potentially leading to a homogenous workplace culture. Here's how:

• Recruitment and Promotion: Biases can creep into hiring and promotion processes. For example, a hiring manager might unconsciously favor candidates who graduated from their alma mater, unintentionally sidelining equally qualified candidates from other institutions.

• Team Dynamics: Unconscious biases can affect how employees interact and collaborate. If employees harbor biases against certain groups, it can result in exclusionary behavior, negatively impacting team cohesion and productivity.

• Decision-Making: Unconscious bias can distort our judgment, leading to decisions that may not be in the best interest of the organization. For example, leaders might be more inclined to green-light ideas from employees they subconsciously favor.

• Workplace Culture: Biases can lead to a culture that doesn't value diverse perspectives, thereby impacting the inclusivity of the workplace. Employees might feel less comfortable expressing their ideas or sharing their experiences if they feel they'll be dismissed or undervalued due to unconscious biases.

Strategies to Overcome Unconscious Bias

Overcoming unconscious bias is a critical step in promoting diversity and inclusion. Here are some strategies:

The first step is acknowledging that we all harbor unconscious biases. Bias training can help employees understand this concept and identify their biases. The aim isn't to blame or shame, but to encourage self-awareness and growth.

Actionable Tips:

• Implement regular bias training sessions: Make these trainings part of your onboarding process, and also hold them regularly for existing employees. This ensures that all team members, new and old, are aware and equipped to deal with unconscious biases.

• Make training interactive: Use activities like role-playing, which can help employees understand and empathize with different perspectives.

• Encourage open dialogue: Provide a safe space for employees to share their thoughts, experiences, and fears regarding unconscious biases. The goal is to encourage self-awareness and personal growth.

Establish clear policies that promote inclusion and discourage bias.

This might include fair hiring practices, such as blind resume screenings, or promotion criteria that are clear and objective.

Actionable Tips:

• Standardize interviews: Use the same set of questions for all candidates for a particular role. This ensures everyone is evaluated equally.

• Introduce flexible working arrangements: This can include options for remote work, flexible hours, or job-sharing opportunities. Such arrangements can help cater to employees with different needs and lifestyles, thus promoting inclusion.

• Encourage employee resource groups (ERGs): ERGs are groups of employees who come together based on shared characteristics or experiences, such as race, gender, or sexual orientation. They provide support, enhance career development, and contribute to personal development in the work environment. Encouraging such groups can help foster a sense of belonging within your organization.

• Institute a zero-tolerance policy for discrimination and harassment: Make it clear that any form of discrimination or harassment will not be tolerated, and ensure there are systems in place for reporting and addressing such incidents.

Encourage discussions about diversity and inclusion. The more we talk about these issues, the more we learn and grow. Open conversations can help break down barriers and challenge existing biases.

Actionable Tips:

• Hold regular meetings or forums focused on diversity and inclusion: This allows employees to share experiences, learn from one another, and discuss ways to foster a more inclusive workplace.

• Provide channels for anonymous feedback: Some employees may feel uncomfortable voicing their opinions openly. Anonymous feedback channels can help ensure all voices are heard.

Leaders play a critical role in shaping the culture of an organization. When leaders model inclusive behavior, they promote a culture of inclusivity and set an example for others to follow. Leaders can influence their teams not just by what they say, but more importantly, by what they do.

Actionable Tips:

• Communicate inclusively: If you’re leading a meeting, ensure everyone's voice is heard. You might say, “I noticed we haven’t heard from some people yet. Would anyone else like to share their thoughts?”

• Encourage diversity of thought: During brainstorming sessions, make a point of asking for input from everyone, particularly those who might ordinarily be quieter or less inclined to speak up.

• Show empathy: Leaders should strive to understand and share the feelings of their team members. If a team member is struggling with a personal issue, take the time to check in with them and offer your support. You might say, “I noticed you seemed a bit distracted during our meeting. Is everything okay? Is there anything I can do to support you?”

• Be transparent: Share information about company decisions, policies, and changes with your team as much as possible. If there are things you can't share, explain why. This openness shows that you value your team's input and understand their role in the company's success.

Overcoming unconscious bias is not a one-time effort; it requires ongoing commitment. Encourage continuous learning through resources like books, podcasts, webinars, and workshops on diversity and inclusion.

Actionable Tips:

• Share resources: Regularly share articles, books, podcasts, and other resources about diversity and inclusion with your team.

• Encourage attendance at workshops and seminars: This could be through financial support, providing time off, or even organizing in-house events.

• Create a culture of learning: Make diversity and inclusion an ongoing conversation. This could be through regular team discussions, bringing in guest speakers, or celebrating diversity-themed months.

Promoting diversity and inclusion is no longer an option, but a necessity in the workplace. It not only enriches the corporate culture but also sparks creativity, innovation, and drives business growth.

Overcoming unconscious biases can be challenging, but the benefits of doing so are undeniably worth the effort.

Our workplaces can be more than just places to work – they can be spaces of understanding, empathy, and respect.

At TieTalent, we’re committed to helping companies make this change. We offer innovative solutions that not only address recruitment needs, but also help you foster a diverse and inclusive workforce. Sign up and try our recruitment solutions for free today!