Five Ways To Combat Unconscious Bias At The Workplace

Unconscious bias is a common issue in the corporate world and it affects decision-making and relationships among colleagues. These biases often arise from deeply ingrained stereotypes, preconceived notions, past experiences, or even instinctual reactions. Crucially, they operate at a subconscious level, rendering people unaware of their prejudices. Consider, for instance, a scenario where a Team Lead unknowingly demonstrates a preference for a colleague/s who may share a similar educational background or cultural orientation. Despite their best intentions, such biases can subtly influence their actions and decisions, potentially undermining diversity and inclusion efforts within the team or organization.

Therefore, it is imperative to mitigate biases that individuals may hold unconsciously, which can influence their perceptions, decisions, and behaviours towards others at work. In the context of the workplace, unconscious biases are evident in various forms, such as hiring, promotion, performance evaluation, team dynamics, and work assignments, among others. 

Combatting unconscious biases involves several strategies providing training and workshops, implementing policies and practices, fostering an open dialogue and transparent communication, facilitating constructive feedback and active mentoring within the team. Moreover, regular and honest feedback empowers employees to reflect on their behaviours and biases, fostering a culture of self-awareness and continuous personal development.

Although we may not completely eradicate unconscious bias, we can proactively raise awareness of its presence within recruiting processes, employee relations, and the broader work culture.

Here are a few ways to take bias

Lead by Example

Employees often look up to their leaders as role models and emulate them; hence, the behaviour of their leaders plays a crucial role in shaping the workplace culture. When they see their leaders treating everyone fairly, and evaluate their colleagues based on their abilities, potential, and character rather than superficial attributes, they establish a foundation for minimising biases within the company. This behaviour nurtures a healthy work environment for all.  

Promote a Culture of Open Dialogue

Encouraging two-way communication and a transparent dialogue empowers employees to reflect on their behaviour promoting self-awareness and growth for all. 

Training Programs

Regular training programs offered by companies serve as invaluable guidance, particularly for first-time managers and team leads. These initiatives enhance their awareness, enabling them to proactively address any potential issues, averse risks and maintain positive team dynamics. Such workshops help create self-awareness thereby inculcating leadership skills and help identify and control bias. Periodic sessions help create inclusivity and empathy, thereby effectively mitigating unconscious biases within the workplace.

Improvise Talent Acquisition processes

To reduce bias and promote equal opportunity, hiring managers can implement a standardized approach during the interview process. By posing a set of predetermined questions to all candidates applying for the same position, managers can ensure consistency and fairness. These tests help ensure a fair performance review allowing for a comprehensive and unbiased performance review that considers multiple perspectives.

Align bias training with the company code of conduct

Ensuring alignment between the company code of conduct enables HR leaders to develop a goal-oriented plan that prioritises consistency, transparency, and integrity. By actively addressing unconscious bias through communication, feedback, and mentoring, workplaces can create a more inclusive and equitable environment where all employees have the opportunity to thrive and contribute meaningfully. 

In conclusion, unconscious bias can have an unfavourable impact on an employee’s morale affecting their capacity to do their best at work. Therefore, it is pertinent for companies to address and tackle the impact of unconscious bias. Companies need to therefore create a workforce and cultivate a culture of respect, collaboration, and equity where employees feel safe, heard, and valued. As businesses navigate the complexities of a rapidly evolving global landscape, prioritizing inclusivity is not just a moral imperative; it is the need of the hour.  By investing in unconscious bias training, businesses not only safeguard their bottom line but also pave the way for a more equitable and prosperous future for all. 

Authored by Neha Singh, Head of Learning & Development, Kalpataru