{"id":2468,"date":"2021-09-22T20:05:58","date_gmt":"2021-09-22T12:05:58","guid":{"rendered":"https:\/\/www.pacificprime.co.uk\/blog\/?p=2468"},"modified":"2021-09-22T20:05:58","modified_gmt":"2021-09-22T12:05:58","slug":"how-to-avoid-unconscious-bias-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.pacificprime.co.uk\/blog\/how-to-avoid-unconscious-bias-in-the-workplace\/","title":{"rendered":"How to avoid unconscious bias in the workplace"},"content":{"rendered":"

Have you ever found yourself hiring or rejecting a candidate based on your \u201cgut feeling\u201d? Or even telling them outright that you don\u2019t think they were a \u201cright fit\u201d for the organisation? While there\u2019s nothing wrong with following your gut feeling or cultivating an organisational culture, things can get a bit trickier if unconscious bias was at play. In this <\/span>Pacific Prime UK<\/span><\/a> article, we\u2019ll tell you what is unconscious bias, why it matters and most importantly, what you can do about it in the workplace.<\/span><\/p>\n

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\"Corporate<\/a><\/p><\/div>\n<\/span><\/p>\n

What is unconscious bias?\u00a0<\/span><\/h2>\n

Let\u2019s say you hired a candidate who has the same background as you, rather than the candidate who is objectively the most qualified for the role. That\u2019s an example of unconscious bias. Put simply, unconscious bias refers to hidden beliefs that can impact your perception of other people or other groups of people. Think of them as snap judgments based on your personal preference, rather than decisions based on rational details. Consider the following quote by Veronica Roth in her novel Allegiant:<\/span><\/p>\n

\u201cBut I think that no matter how smart, people usually see what they’re already looking for, that’s all.\u201d<\/span><\/p><\/blockquote>\n

Acknowledge unconscious bias<\/span><\/h3>\n

Try this test by Harvard University to <\/span>check whether you have biases<\/span><\/a> related to things like race, religion, sexuality, gender and more. If you do have any unconscious biases (and most of us do), it\u2019s crucial to remind yourself that this doesn\u2019t make you a bad person. It\u2019s only natural for you to have them because people are hardwired to show a preference for things that resemble themselves. What makes unconscious biases truly problematic is when there\u2019s a lack of understanding of how they influence one\u2019s decision making and the impact they have on others.\u00a0<\/span><\/p>\n

Once you\u2019ve taken the test, reflect on the results and assess whether they\u2019re accurate. Do you think you\u2019re showing preference for certain people or groups of people over others? How has this affected your decision making in the workplace? Does it affect who you hire, promote or who you get on with more easily? What about whose opinions typically influence your decisions? Only once we start acknowledging and reflecting on our biases can we explore and address their impacts moving forward.\u00a0<\/span><\/p>\n

Recognise the impact of unconscious bias<\/span><\/h3>\n

So, why does unconscious bias even matter? To start off with, it stereotypes people, puts them in boxes and makes them feel judged. This is bad from a fairness point of view. Think of the reverse: How would you feel if you were denied an opportunity purely because of how you look, what religion you practice or other arbitrary factor? In addition to this, unconscious bias can also have negative impacts in the workplace related to:<\/span><\/p>\n

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  • Poor interpersonal relationships<\/span><\/li>\n
  • Low morale for those who suspect they\u2019re on the receiving end of negative unconscious biases<\/span><\/li>\n
  • Greater likelihood of discrimination complaints<\/span><\/li>\n<\/ul>\n

    Let\u2019s dig deeper into the impacts of unconscious bias on talent acquisition, and diversity and inclusivity:<\/span><\/p>\n

    Talent acquisition:<\/span><\/h4>\n

    Firstly, if unconscious bias gets in the way of hiring then your organisation will miss out on talented employees. As human resource is the backbone of any successful organisation, this means that unconscious bias could mean things like fewer innovations, poorer marketing efforts, declining profits and more.\u00a0<\/span><\/p>\n

    Diversity and inclusivity:<\/span><\/h4>\n

    Secondly, an organisation where unconscious bias is rife can also quickly lead to teams that are less diverse – either through hiring practices or employees leaving because they don\u2019t feel like they belong. This could potentially create an environment that\u2019s not conducive to new and fresh ideas from multiple perspectives, and lead to a stagnant organisation.\u00a0<\/span><\/p>\n

    If you\u2019d like to learn more about the difference between diversity and inclusivity, why it matters and how to prioritise it in the workplace, check out these slides:\u00a0<\/span><\/p>\n