Unconscious bias can take many forms, influencing how people perceive and interact with others. In the workplace, it’s crucial to be aware of what unconscious bias is and understand how it can affect individuals and a business. In this article, we explore ways to work towards preventing it, and how to navigate and address it if you come across it at work.
What is unconscious bias?
Australian Red Cross defines the term as social stereotypes about certain groups of people that individuals form outside their conscious awareness. Unconscious bias, also known as ‘hidden’ bias, differs from conscious bias and occurs when actions or thoughts are based on subconscious attitudes, judgments, or behaviours formed in various environments such as family, upbringing, friends, community, the media, or lived experiences. Actions influenced by unconscious bias are often involuntary but can lead to real implications.
What does unconscious bias look like in the workplace, and how can it affect your business?
Unconscious bias in the workplace can often look like thoughts or actions against an individual or certain groups of people based on preconceived judgements or beliefs. Its presence in the workplace can be detrimental, affecting not only the individuals or groups but also the overall workplace environment. It has the ability to influence hiring decisions, team dynamics, opportunities, and recognition, leading to a preference for specific individuals. The result of any biases in a workplace can impact the overall inclusivity and morale of an organisation.
Examples of bias at work
Unconscious biases can affect decisions related to hiring, promotion, and other employment opportunities. Examples of biases that could be affecting your business include:
Gender
Gender bias involves making assumptions about an individual’s abilities or suitability for a role based on their gender.
Age
Age bias is showing preference toward individuals based on their age. An example of this could be assuming that older individuals may not be as physically capable or thinking younger individuals may lack experience.
Disability
Disability bias can apply to physical, intellectual, learning, psychological, medical, sensory, or neurological conditions, as well as diseases or illnesses. Such bias can influence decisions outside of job-related requirements with individuals with disabilities.
Name
Name bias is making assumptions about an individual’s background, skills, or qualifications based on their name.
Cultural
Cultural bias involves showing preference for individuals who align with an organisation’s dominant culture.
Affinity
The term ‘affinity’ refers to a natural liking or connection towards someone or something. Affinity bias can look like favouring individuals who share similar backgrounds, interests, or experiences.
Halo Effect
The ‘halo effect’ is a bias where an overall impression of a person can influence feelings and thoughts about their character. An example of this in a workplace setting is when someone might think an individual is good at one thing and assume they’re skilled in everything.
How to eliminate unconscious bias in the workplace
Eliminating unconscious bias at work is a shared responsibility among employers and employees. Preventing and eliminating it requires proactive efforts, including awareness, education, understanding, and doing your best to foster a culture of diversity and inclusion.
What can employers do to prevent and eliminate bias in the workplace?
Employers play a crucial role in creating a fair and inclusive workplace. Steps employers can take to avoid creating biases in the workplace include:
- Creating awareness within a workplace by providing diversity and inclusion training, workshops, and programs for all employees to raise awareness of unconscious bias
- Establishing clear and unbiased recruitment and promotion processes, such as incorporating blind hiring practices where possible
- Conducting regular reviews of policies to ensure they promote fairness and equality
- Encouraging open conversations about bias and its impact, creating a safe space for individuals to speak about their experiences, free of judgement
By fostering an inclusive environment, employers can contribute significantly to preventing and eliminating bias in the workplace.
How to deal with bias at work
If you experience a situation at work that you feel needs addressing, we recommend using the steps below as a guide to navigate the problem:
- Assess the situation
First, understand the issue at hand and determine the severity and potential impact it may have on you, your work, or your workplace. - Consider your options
Once you’ve assessed the situation, take a moment to consider your options for addressing the issue effectively. Ask yourself whether you believe the problem can be resolved independently, if you require assistance from your manager or a human resources department (HR) member, or if involving another party is necessary. - Ask for help
If you believe resolving the issue is beyond your control, don’t hesitate to seek advice or assistance from an appropriate member of your organisation, such as a supervisor, manager, HR, or another relevant party. - Follow your organisation’s policies and procedure
If you believe the issue can be resolved independently, ensure that you adhere to your company’s policies and procedures when addressing the issue. It’s important that your actions align with your organisation’s guidelines to maintain fairness and consistency with other cases. - Document and keep a record
It’s good practice to keep a record of all your interactions, including any decisions made and outcomes provided. Maintaining a documented record will allow you to follow up if required and monitor progress on the agreed solution.
How can WISE help?
Since 1992, WISE Employment has connected people living with disabilities with inclusive employers. Focusing on empowerment and inclusivity, we help educate both job seekers and employers on disability employment, supporting them through every step of the hiring process and into work.
To achieve the best results for both parties, we treat every employer and job seeker uniquely, as we know no two cases are the same. Our support services include, but are not limited to:
- Educating employers and existing employees on disability and health conditions
- Providing job seekers with additional training to successfully meet the job requirements or up-skill
- Providing required licensing, equipment and clothing for job seekers
- Conducting workplace assessments
- Offering recommendations and adjustments needed to accommodate job seekers
- Ongoing support for job seekers and employers for the duration of employment.
For more information, sign up as a WISE job seeker or learn how we support employers.