How to Combat Unconscious Biases in the Workplace

Unconscious biases play a crucial role in the way we perceive the world around us. Often, without realizing it, these biases influence decisions and behaviors in the workplace, resulting in exclusions, prejudices and, consequently, a lack of diversity and inclusion. Identifying, understanding and mitigating these biases is a fundamental step towards creating more inclusive and fair working environments.

In this article, we'll explore the concept of unconscious biases, how they manifest themselves in the workplace and what the best practices are to combat them. We'll also touch on the importance of continuous education and training to combat these barriers.

What are Unconscious Biases?

Unconscious biases can be defined as automatic assumptions and judgments that occur outside of our conscious awareness. They are formed by personal, cultural and social experiences over time and influence the way we perceive other people, situations and even decisions in the workplace.

These biases can manifest themselves in various ways, such as when choosing candidates for a job, assigning tasks or interacting with colleagues from different backgrounds. Because they are not conscious, they often go unnoticed, making it difficult to identify and eliminate them.

History and Research on Unconscious Biases

The study of unconscious biases has gained relevance with the increased debate on diversity and inclusion in the workplace. Research such as that carried out by McKinsey show that companies with greater diversity are more innovative and profitable. In addition, the impact of unconscious biases on hiring and promotion decisions has been widely studied, demonstrating that these prejudices contribute to the lack of diversity in leadership positions.

According to a study published in Harvard Business ReviewUnconscious biases can directly impact the way employees interact with each other, leading to the exclusion of under-represented groups and hindering the creation of inclusive and collaborative environments.

The Importance of Talking about Unconscious Biases

Understanding and discussing unconscious biases is the first step towards creating a more inclusive work environment. Ignoring these biases can result in an exclusionary organizational culture, where important decisions, such as promotions and task allocations, are influenced by prejudice. This, in turn, affects team performance, employee satisfaction and, eventually, the company's bottom line.

Companies that promote training focused on raising awareness of unconscious biases are more likely to attract and retain talent from under-represented groups, promoting diversity and inclusion. The main objective should be to ensure that all employees have the opportunity to reach their potential, regardless of their personal characteristics.

Types of Unconscious Bias

There are several types of unconscious bias that can impact the workplace. Below are the main types, with examples of how they manifest themselves on a daily basis.

1. Affinity BiasThis bias occurs when we tend to prefer people who have similar characteristics or experiences to us. In the workplace, this can mean preferring to hire or promote someone who shares a similar background to the manager, which limits diversity.Example: A manager who has studied at a certain university may favor candidates who have also attended the same institution, even if it is not an objective selection criterion.
2. Confirmation BiasThis bias refers to the tendency to seek out information that confirms our pre-existing beliefs, ignoring data that might contradict them. In the corporate context, it can lead to underestimating the performance of minority employees.Example: A manager who believes that people from a certain background have difficulty with technology may unconsciously interpret any technical error as confirmation of this belief, even if other colleagues also make similar mistakes.
3. Gender BiasGender bias refers to assumptions about the capabilities and behaviors of men and women based on cultural stereotypes.Example: Women are often underestimated in leadership positions, with the belief that they are more "emotional" or "less assertive" than men. The research Women in the Workplaceby McKinsey, shows that women are still underrepresented in leadership positions, largely because of this bias.
4. Physical Attraction BiasPeople who are considered physically attractive may receive preferential treatment in job interviews or promotions, regardless of their qualifications or performance.Example: One study showed that candidates who were considered attractive were more likely to be hired, even when their qualifications were identical to those of other candidates.
5. Age BiasThis bias manifests itself when older or younger people are judged based on stereotypes related to their age.Example: Older professionals can be seen as "less innovative" or "resistant to change", which affects their chances of being promoted or hired for new projects.
6. Proximity BiasThis type of bias is related to the physical location of employees. With the increase in remote work, many managers may favor those who are physically present in the office, giving them more opportunities or recognizing their work more, which disadvantages remote employees.
7. Racial BiasThis bias can lead to the exclusion of candidates and employees from different ethnic backgrounds. A clear example is when names considered "foreign" are passed over in recruitment processes, as indicated by various surveys which reveal that candidates with names associated with minority groups receive fewer invitations to interviews.

Other types include:

• Weight biasThis has an impact on how an overweight person is perceived in terms of their competence and professionalism;
• Status BiasThis is what happens when we judge people based on their socio-economic or educational level.

How to Combat Unconscious Biases in Companies? 

Now that we understand the main types of unconscious biases, it's crucial to know how to combat them. Below are five practical tips to help companies mitigate the impact of unconscious biases and promote a more inclusive work environment:

1. Continuing Education and TrainingOffering training focused on unconscious biases and diversity is essential to help employees recognize their own prejudices and learn to deal with them. According to a study by Harvard Business ReviewAwareness of unconscious biases is one of the first steps towards creating a culture of inclusion.
2. Creating More Diverse Recruitment PoliciesCompanies should adopt recruitment practices that minimize unconscious biases, such as blind assessments, where personal information such as name, age and gender is omitted from the selection process. This helps ensure that hiring decisions are based solely on the skills and qualifications of the candidates.
3. Encouraging Leadership DiversityPromoting a culture where diversity in leadership is valued is an effective way of combating unconscious biases. Diverse leaders bring different perspectives and contribute to creating a more balanced and fair working environment.
4. Constant Feedback and Active ListeningCreating communication channels where employees can give feedback on their experiences related to unconscious biases and diversity is essential for identifying problems and implementing changes. Actively listening to employees helps to understand how biases are impacting the work environment and what measures can be taken to improve.
5. Continuous Monitoring and EvaluationCompanies must constantly monitor their diversity and inclusion policies, evaluating the impact of initiatives to combat unconscious bias. Tools such as Diversity Census can help identify areas where biases are still present and where there is room for improvement.

Conclusion 

Unconscious biases, when left unaddressed, can undermine diversity and inclusion in the workplace, directly impacting team performance and organizational culture. Recognizing and combating them is an ongoing task that requires education, training and a culture of active listening.

Companies that promote diversity and inclusion are not only more innovative, but also have better financial results. By implementing policies that recognize and combat unconscious biases, organizations can create fairer and more inclusive work environments where all employees, regardless of their background, can thrive.