Unconscious bias in the workplace: What is it, examples & how to overcome it

Unconscious bias shapes decisions. It influences actions. Sometimes, we're unaware of its silent sway over our workplace behaviors (or, we’ve had the privilege of not having to confront such biases, while others are often on the receiving end, so are intently aware).

These biases, rooted in our upbringing, societal conditioning, institutional structures, and personal experiences, manifest significantly in hiring, promotions, and daily interactions. We’ll delve into how unconscious bias permeates the workplace in this article below. Plus, we’ll offer strategies to proactively and holistically address these biases, for a more inclusive and equitable work environment.

What is unconscious bias?

Linked to the often subtle (but sometimes overt) automatic assumptions and evaluations we make about others, unconscious bias occurs without us actively being aware of it (or the depths of it) in the moment. These biases originate from our backgrounds, pervasive structural inequality (so much so that it’s normalized), societal influences, personal encounters, and media exposure. They shape our views and actions in ways that are detrimental to others, causing harm and exclusion, even if we remain unaffected ourselves.

Skewed decision making impacting marginalized groups

While these biases can be both negative and positive, they frequently lead to skewed decision-making, particularly in professional settings. In the workplace, unconscious bias can influence hiring choices, promotion opportunities, and everyday social interactions. This typically puts marginalized groups (including people of color, those with disabilities, indigenous communities, those who are neurodiverse, the LGBTQ+ community, among others) at an unfair advantage.

Doing the work to root out biased thinking, actions and decisions

To combat these biases, it's essential to acknowledge their presence, comprehend their consequences, and actively engage in strategies to reduce their impact. Like implementing awareness training, adopting inclusive practices, and making a habit of ongoing self-reflection. This is a starting point for working towards a fairer, more diverse workplace, promoting equal opportunities across the board.

Examples of unconscious bias in the workplace

Unconscious bias can manifest in often subtle yet impactful ways, influencing decisions and behaviors across multiple facets of working life. We’ve included some workplace examples below, from the hiring process, to career progression.

Resume Screening

Studies have shown that resumes with names traditionally associated with ethnic minorities receive fewer callbacks, compared to identical resumes with names perceived as "white-sounding." This type of bias (rooted in racism), often called "name bias," can prevent qualified candidates from advancing in the hiring process purely based on their name.

Performance reviews

Gender bias can play a significant role during performance evaluations. Women are often evaluated more on their personalities (e.g. being described as "bossy" or "emotional") rather than their actual work performance. In contrast, men might be praised for their assertiveness and confidence, traits similarly exhibited by their female counterparts.

Racial or cultural bias also comes into play here, as does neurotypical bias, where those who are geared towards more direct forms of communication (either culturally, or because they’re neurodiverse and process communicative information atypically) are deemed “rude”, “aggressive”, or unintentionally punished for not picking up on read-between-the-lines style feedback.

Promotion opportunities

The "likability bias" can affect who gets promoted. Employees who share similar interests or backgrounds with their managers (race, culture and gender come into play here too), or who are perceived as more likable, often receive more favorable assessments and are more likely to be recommended for promotions, regardless of their actual job performance.

Meeting dynamics

Women and those from marginalized groups may be interrupted more frequently, or have their ideas overlooked compared to others. This "confirmation bias" reinforces existing power dynamics and can stifle diversity of thought and contribution.

Assignment distribution

Managers might unconsciously assign high-profile projects to employees who remind them of themselves, a phenomenon known as "affinity bias." This can limit diverse talents from gaining visibility and opportunities within the company.

Addressing these biases requires conscious effort and structured interventions to ensure a fair and inclusive workplace environment. Studies indicate that women of color are more likely to find themselves disproportionately tasked with office housework responsibilities, such as coordinating lunch orders or managing mentoring programs.

Why should employers care about unconscious bias?

Employers need to address unconscious bias in the workplace because it significantly affects diversity, employee performance, and long term. company progression. Unconscious bias not only reduces diversity in the workplace, but also stifles innovation and problem-solving within teams.

Inclusion and equity is linked to high performance

Studies support the business benefits of diversity too. According to McKinsey & Company, companies with high racial and ethnic diversity are 35% more likely to outperform their industry peers financially. Plus, diverse teams are just more innovative and effective at solving complex problems, giving progressive companies a competitive edge in dynamic markets.

Unchecked bias leads to low employee satisfaction and retention

Bias can also lead to lower employee satisfaction and increased turnover, which are costly for companies. Research from the Center for Talent Innovation shows that employees in non-inclusive workplaces are three times more likely to consider leaving within a year, leading to significant financial losses from recruiting and training replacements.

Rapid innovation and scoping out top talent

Tackling unconscious bias is crucial not only for ethical reasons, but also for strategic business growth. It’s essential for creating an inclusive environment that attracts and retains the best talent (as well as taking their wellbeing into consideration), drives innovation, and boosts competitive performance.

What should employers do about unconscious bias?

Addressing unconscious bias in the workplace shouldn’t be a fleeting trend — it's a crucial strategy for building an inclusive and innovative work environment. Even after the civil rights action resurgence sparked in 2020 (which caused many companies to introduce knee jerk, surface level initiatives, that had little tangible benefit for those most affected), the need for companies to tackle these hidden biases head-on has never been more apparent.

So, what should employers do about it? Let’s dive into some actionable strategies.

Awareness is key to tackling bias

Employers must begin by acknowledging that unconscious bias exists and can seep into various aspects of organizational life, from hiring practices to day-to-day interactions. Training sessions that help employees recognize their own biases and understand the impact of these biases on others are essential.

Remember, the goal of this type of training is not to coddle those who may feel called out. Addressing unconscious bias isn’t comfortable (it shouldn’t be either). But it is necessary. It’s also important to note that this type of training shouldn’t be just a one-off session, or one-off series. Regular workshops and refreshers can help keep the knowledge fresh and top of mind.

Removing identifying factors when hiring

It’s often the first point where biases begin influencing decision-making. To combat bias in hiring, employers can implement structured interviews, where all candidates answer the same set of questions. This standardization helps to keep interview processes fair and consistent.

Using software that anonymizes applications — removing details like names, ages, and gender identifiers — can help reduce bias at initial screening stages. According to a recent study by Harvard Business Review, organizations that adopted anonymized recruitment practices saw a 20% increase in the diversity of hires.

Though, if you’re not carefully baking cultural competency, inclusivity, equity and awareness into every stage of the employee cycle — from hiring and onboarding, to progression and promotion — then you may be left with a work environment that’s hostile to those who were hired with anonymized recruiting methods.

Removing bias at the front food is a baby step, but washing it out of the entire building is part of a bigger, more progressive workplace culture. Plus, anonymized recruiting methods won’t be right for every company. It’s also probably not as important as building recruitment and managerial teams that are committed to weeding out their own biases, and actively advocating for those more marginalized than themselves.

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Developing inclusive criteria for performance evaluation

Performance evaluations are another critical area. It's common for unconscious bias to affect how someone perceives another's performance. To address this, employers can use clear, objective criteria and multiple reviewers to assess an employee’s work. This method dilutes the impact of any one person’s bias and promotes a more balanced evaluation process.

Creating a culture of openness and inclusivity is vital

Encouraging open discussions about diversity and inclusion can promote a more accepting workplace atmosphere. Employers should curate an environment where employees feel safe to express concerns about bias without fear of retribution.

Leadership plays a crucial role in setting the tone company wide

Directors, senior managers and CEOs must be proactive in their efforts to combat unconscious bias, acting as an example, because company culture is defined from the top down. This includes participating in the same bias training as their employees, and being transparent about the steps they are taking to improve their own understanding of diversity and inclusion.

Continuous assessment and adaptation of strategies are crucial

Employers should regularly review their policies and practices to identify areas where biases might still exist, and adjust their strategies accordingly. This ongoing process not only helps in fine-tuning such an approach, but also demonstrates a genuine commitment to change.

Tackling unconscious bias in the workplace is a dynamic and continuous challenge, requiring commitment, creativity, and courage from every level of an organization. It doesn’t happen in a vacuum either, so companies truly committed to mitigating the impact of bias will eventually speak out about structural inequality and systemic discrimination. They’ll do this while dedicating themselves to actionable initiatives that are bigger than themselves as a company too — if they’re serious about flipping the script.

How can employers prevent unconscious bias in the workplace?

To build a genuinely inclusive environment, where everyone feels valued and empowered, start with awareness, then follow with action immediately after. Employers can initiate regular, engaging training sessions that not only educate, but also encourage employees to discuss and reflect on their own biases.

Rethink your hiring practices

There’s more than one way to do this. By implementing structured interviews and utilizing software that anonymizes applications, employers can significantly reduce bias from the get-go. It’s about evaluating candidates based on their skills and potential, not their background or identity markers.

No-surprises evaluations and reviews

This effort shouldn’t stop at hiring either. Continuous feedback and performance reviews should be standardized and transparent, adopting a direct, no-surprises approach, ensuring everyone is evaluated on equal footing.

Create a culture that attracts progressive thought

Cultivate a working environment that actively encourages diverse voices and perspectives, challenging unconscious biases. Open dialogue about diversity and inclusion shouldn’t be a taboo, but a regular part of company conversations.

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Unknotting unconscious bias is a continuous effort

Combating unfair beliefs held about those who differ from us is an ongoing journey, not a one-time workplace fix. It requires commitment from all levels of an organization, especially leadership, to model inclusivity in every action and decision. By actively working on these fronts, implementing targeted strategies, employers can make significant strides toward creating a more equitable and productive workplace.

Remember, the goal is not just to check a box but to weave inclusivity into the fabric of your company culture. Most importantly, don’t address conscious discrimination with unconscious bias tactics, giving those purposefully excluding others a pass and an excuse. They are not the same thing, and should both be called out distinctively. Too often, we refer to blatant discrimination as unconscious bias — let’s call a spade a spade.