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Though one must always guard against unconscious bias in the workplace, some HR teams are still struggling with handling a diverse workforce. Apart from it being an ethical necessity, research has proved that organisations with ethnic, religious, racial and cultural diversity achieve higher profits than their competitors.
Human beings are critical and analytical beings and like to observe everything that is around them. We observe, scrutinise and form opinions on something as per our background, personal experiences and mindset. More often than not, such opinions can result in an unconscious bias towards someone, which leads to unfair decisions, bitter feelings and conflict in the workplace.
One might ask, what is unconscious bias and how can one recognise it? It can seep through the first interview, interview questions, job descriptions and performance management. One of the worst things about unconscious bias is that it dominates who can speak, be heard and lead the team, not on performance alone. Unconscious bias leads to ill-meant discrimination and bullying against people who do not fit the ‘ideal employee’ description, leading to sheer unfairness.
All of this can affect the company culture as a whole, affecting employee retention and turnover. Nobody wants that, neither you as an employer, nor the employees.
Not all bias has to be mean-spirited for even the best of us often don’t know what is unconscious bias when we make important decisions. In this read, we would be talking more about what is unconscious bias, types of unconscious bias, the effects of unconscious bias in idea generation and performance management, and how to tackle it.
Talent acquisition goes beyond human differences, so your company could be losing out on a potential employee if they do not meet rigid criteria. As a result, candidates of diverse backgrounds move on to join your competitors. Have you noticed candidates of a particular ethnicity, racial or religious background being under-represented in college placements, scheduled interviews in the office or walk-in job interviews? If yes, maybe it is time to open up the horizons to curb unconscious bias and boost talent acquisition.
Sometimes, unconscious bias could be ingrained into a particular job description as well. For example, a candidate might not apply or accept a job offer as it indicates potential barriers that can affect their career or personal goals. For example, women and people of certain backgrounds not being given a chance to be considered for an open position due to preconceived stereotypes.
Not just cultural differences, people with physical limitations face discrimination issues as well. They may be unable to attend corporate events or work in certain locations, but their work is as valuable as anybody else. They must be encouraged to participate in idea generation, performance management and leadership roles. For example, an accessible lavatory must be reserved for people with special needs while a nursing room must be available for new mothers. Similarly, they must be allowed to use such facilities when needed.
As a hiring manager, you or your recruitment partner might need to question your notion of what is unconscious bias. Though a prospective candidate is qualified enough, the recruiter can reject them due to their opinion of diverse talent. Though it generally happens in the earlier stages of an interview or interaction, it can happen at the later evaluation stages as well. Finally, a diverse candidate can be subjected to discrimination even if they are hired. They may face closer scrutiny than their colleagues, be excluded from certain projects or even be denied appraisals in the future.
Today’s candidates are smart, they check for inclusivity in workplaces before accepting a job offer. Job review websites and social media can filter companies with different mindsets towards diverse candidates, which can push away potential talent. Over time, candidates will stop applying to an organisation that doesn’t care about inclusion and acceptance in its culture.
As mentioned, unconscious bias can be evident in several different ways. Here are eight kinds of bias that affect team interaction and decision-making at work:
Having understood the different types of unconscious bias, it is up to as leaders to resolve. Although it is difficult to eradicate bias, we can take the following steps to ensure an inclusive workplace:
Even the best of us can suffer from or participate in unconscious bias in the workplace, but we must combat it in its initial stages to incorporate a community-like feeling. Now that we live in a cosmopolitan society, we must educate ourselves on what is unconscious bias and how we can rise above our differences to ensure a global society.
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