What is 'Unconscious Bias'?
As a speaker on diversity, equity, inclusion, and belonging (DEIB), I often talk about the concept of unconscious bias and its impact on organisations. But what is unconscious bias, and how does it affect organisations?
Unconscious bias refers to the biases and prejudices that we hold on a subconscious level, which can influence our thoughts, feelings, and actions in an automatic and unintentional way. These biases are often shaped by our upbringing, culture, and personal experiences, and they can be difficult to recognize or acknowledge.
Unconscious bias can have a major impact on organisations, as it can influence decision making, communication, and interpersonal interactions. Some of the ways in which unconscious bias can affect organisations include:
Hiring and promotion: Unconscious bias can influence who we hire and promote, as we may be more likely to select candidates who are similar to ourselves or who fit a certain stereotype. This can lead to a lack of diversity and inclusion in the workforce.
Performance evaluations: Unconscious bias can also affect how we evaluate the performance of our employees, as we may be more likely to overlook the accomplishments of certain groups or to attribute their success to external factors rather than their own abilities.
Interpersonal interactions: Unconscious bias can also impact the way we interact with our colleagues, as we may be more likely to overlook or dismiss the perspectives and contributions of certain groups. This can lead to a lack of inclusivity and a sense of isolation for some employees.
Overall, unconscious bias can have a major impact on organisations, leading to a lack of diversity and inclusivity, as well as impacting decision making and interpersonal interactions. By acknowledging and addressing unconscious bias, organisations can create a more positive and inclusive work culture that benefits everyone.
