How do you address biases in leadership?

1 Identify your biases

The first step to address biases in leadership is to identify and acknowledge them. You can use self-assessment tools, such as the Implicit Association Test (IAT), to measure your implicit biases towards different groups of people. You can also solicit feedback from others, such as peers, mentors, or coaches, to gain different perspectives on your behavior and impact. Be open-minded and curious, and avoid being defensive or dismissive of the feedback.

2 Challenge your biases

The second step to address biases in leadership is to challenge and question them. You can do this by exposing yourself to diverse sources of information, experiences, and viewpoints, and by seeking to understand the perspectives and needs of others. You can also use critical thinking skills, such as asking yourself why you hold certain assumptions, beliefs, or preferences, and whether they are based on facts, evidence, or stereotypes. By challenging your biases, you can expand your awareness and empathy, and reduce your prejudice and discrimination.

3 Manage your biases

The third step to address biases in leadership is to manage and minimize them. You can do this by implementing policies, practices, and processes that promote fairness, equity, and diversity in your team and organization. For example, you can use objective criteria and data to make decisions, such as hiring, promotion, or evaluation. You can also create a culture of feedback and accountability, where you and your team members can give and receive constructive and respectful feedback on your actions and outcomes. You can also support and mentor others who are different from you, and encourage their participation and contribution.

4 Learn from your biases

The fourth step to address biases in leadership is to learn and grow from them. You can do this by reflecting on your experiences, mistakes, and successes, and by identifying areas for improvement and development. You can also seek opportunities to learn from others, such as attending trainings, workshops, or events on topics related to diversity, inclusion, and cultural competency. You can also join or create networks or communities of practice that foster dialogue, collaboration, and innovation among diverse groups of leaders.

5 Model your biases

The fifth step to address biases in leadership is to model and influence others. You can do this by demonstrating your commitment, values, and actions to address biases in your own leadership style and in your team and organization. You can also communicate and celebrate your vision, goals, and achievements related to diversity, inclusion, and cultural competency. You can also inspire and empower others to address their own biases and to contribute to a more inclusive and respectful culture.

6 Review your biases

The sixth step to address biases in leadership is to review and evaluate them. You can do this by measuring and monitoring your progress, impact, and outcomes related to addressing biases in your leadership style and in your team and organization. You can also solicit and incorporate feedback from others, such as team members, colleagues, customers, or partners, to assess your strengths and weaknesses, and to identify areas for improvement and development. You can also recognize and reward yourself and others for your efforts and achievements related to addressing biases.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?