7 Ways To Combat Unconscious Bias At Work

Do you feel like your workplace is not treating you fairly?

Do you feel afraid to pitch in and speak up during company meetings?

How often do you feel judged by others, particularly because of your age, race, or gender?

Companies nowadays are striving for more diversity in the workplace. This means that organisations try to be as inclusive when it comes to race, gender, sexual orientation, religion, and other aspects.

However, it is human nature for people to have unconscious biases against these differences.?

According to imperial.ac.uk, unconscious (or implicit) bias is a term that describes the associations we hold, outside our conscious awareness and control.?

Even when we don’t mean to, we have the tendency to make judgments around social stereotypes. If kept unchecked, this could negatively affect the organisation itself and the employees working within it.

Unconscious biases can lead to others feeling discriminated against, or they may not feel safe speaking up for change as it may lead to more judgments.

So if you’re striving to create a healthier and safer space for your employees, here are some meaningful steps you can address to reduce bias and its effects in the workplace:

1. Be knowledgeable about what unconscious biases are

There is a myriad of biases that may seem harmless in hindsight. However, if you identify with these marginalised groups, then you are at risk of experiencing discrimination from your colleagues.

And because some people think of them as harmless, discrimination can also come in the form of lighthearted jokes, off-hand comments, and thoughtless decisions.

Here are some examples of unconscious biases:

• Conformity bias - We tend to change our opinions and behaviours to match the majority. It can also be a clear indicator that you are giving in to peer pressure, or if you’re trying to fit into the group.
• Microaggressions - These discriminatory statements are often made subtly, and are directed toward a person who is part of a marginalised group.
• Gender bias - When a person is treated differently because of their gender identity, then there is gender bias. Women are often called “loud” and “talkative” while a man with the same characteristics is called “confident” and “friendly.”
• Ageism - Particularly nowadays, when it’s all about generational gaps and age differences, there is inevitable discrimination against others based on their age.?
• Ableism - Body-shaming and ableism in the workplace are rampant – from the uniforms, they wear being exclusive for thinner bodies, to workplaces not being designed to cater to the needs of people with disabilities.

2. Take an assessment

Companies must take an effort to determine biases and how they can affect the decisions of the organisation.

A great example of this is observing where employees may be vulnerable to biases. Or you may conduct a survey to see how many of your employees are feeling discriminated or uncomfortable in the workplace.?

Once armed with this information, you can create more equitable strategies in decision-making.

3. Train employees and teach them

Not everyone has an idea of what unconscious biases are. Sometimes, they are not even aware of the harm they’re inflicting upon their coworkers.

This is why it is crucial for companies to teach their employees about unconscious biases and implement a more inclusive workplace. Companies may conduct seminars about it to inform and educate their employees.?

4. Be inclusive in your hiring process

Modern-day technology calls for modern-day hiring processes. Make sure your unconscious biases don’t impact your hiring process by changing and carefully writing job descriptions.

Remember that the world isn’t black-and-white. Men aren’t solely for science, technology, engineering and mathematics (STEM), while women are for administrative work. You have to be more open to the idea that job positions aren’t created for certain identities only.

5. Be diverse in your hiring decisions

Other than your hiring process, you should also look into your hiring decisions. Your goal is to have a diverse staff and avoid a homogenous one.

Remember that your workplace has an existing culture, but instead of looking for candidates that fit into it, look for new employees that “add to it.”?

This banishes the idea that you should hire employees you connect with, and instead replaces it with “culture add” and promotes more diversity.

6. Encourage employees to speak up

Oftentimes, employees are afraid to speak up regarding their experiences with discrimination and biases for fear of retribution.?

This is why you need to create a safe environment that encourages employees to speak up. Make sure that your employees don’t feel punished and humiliated for saying what they feel.

7. Hold employees accountable

Finally, you need to take matters seriously. Hold your employees accountable and take action to ensure the safety and welfare of all your employees.

You should involve HR and make sure that the aggressor understands the impact they had on their colleague.

Although you cannot completely eradicate unconscious biases, you can take measures to ensure the welfare of all employees.

Take it step-by-step, and focus on creating a diverse and inclusive workplace – it’s not far from possible!

In the long run, you’ll be able to see the difference it makes in your company. Higher employee satisfaction equals higher retention rates.

If you are looking for a great workplace, check out these companies and their job openings.?

If you want to learn more about culture, career and job search tips and strategies, I recommend following Optimum Consulting via LinkedIn and visiting their website at https://ogroup.com.au/

Happy working!