Beyond Awareness: Taking Action to Address Biases in your Organization.

Welcome to a candid exploration of biases in the workplace and the imperative need to move beyond mere awareness to concrete action. In this discussion, we'll delve into both unconscious and conscious biases, examining their manifestations in our workplaces and the detrimental effects they have on businesses. Moreover, we'll scrutinize the effectiveness of unconscious bias training and ponder its return on investment (ROI) for organizations.

But first let's start with understanding why we have biases and why in and of themselves, they are not necessarily bad...

Our brains process around 11 million bits of information per section. But we can only consciously process 16-40 bits - so that's a lot of information we are somehow processing that we are not consciously aware of. In other words, the vast majority of the work our brains are doing is at the unconscious level. To help us process this overwhelming about of information, our clever brain has created a system of shortcuts. These shortcuts tend to be very binary, good / bad, safe / unsafe...If I have experienced being bitten by a dog and when I'm walking a similar looking dog comes bounding up to me, my brain is likely to make the quick decision that I could be in danger i.e. dog = danger because that's the information my brain has processed in the past.

Imagine you're at a large conference by yourself. You've just collected your conference pack and pass and you enter the holding zone - the gathering of 500 plus people waiting to move to the next room for the keynote. You don't know anyone.... what do you do?

You may scan the room for a familiar face. You may look for another individual by themselves. You may be drawn to someone who looks like you and like they're in a similar situation. At an overseas conference I will personally find myself drawn to fellow native English speakers for example. But we have seconds to make the choice as to who we approach before things start feeling awkward. There are so many variables we could consider here, but like I said we have seconds, so our brain is filtering the options.

In this situation Affinity Bias or Similarity Bias may come into effect. You look like me, you sound like me, you're also on your own. And when we start chatting, my decision to stay and invest more time is likely to be based on a) alternative options, and b) do we have other things in common?

Affinity bias occurs when we treat people more favourably simply because they are like us. Similarities can include shared commonalities including anything from likes and dislikes, or appearance, or career experience. It feels safe to gravitate toward people like ourselves - in short we know what we're getting, it feels familiar and safe.

In this instance, affinity bias helps us make an initial connection and there's absolutely nothing wrong with that. However, if I let affinity bias make all the decisions when I'm hiring team members, I'm likely to end up with a very homogenous team.

Who's Making the Decision?

Biases, whether conscious or unconscious, persist in workplaces globally, influencing crucial decisions like hiring, promotions, and daily interactions among employees. Despite the proliferation of diversity and inclusion efforts, biases continue to impede progress and perpetuate inequality.

In recent years, there has been a notable focus on unconscious biases, leading to substantial investments in unconscious bias training by many companies. However, despite the significant financial outlay, doubts linger regarding the efficacy of such training. A growing body of research suggests that unconscious bias training may not only be ineffective but could potentially reinforce biases. Notably, Michelle King, author of "The Fix: Overcome the Invisible Barriers that Hold Women Back at Work," underscores this concern in a recent Forbes article. Additionally, Pamela Fuller, co-author of "The Leader's Guide to Unconscious Bias," posits that such training may foster a false sense of comfort with biases rather than engendering meaningful change.

In the training I deliver on unconscious bias I focus on the transition from Awareness to Action to Accountability. We have to be aware of the different types of biases and how they may show up in the workplace, before we can do anything about them. The problem is, we cannot simply stay at the awareness phase. We have to move onto the action part.

If I have gone to the conference to network, affinity bias may impede the strength of the network I access. It's okay to lean into it on the first morning but I know I have to step out of my comfort zone sooner or later or I risk significantly limiting who I connect with. For this to happen I have to consciously make a decision to talk to different people, rather than let the unconscious part of my brain make all my decisions.

Let's Dive into Gender Bias

Now, let's confront a discomforting reality: gender bias. Shockingly, statistics reveal that one in every five women will experience rape or sexual assault in their lifetime. These assaults occur in various settings, including homes, public spaces, and even workplaces. This staggering prevalence underscores the systemic issue of gender bias, which often lurks beneath the surface as an unconscious bias. However, it's essential to recognize that gender bias is not solely an unconscious phenomenon. In many cases, it manifests overtly in conscious decisions, such as unequal pay practices and disparities in leadership representation.

If organizations harbor a gender pay gap or lack gender balance in leadership roles, they are actively perpetuating gender bias. While unconscious biases undoubtedly contribute to organizational inequality, it's insufficient to attribute bias solely to unconscious processes. Awareness serves as the initial step in dismantling biases, but tangible progress necessitates accountability and action.

Gender bias exerts a profound influence on businesses, affecting every stage of the employee lifecycle, from recruitment to retention. Organizations with gender-imbalanced teams risk perpetuating systemic bias throughout their ranks, undermining employee morale and hindering organizational success. Conversely, research indicates that gender-diverse companies are more likely to experience above-average profitability, highlighting the business imperative for addressing biases.

To break the bias, organizations must adopt a multifaceted approach that extends beyond unconscious bias training. Establishing psychological safety, collecting and analyzing employee demographic data, conducting pay audits, and fostering a strategic approach to gender balance are essential components of this endeavor. Moreover, organizations must hold themselves accountable for addressing biases and disrupting the discourse that perpetuates them.

Let's Wrap this Up

Unconscious biases are pervasive due to the limitations of human cognition. Our brains are inundated with vast amounts of information, far beyond our conscious capacity to process. Consequently, our subconscious resorts to creating shortcuts to manage this data overload. Regrettably, these shortcuts often rely on biased information acquired over time, perpetuating stereotypes and reinforcing existing biases.

The good news is we can reprogramme our brains. We can start by consuming content / data that truly represents our beautiful diverse world. We can educate ourselves. We can take a moment to check in and get feedback from diverse perspectives before making decisions.

In conclusion, biases pose a significant threat to organizational success and employee well-being. While awareness serves as a critical first step, actionable interventions are indispensable for effecting meaningful change. It's time for organizations to transcend awareness and commit to tangible actions that foster inclusivity and equity in the workplace.

To delve deeper into the prevalence of biases in the workplace and access practical tips for addressing them, explore our free resource, The Diversity Doctor A-Z of Workplace Biases. Our book a free discovery call to find out how we can help create bespoke bias training for your employees.