Bias Blindspot

Have you ever been passed up for an opportunity because your name didn’t ring the right bell? Or maybe because you wouldn’t have been able to keep up with the pace of activities because of your fitness level or the lack of it. How many times have you come across someone commenting that so and so doesn’t seem fit for a role because she is a woman, she won’t be able to handle it or because they have a funny accent? I have been guilty of discarding a few names while selecting a name for my baby because the name reminded me of someone not very pleasant.

?Implicitly judging a person not based on their abilities or performance but how they fail to make eye contact or how they look? Fairly common I would say. Well, you are not alone. But are still in the wrong. You may not realize it, but you are getting led by beliefs that you have, ingrained due to societal factors, the upbringing, past experiences, hearsay or maybe something else. This implicit bias can cloud your vision and decision making leading to unexpected outcomes.

It is especially important to guard against the unconscious biases, if one is in a leadership position. All your kindness, good intentions unconsciously cloaked in your assumptions might do a great disservice to your efficacy as a leader, to your organization as the decision taken in good faith may not be the right one and to the person against who the decision goes.

Biases can be diverse but can be broadly classified as:

Gender Bias- Where one gender is preferred over the other. One of the examples is the generally seen poor representation of women in senior leadership roles.

( https://youtube.com/shorts/Stw-vWADmG4?si=8c0PC3HLBXoKYrkm )

Ageism- Where older employees aren’t considered competent enough despite their experience and skill set.

Beauty Bias- Attractive looking employees, irrespective of the gender getting partial treatment. Their beauty is taken as a sign that they must be in possession of the skills needed for a particular role.

Affinity Bias- Showing favoritism to someone who is an alumnus or shares similar interests or educational qualification.

Conformity Bias- Will put paid to all efforts of having a diverse workforce, different approach and fresh perspective by promoting crowd think.

Confirmation Bias- Where one seeks supporting information around the assumption on which the decision has been based. Why a person has or doesn’t have to be hired, may get affected by such assumption and not the number of accomplishments or the lack of in the required field.

Halo Effect- This is somewhat similar to confirmation bias where the accomplishment in one field makes one believe that they will be perfect in other areas too.

Horn Effect- The opposite of Halo effect where a past mistake or a negative trait is taken as being incompetent, despite having expertise in other fields.

Contrast Effect- Unfair comparisons can lead to wrong judgement. Comparing against unexceptionally high standards will result in poor morale.

Undermining or overestimating people as a conscious bias, though unacceptable can still be worked upon but the implicit or unconscious bias is like having extremely low blood sugar levels, that if left unnoticed can prove fatal too. Unconscious biases can have significant repercussions, especially in leadership positions. Despite good intentions, allowing biases to influence decisions can undermine organizational effectiveness and harm individuals. Whether it's gender bias, ageism, or affinity bias, each type of bias distorts our perception and impedes diversity and inclusion efforts. By acknowledging and actively challenging these biases, we can create a more equitable and inclusive workplace where everyone has the opportunity to thrive based on their abilities, not stereotypes. What kind of biases have you been holding on to or suffered in the workplace? Do share with us in the comments section.