The science of bias: why your brain doesn't always have your back
We like to think of ourselves as logical and fair, but the truth is, our brains rely heavily on shortcuts. These mental shortcuts—known as heuristics—help us make rapid decisions based on past experiences and the world around us. But, they aren’t always reliable, especially when it comes to judging others. Enter bias.
Unfortunately, if you have a brain, you have bias. It’s part of our neural wiring and serves an evolutionary purpose. When hunter-gatherers encountered a stranger from a different tribe, their brain needed to quickly associate unfamiliar appearances with danger, prompting a defensive response.
But we've evolved away from this, right? Wrong. Take, for example, a 2011 study on Israeli judges reviewing prisoners’ parole applications. Researchers discovered that the single biggest factor influencing a parole decision was not the prisoner’s history but the time of day. Decisions made earlier in the session were more likely to grant parole, while fatigue set in later, leading judges to stick with the status quo and deny parole. Known as decision fatigue—this study demonstrates that bias is still alive and kicking, and how easily our judgment can be clouded without us even realising it.
Types of bias:
Here’s a breakdown of some of the most common types of biases that affect decision-making and judgment:
? Confirmation Bias
Definition: The tendency to search for, interpret, and remember information that confirms one’s preexisting beliefs or theories.
Example: A hiring manager might focus on aspects of a candidate's resume that support their initial positive impression while overlooking any potential drawbacks.
??♀? Affinity Bias
Definition: The tendency to favour people who are similar to ourselves in terms of background, interests, or experiences.
Example: During an interview, someone might feel a stronger connection to a candidate who attended the same school or shares similar hobbies, leading to a biased preference.
?? Halo Effect
Definition: The tendency to let a single positive trait or first impression influence overall perception of a person. Example: If a candidate is well-dressed and articulate, a hiring manager may unconsciously assume they are also more competent, even without reviewing their skills in detail.
?? Horns Effect
Definition: The opposite of the halo effect, where a single negative trait or first impression influences the overall judgment of a person.
Example: If a candidate arrives late for an interview, the interviewer might assume they are disorganised or unprofessional, even if it was due to unforeseen circumstances.
?? Attribution Bias
Definition: The tendency to attribute others’ actions to their character or personality while attributing our own actions to external factors.
Example: If a colleague misses a deadline, you may think they are lazy or unmotivated, but if you miss a deadline, you might blame it on workload or poor communication.
?? Perception Bias
Definition: The tendency to form stereotypes and assumptions about certain groups, which affects how you perceive individuals from those groups.
Example: Assuming that a person of a particular gender or race won’t perform well in a certain role, even before assessing their skills or qualifications.
?? Recency Bias
Definition: Giving undue importance to the most recent information or experience when making a decision.
Example: In a performance review, focusing more on an employee’s recent work (whether good or bad) rather than considering their overall performance throughout the year.
?? Anchoring Bias
Definition: The tendency to rely too heavily on the first piece of information received (the "anchor") when making decisions.
Example: In salary negotiations, the first figure mentioned becomes the anchor, and subsequent negotiations tend to stay close to that initial figure.
The neuroscience of bias: What’s actually happening in the brain?
Bias, particularly unconscious bias, is the result of your brain’s natural tendency to take cognitive shortcuts. When faced with an overwhelming amount of information, your brain has to decide quickly what to focus on and how to act. To do this efficiently, it leans on past experiences and pre-existing patterns. But what’s really happening at the neural level?
The Amygdala
The amygdala is an almond-shaped cluster of neurons located deep within the brain's temporal lobe. It plays a crucial role in emotional responses, particularly those related to fear, anxiety, and survival instincts.
The amygdala plays an important role in bias because it processes stimuli quickly and can trigger emotional responses before the rational part of the brain, the prefrontal cortex, has a chance to analyse the situation.
For instance, when someone encounters a person who looks or behaves differently from what they’re accustomed to, the amygdala might send a signal of discomfort or fear, even if there’s no logical reason for concern. This is why unconscious bias often feels instinctual—it’s rooted in deep emotional responses that occur without conscious thought.
The Prefrontal Cortex:
The prefrontal cortex (PFC) is responsible for higher-order thinking, reasoning, and regulating emotions. It helps override instinctive reactions—like those initiated by the amygdala—allowing us to think more deliberately.
When it comes to unconscious bias, the PFC can help us recognise and control our initial judgments. However, if we’re tired, stressed, or overwhelmed, the PFC's control weakens, making it harder to counteract biased thoughts.
The Dual-Process Theory:
In the context of unconscious bias, the dual-process theory explains how two systems in the brain function:
When we are fatigued or in a rush, we rely more on System 1, which can lead to biased decisions because it's fast and instinctive.
It's not all doom and gloom...
The good news is that there are strategies we can use to mitigate the influence of bias and promote more fair and inclusive decisions. Here are some practical tips to help overcome bias:
1. Acknowledge your biases
The first step in overcoming bias is recognising that it exists. We all have biases shaped by our experiences, culture, and environment. Acknowledging that no one is immune to bias helps create the self-awareness necessary for change.
2. Slow down decision-making
Biases often occur because we rely on quick, intuitive decisions. Slowing down decision-making allows for more thoughtful and deliberate choices. When facing important decisions, especially in hiring or promotions, take time to reflect on the reasons behind your judgement. This can help engage the more analytical part of the brain, reducing snap judgements.
3. Standardise processes
Implementing structured decision-making processes can reduce the influence of unconscious bias. For example, using standardised interview questions ensures that every candidate is evaluated on the same criteria. Similarly, creating clear, measurable evaluation criteria for performance reviews can lead to more objective assessments.
4. Use blind recruitment
In recruitment, removing personal information such as names, photos, or addresses from CVs (a process known as blind recruitment) can prevent biases based on gender, ethnicity, or background. By focusing solely on skills and qualifications, hiring decisions become more equitable.
5. Get a second opinion
When making a big decision, consult with others to get diverse perspectives. This can help challenge any unconscious biases that might be influencing your judgement. Encouraging feedback from colleagues with different backgrounds and experiences provides a broader, more balanced view.
6. Diversify your network
We often tend to gravitate towards people who are similar to us, which reinforces our biases. Expanding your personal and professional network to include people with different backgrounds, cultures, and perspectives can help broaden your worldview and reduce affinity bias.
7. Challenge stereotypes
Be proactive in challenging stereotypes. Ask yourself, "Is my assumption about this person based on objective facts, or is it influenced by stereotypes?" By actively questioning your judgements and beliefs, you can disrupt automatic biased thinking.
8. Educate yourself and others
Bias-awareness training can help individuals understand different types of biases and how they manifest. While training alone can’t completely eliminate bias, it raises awareness and provides tools to minimise its impact in day-to-day decisions.
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Dynamic HR and Ops professional with a passion for inclusion Studying CIPD Level 5 People Management
2 个月Kate Moloney An interesting read for Evolve?!