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Unconscious bias in the workplace refers to the one-sidedness, prejudices or favouritism that exists outside of our conscious awareness.It can impact our behaviour, attitudes and decision-making in the workplace. Such biases may arise due to factors like race, gender, age, ethnicity, sexual orientation, or even physical appearance.

Often we fail to decipher that these beliefs exist within us because they are quite deeply ingrained in our brains. And if we reflect on our behaviour & thinking patterns, we will notice their presence.

We can notice various types of unconscious biases in the workplace. Let's try to understand them with the help of some examples:

Confirmation Bias:

An employer may believe that women are less competent than men in a particular field of work, so as a result, they may subconsciously dismiss or ignore a woman candidate's qualifications and achievements & they would unfairly favour male candidates.

Stereotyping Bias:

A manager might assume that an employee from a particular "ethnic group" must not be well-versed in using English. Therefore they may not allow that employee to speak in meetings or give presentations to clients, even if the client is proficient in spoken English.

Halo/horn effect:

A supervisor might give a positive performance review to an employee who is consistently punctual or looks well-groomed, even if that employee's work performance is average or below average. Alternatively, the same supervisor may give a negative performance review to an employee who occasionally comes in late or dresses casually, even if their work performance is excellent.

Similarity bias:

A hiring manager may prefer picking candidates who attended the same university as them or who have similar hobbies and interests. Usually, these factors are irrelevant to the job requirements & do not guarantee the chosen candidate's chances of succeeding.

These are just a few examples, but we witness various other forms of unconscious biases in the workplace. Like, Age bias, Gender bias, Racial Bias, Appearance bias etc.

Employers and employees need to be aware of these biases so that they may take adequate steps to mitigate their impact. Otherwise, such prejudicial beliefs will disturb the hiring process, promotions, and workplace relationships. Hence, the overall office culture becomes toxic.

When unconscious bias goes unchecked, it can lead to a lack of diversity and inclusion, which can negatively impact employee engagement, productivity, and retention.

Here are some ways that unconscious bias can affect workplace culture:

Exclusion:

Unconscious bias can lead to particular groups of people getting excluded. They may not get fair & equal opportunities for growth, recognition, and advancement. It can create a culture where some employees feel like they are not valued or appreciated. It will eventually lead to disengagement, demotivation or even a bad turnover.

Lack of diversity:

It can also lead to a lack of diversity in the workplace, both in terms of demographic diversity (e.g., race, gender, age, ethnicity) and cognitive diversity (e.g., different perspectives, experiences, and ways of thinking). Such behaviour limits the range of ideas and solutions brought to the table, which can stifle innovation and creativity.

Resistance to change:

When an unconscious bias is deeply rooted in workplace culture, it can be hard to recognize and address it. Therefore, it creates resistance to change and a lack of willingness or flexibility to adopt new ideas or approaches that causes incurable losses.

Decreased morale:

It can create a toxic office culture where some employees feel undervalued or disrespected. It further leads to decreased morale and a lack of motivation to perform to the best of their abilities.

To create a more inclusive workplace culture, it is crucial for organizations to actively address unconscious bias, both through training and education for the employers & employees. By implementing the appropriate policies & an inclusive approach which promotes diversity & inclusion, companies can erase such unfair patterns.

When such prejudicial behaviours are noticed, immediate action is needed to ensure the safety and well-being of the employees affected. A plan of action needs to be implemented to ensure that those who inflicted such mistreatment understand the impact of their unfair behaviour. It can help to create a more positive and productive workplace culture where all employees feel valued, respected and supported

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