Extax Advisory
May 11, 20212 min
Updated: Sep 3, 2022
It is unusual to talk about diversity and inclusion without using the term 'bias' or 'unconscious bias'.
But what do we mean by this? We process so much information all at once, that our brain needs a 'system' to decide what is, and is not, important. We’re all programmed to make decisions based on our experiences and perceptions.
Often, when we are pressed for time, we are more likely to make a judgement on what we see or hear and that can impact our decisions and actions.
Bias is something that we all have, it's inherent to who we are. What’s important is that we are aware of our biases and the many forms they can take.
Anchoring bias
Influenced by what is already known or what is initially presented, which becomes the frame of reference for further information and decision making.
Authority bias
Preferring views from people with authority or seniority over others.
Bandwagon bias
Agreeing with views already supported by others, such as experts with status or power.
Conformity bias
Going along with the group view, even when it might be different from your own.In-group/out-group biasTendency to give preferential treatment (positive bias) to others who we perceive to be members of our own group. The out-group is comprised of people that we don't favour or interact with that much and by design, tend to receive more negative bias.
Information bias
Constantly seeking out information even when it is not needed for taking action.
Status quo bias
Tendency to like things to stay relatively the same and to stick with what is known rather than face a new unknown.
Examples of bias and impact in people decisions
Not offering a high-profile project, which involves travel, to a team member who has childcare responsibilities.
Requiring your teams to be in the office because you are not convinced they will be working hard from home
Not offering a counter view in a talent review session, as everyone else agrees with each other
Discounting a candidate for a management position because they 'only have' five years experience
Pause and think before making a decision
Review decisions and those of others for objectivity and stereotyping
Be aware of the drivers for your decisions - are you judging someone on their style rather than their outputs?
Find someone who represents the bias to be a peer coach and meet regularly for feedback
Challenge yourself to create an alternative story to the judgment that is being made
Remember that there is no cure for unconscious bias and it is part of being human. By raising awareness about the impact of bias, research shows that if it is at the forefront of mind when people make decisions, the impact can be reduced, although it is not thought to be permanent and it's something that needs to be continually worked at.
Take the implicit association test and gain some more insights.