Non-conscious or implicit bias, as the name suggests, is based on an array of factors and plays out in different forms at the workplace. This bias can impact decisions at every stage, beginning with recruitment and higher attrition if unattended. Its impact makes it imperative for leaders to understand how non-conscious bias manifests.
Scientists believe that non-conscious bias happens when our brain makes quick judgments and assessments of people and situations. In the non-conscious stage, the brain processes information 200,000 times faster than the conscious mind. The bias comprises patterns and influences our behavior without our knowledge.
Research shows that bias plays a role in every aspect of the workplace and affects individuals. Let’s take a look at their different forms and implications:
- Affinity Bias: It is a well-known fact that our brain sees and relates to the people who share similar qualities with us and we prefer interacting and working with them. Knowingly or unknowingly, we develop an affinity towards such people.
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- Implications: This can cloud our judgment when hiring or short-listing individuals. It may result in fewer diverse employees and mean less creative views and approaches to work.
- Beauty Bias: Well, appearances are important in a workplace, as they reflect professionalism and self-awareness. An attractive, well-dressed, and good-looking person is considered successful.
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- Implications: We may tend to judge others unfairly based on their physical attributes. We may start comparing others with the well-dressed and good-looking person and set a parameter of success based on appearance. It may result in many talented employees losing the chance to perform and prove their mettle.
- Confirmation Bias: Most of us slip into confirmation bias because we seek approval. When someone agrees with us we are more in sync with a person instead of the one who has an opinion different from ours.
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- Implications: This can lead to a selective observation and overlooking the whole picture and information, focussing on a single viewpoint.
- Gender Bias: This is a common bias seen at the workplace. This is nothing but a preference of one gender. It often stems from deep-rooted beliefs about gender roles and stereotypes. This occurs when we favor people we relate to, especially of the same gender. We often connect to them more easily because of gender-specific attributes.
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- Implications: We lean towards an individual based on their gender and the qualities we associate with it. It may lead to unequal pay at work, missing out on an opportunity, and low employee productivity.
- Halo Effect: We all are in awe of someone and some of their qualities, where we tend to approve of everything they do or say. This is called the halo effect and is also a form of non-conscious bias.
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- Implications: When we assume that someone is always saying or doing right, we cannot look beyond that assumption. When our opinions are skewed and biased, it may be a drawback from a business point of view.
- Horn Effect: This is the opposite of the Halo Effect. When we see something negative in a person, we assume everything negative about them. We start seeing negative in every action or decision of that person.
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- Implications: It can result in a rigid opinion leaving no space for conversation, denying opportunities.
Organizations can contribute by training employees to deal with a non-conscious bias for the business and individuals to grow. The non-conscious bias training offered by Avtar addresses it for the benefit of senior managers, leaders across functions, and change agents of an organization. It aims to create individual action plans to move towards inclusion within their spheres of influence, such as direct reports, teams, managers, and internal/external clients.
The first step towards getting rid of them is to be aware of them, recognize them, accept that we have formed a few of them, and work on them consciously. It will take some time and effort, but it would be worth it.
