There are multiple types of bias we humans can exhibit. None of them require any particular malice aforethought. Rather, they are natural offshoots of human development. We unconsciously group things together for fast and easy access in our brains. We automatically reach for what is familiar and broadly applicable.
While one’s biases can evolve, it’s important to realize when a bias is helpful and when it is harmful. For example, in my experience, if you find yourself using it to take a shortcut in making decisions in the corporate world, it’s almost always a detriment.
What are a few different types of bias you might see in the workplace?
- Unconscious bias: With unconscious bias, we don’t even realize the bias we are thinking or exhibiting. For example, when hiring for a tech position, do you automatically assume that a younger person will perform better than a baby boomer?
- Confirmation bias: This form of bias is when we pay more attention to things we already believe. For example, you might think that just because an employee is talented in one area, they’re talented in other areas.
- Attribution bias: This is when we believe someone’s behavior in a way we think should be true or accurate. We might attribute someone’s behavior to be altruistic because we believe them to be “good.”
Now that we understand what bias can look like in the workplace, how can we proactively seek to avoid it?
1. Recognize your bias.
First of all, it’s important to acknowledge that bias exists. If you’re trying to decide who’s most qualified for a big promotion, stick to facts, figures and past proven performance. Don’t let yourself be swayed by who would fit in best with the management group or who would most likely fit with the status quo.
2. Be committed to mitigating bias in your organization.
It’s important to not just give lip service to bias mitigation. If you take the time to understand the thought processes of people who are different from you, it can bring you to an understanding of what and how they think. Once you can see an issue from multiple viewpoints, it drives you to feel differently about the value of bias mitigation.
3. Speak up when you see others display biased behaviors.
It’s often difficult to take a stand on inappropriate behaviors, but it’s necessary. Employees who experience these admittedly uncomfortable situations must accept their responsibility to respectfully quash the divisive actions, especially if they are in a management position. If the unacceptable behavior is not addressed, it implies that somehow it is acceptable.
Although everyone in the organization should feel empowered and encouraged to uphold the dignified vision of workplace equality, if the frontline people don’t see it reflected in the behavior of those in the C-suite, the initiative will never realize its full potential.
This article has previously been featured on Forbes