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People tend to categorize or organize things to keep them simple and manageable. How we physically manage things is the same way our brain organizes or categorizes people in different buckets, often unconsciously, to ease the work. The categorization is based on previous experiences, likes or dislikes, prejudices, influences, and suggestions. This is what we call “unconscious bias.”
Biases can be classified broadly as Confirmation, Affinity, Attribution, Conformity, or Halo Effect. But I think it is beyond this because every brain has a distinct way of processing things. The unconscious is also called implicit or hidden because it’s outside of one’s conscious awareness and control. Most research studies suggest that people can act based on prejudice and stereotypes without intending to do so. It is essential to make a conscious effort to overcome our unconscious bias because, although we are unaware of the bias, it may affect our decision-making process.
Let’s look at some examples of bias that will help you understand and relate to your own experiences.
Unconscious bias can be ignored if it’s at an individual level. However, bias in talent acquisition leaders or hiring managers may severely hinder their hiring goals. I recommend the three ‘A’s – a self-evaluation tool to identify and overcome your unconscious bias.
Not the ideal way to overcome our biases completely, but following the three ‘A’s will undoubtedly help.
As the Diversity SME at iPlace, I have assisted several clients in curbing unconscious bias within their hiring process and adapting best practices for achieving their diversity goals. Some hiring strategies include implementing effective ways to recruit diverse talent, utilizing blind hiring techniques, identifying ways to avoid losing talent due to unconscious bias, and understanding the importance of diversity at the leadership level.
We are just starting to address the challenges of building a diverse workspace. And I am keen on collaborating with like-minded individuals focused on making a difference. Let’s connect.
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