Essentially everyone has some unconscious biases that may influence their decisions. It’s that lack of awareness of the biases that make them potentially harmful.
Addressing unconscious bias requires intention, as well as a multi-faceted approach. Reviewing job descriptions for terminology that may favor a particular background, as well as phrases that might be perceived as culturally insensitive, is a solid place to start. This makes job ads more neutral, increasing the likelihood that a diverse group of applicants will apply.
Blind hiring processes can also make a difference. Since the approach removes personally identifiable information (PII) during initial screenings, it can level the playing field significantly.
Training hiring managers on the impact of unconscious bias is also vital. This promotes greater awareness, ensuring that beliefs that were once hidden can be identified and properly addressed.
Having a standardized interview process featuring set questions and a pre-defined scoring model is also a wise step. By creating a consistent candidate experience, it’s easier to compare applicants based on their merits.
Similarly, using panel interviews featuring a diverse group of interviewers can promote diversity and inclusion. When multiple people from a range of backgrounds are involved, you reduce the likelihood that one person’s unconscious bias will impact decisions.
Finally, make sure to monitor the results of your efforts. By doing so, you can see which shifts are having a positive impact and which aren’t generating results.