I recruit for a living; I assess candidates and determine if they would be a good fit for an organization. I have reviewed 1,000’s of resumes and conducted 100’s and 100’s of interviews. One particular interview stands out. I was looking to fill a sales role in a “blue collar” manufacturing organization in Vancouver. The client wanted competitive, motivated, and hungry sales people who would flourish with little to no supervision, direction or meddling. They had a large team of all men who were killing it and they needed to add one more self-directed person to the mix. In my experience, some of the best people for roles like this have a background in competitive sports or are still athletes. When a resume of an experienced sales professional landed in my applicant file with a lengthy list of hockey accomplishments on it, I was excited. I emailed “Alex” right away and we made swift plans for an interview.
So, if you’re familiar with what Unconscious Bias is (making snap decisions based on stereotypes) you can probably guess where this is going. When Alex walked into the interview I am certain I was visibly thrown. Alex was, of course, female. I tried to recover without comment and we carried on with the discussion. Unconscious Bias at it’s finest.
There are a few factors that led to the Bias. First within the role itself, the team was all men, my clients never outright said “Only men allowed” but the word “she” was never uttered when discussing the ideal candidate, it was a blue collar industry predominately made up of typical male things, and the role involved almost entirely interacting with men – bosses, peers and customers. Therefore deep in my mind, I was already looking for a man. Then add to that Alex’s hockey history, I further thought male and of course her name, deep in my unconscious Alex must have equalled Alexander and not Alexandria.
What is Unconscious Bias Anyway?
Essentially, it’s labels, both negative and positive, that exist in our subconscious and affect our behavior. They aren’t just about men and women, but race, socio-economics, sexuality, weight, age and family status – you name it, it exists. Some argue that the bias is so deep that it’s beyond our control. But I disagree. Let’s take my example above. When that happened, I could have just moved on with my life and career but I choose to analyse what happened. I learned and grew from the incident and therefore brought my unconscious bias surrounding all of those factors to the surface. I use that incident to check myself and ensure that I’m not letting my brain make any quick decisions about roles or candidates. It makes me a better recruiter and really, just a better person.
But like most of us – I still have a long way to go. Most of us think we’re pretty good at being fair and that we assign job tasks, promotions, training and other advantages based on merit alone. But if that’s the case, why are there 100 men promoted into entry level leadership roles for every 30 women? (https://womenintheworkplace.com/) That’s the bad news, the good news is that we can start to train our brains to stop making these decisions based on our biases.
Three Quick Tips to Uncovering Unconscious Bias
1. Look Inward – What are some of the stories that make up your decisions? Are they true and accurate or was there something else at play?
2. Speak Up – Call out someone on their bias at work (privately and respectfully of course) will help people see the decisions they are making for what they are. Promoting open discussion at work is essential to exacting change.
3. Focus on Skills – The number of women in orchestras has gone from 5% in the early 1970’s to 25% today. This rise is largely due to applicants auditioning behind screens so the judges can’t ascertain gender; they can only ascertain how poorly or how well they play. Are there any changes like this you can make in your workplace?
By paying attention to our own stereotypes, we can start to see people for who they really are and uncover what value and contribution they can make to our teams.