Unconscious bias is a term that came into my vernacular only recently. I was exposed to it through a discussion during a Greater Vancouver Board of Trade presentation and immediately it clicked for me. For those who are unfamiliar with the term, unconscious bias refers to a bias that happens automatically, is outside of our control and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our background, cultural environment and firsthand experiences.
Now, my awakening to this terminology is not one of an early adopter. The philosophy and neuroscience behind unconscious bias has been around for while, with a considerable number of high performing organizations leading the charge in addressing it within their training programs and filtering into their work culture. Perhaps being an able-bodied, straight, white male, who has not been subjected to the likes of exclusion that the disabled, visible minorities, LBTQ2 and women are subjected to daily, contributed to being unaware of this phenomenon. As part of the GVBOT presentation, we completed a quiz to see how biased we were within our work lives. Thankfully, I didn’t find out that I shove people into subjective boxes all over the place. I did however realize a few blind spots that could be improved on and I found out that I sometimes utilized unconscious bias as a decision-making/time saving process.
For the most part, my biases are innocuous and do not have serious repercussions. For instance, when I am scanning the checkouts at the grocery store, I quickly dismiss ones that I think will take the longest based on who is already in them. Senior? Nope, I know they are going to be overly chatty and maybe even pull out a coin purse. Parents with kids? I know from experience that those kids are not going to leave them alone enough so they can efficiently bag their groceries. Young couple? Bingo! They have other things to do and places to go so they will be tossing things into bags without even thinking about it. This is an extremely trivial example, of course. Unconscious bias can have much more serious outcomes and negatively impact your business and culture. A few of the known unconscious biases that directly impact the workplace include:
· Affinity bias: The tendency to warm up to people like ourselves.
· Halo effect: The tendency to think everything about a person is good because you like that person.
· Perception bias: The tendency to form stereotypes and assumptions about certain groups that make it impossible to make an objective judgement about members of those groups.
· Confirmation bias: The tendency for people to seek information that confirms pre-existing beliefs or assumptions.
· Group think: This bias occurs when people try too hard to fit into a particular group by mimicking others or holding back thoughts and opinions. This causes them to lose part of their identities and causes organizations to lose out on creativity and innovation
As you can imagine, relying on one of the above biases to make objective decisions is fraught with pitfalls. Having a more diverse team opens all kind of new possibilities and ideas that you might not have been exposed to before. Not a single one of us has all of the answers and the key to success. It requires knowledge and experience that can be found within the under represented groups of people. The time is right to stop listening to our own voices and step away from the echo chambers and hear what other people have to say.