Human brains are wired to be biased. Extensive research done on the neurological science behind unconscious bias can sometimes lead us either toward a sense of complacency or hopelessness. If humans are predisposed to bias, why do we need to fight so hard to mitigate it? Is it even possible to overcome bias if it is what comes so naturally to us all?
Even the word “unconscious,” presents a false sense that we have no control over our thoughts.
Here is a secret that I will let you in on: our human brains on autopilot are like muscles that have not been exercised in a long time. It is possible to flex our tired and complacent muscles into fit form, but it takes self-awareness and diligence. The prize for this hard work, of course, is the opportunity for wider perspectives of the world around us, which in turn cultivates an inclusive environment.
The good news is, once you begin to understand common biases and the impact of unconscious bias on interpersonal and professional relationships, you will already be on your way towards overcoming the rash impulses created by bias. Resources such as CultureWizard’s Overcoming Unconscious Bias course can help you identify common examples, which in turn allow you to understand the ways bias impacts your daily interactions with colleagues and clients.
A common example of unconscious bias in the workplace is during the recruitment process. “She doesn’t seem like a good culture fit for us,” or, “We should hire him because he seems like someone I’d want to go to the pub with after work.” Both of these examples rest on the assumptions of affinity bias, or the unconscious gravitation towards people similar to ourselves and our perceived collective mindset.
In the Overcoming Unconscious Bias Course, The Impact of Unconscious Bias module offers a scenario in the performance review process, where bias can be identified in more subtle ways. Bias based on perception clouds our judgment through the use of stereotypes and assumptions, which can make it difficult for us to truly value the contributions of the individuals in front of us.
One way we can slow down the speed at which bias invades our perceptions of our colleagues and our decision-making is by practicing the art of being receptive to the ideas of others, even if their perspectives bring out reactions in ourselves. Self-awareness can help us learn to pay attention to when we are having internal reactions for reasons based on bias, or reasons based on something else. Another way we can work towards overcoming bias is by calling in, the help of other decision-makers.
By surrounding ourselves with a panel of people with diverse perspectives, we can more easily question and disrupt the conclusions we might otherwise make. Inclusivity begets inclusivity. Through valuing and hearing diverse perspectives, we can have a better understanding of diverse needs, which in turn leads to a more inclusive environment.
If our human brains are wired to have bias, is it something we can truly overcome? Perhaps not, but we can all work towards a more inclusive workplace culture by remaining mindful of our biases and how they impact our perception of others. Workplace diversity and inclusion can sometimes seem like a slow-progressing journey, but one where even the smallest steps forward are worth the effort.
Start your inclusion journey by checking out our inclusion handbook: Navigating Global Inclusion.
