7 Types of Unconscious Biases and How to Get Rid of Them
So far, we have reached a point in our world where companies are constantly striving for a broader range of talent pools. They are seeking a blend of talents to enhance their standing in the corporate world. After all, humanity has come so far that it has become a necessity for all human beings to work together, considering the level of advancement that has been achieved.
Merit-based hiring based on fair and unbiased practices is a huge part of this process. It sort of adds a bit of modern-day flavor to the corporate environment. But there’s a big problem: biases that employers aren’t normally consciously aware of can affect hiring decisions.
These biases, as they are called, are referred to as unconscious biases. Many of you might already be familiar with the term, but for the convenience of the readers:
“Unconscious biases can refer to any sort of automated bias, or in simpler terms, judgments or attitudes that people hold about other people based on their original characteristics, such as race, religion, age, gender, socio-economic class, or some sorts of backgrounds.”
The ironic thing about these biases is that humans have this natural tendency to indulge in such types of biases. Or, in other words, the person inflicting such biases might not be consciously aware of their existence.
In the hiring process, these biases, from subtle preferences to deep-seated stereotypes, can evidently mold who gets hired or who doesn’t. It is a huge barrier to employing a diverse group of talented people in the work environment.
Unconscious bias in hiring is a widespread issue that stops companies from being inclusive. Even when there’s a genuine effort to be fair, biases can sneak into the decision-making process, causing even the most qualified candidates to be ignored.
7 Types of unconscious biases
Primacy Effect
You might have heard of the term “the first impression is the last impression.” Well, well this is just that. The primacy effect happens when the very first information you receive about someone, or suppose you meet someone for the first time, sticks into your mind, which later influences your perceptions and decisions about that particular person.
In hiring, it could lead to ignoring the candidates who start off rather poorly at the interview; maybe they’re nervous about something or don’t answer a question well at the beginning of the interview, which might color your overall impression of them, even if they improve as the interview follows on.
Confirmation Bias
Confirmation bias is just like having a “favorite filter” enabled in your mind somewhere. It happens when you only tend to notice or believe things that align with what you already think, kind of like wearing glasses that only show you what you want to see. These biases force you to focus on things that support your already existing views and notions.
Now, in the hiring process, confirmation bias can be a bit more unfair. Let’s say the interviewer has this preconceived notion in his or her unconscious somewhere that people from average universities might not be good employees for the company. It’s like having an idea in their mind somewhere before even meeting someone.
When a candidate from an average university comes in for an interview, the interviewers might (intentionally or unintentionally) ask questions that only confirm what they already believe, like focusing on the university rather than the person’s actual skills.
Affinity Bias
A famous saying, “birds of a feather flock together,” explains affinity bias perfectly. But still, affinity bias might just be a bit more complicated than that. Affinity bias is when you prefer or choose people because they are similar to you or share something in common with you, like being friends or having similar hobbies or stuff.
It is just like when you pick your friends as teammates just because they’re your friends, even if there might be others who are really good at the project. It’s about choosing people you already feel comfortable with, rather than considering everyone’s abilities.
Now, in the hiring process, this bias can affect things like recruitment, promotion, or other extra privileges, so it’s very important to be aware of it and address it properly, so everyone gets a fair chance based on their actual skills and abilities, not just because they’re friends with the person making the decisions.
Contrast Bias
It’s all relative; that just about sums it up in three words, or perhaps four. Let’s say you’re comparing students’ exam papers. If you just read a really bad one, the next one might seem way better, even if it’s just about average. Contrast bias is a bit like that: your judgment of something is affected by what you saw or experienced just before.
In the hiring process, contrast bias can happen when an interviewer interviews multiple candidates one after the other. If the first candidate appears to be exceptionally strong, the following ones might seem less impressive, even if they are actually highly qualified for the job.
It’s important for recruiting agencies to evaluate each candidate independently and separately and not let this unconscious contrast with previous interviews affect their overall judgment. This way, everyone gets a fair chance based on their own merits and skills.
Beauty Bias
Beauty bias is one of the most commonly used biases employed in the job industry today, especially in the entertainment industry. The phenomenon of beauty bias occurs when, at the interviewing moment, an employer hires someone for a job, not because he or she is the best fit for the job but just because he or she is impressed by his or her attractive looks.
You might have heard of the famous saying, “Don’t judge a book by its cover.” Beauty bias ensures that you do just that, and quite remarkably so. It’s like thinking someone is super smart just because they have a remarkable, charming presence, despite not having the basic skills necessary for the job.
So, it’s a bit unfair, right? Since people should be awarded employment opportunities and other benefits not just because they look good, but based on their actual competencies and abilities to fit into the job position, This beauty bias can make the hiring world look not so fair and square, and that’s something we should at least try changing.
Halo Effect
We have already discussed beauty bias; the Halo effect is just the generalized version of it. So, the most common area where the halo effect is used is when you see a politician doing something good — a rare sight indeed — like helping out in the community or giving a magnificent speech. Because of that one positive thing, you start thinking, Oh, they’re so awesome in everything — they can solve all the problems, yay.
“All that glitters is not gold.” Well, that fits the politician thing perfectly, but its real implications lie in the hiring process. In the hiring world, employers are far more likely to be influenced by the Halo effect than they would admit.
In the hiring process, the halo effect influences employers’ decisions when they notice a positive thing or two about a possible job candidate — maybe they have a very fancy degree or have a very unrealistically impressive resume. That one impressive thing stays in the mind and overshadows the overall judgment of the employers; they might start thinking the candidate is perfect for the job, even if they haven’t really proven their skills in all aspects of the role.
It is a very simple way for employees to exploit their chances to make their way into organizations; nonetheless, employers still need to consider whether or not they are being influenced by the halo effect.
Horn Effect
Although the antagonist Halo effect receives more attention than its brother, the horn effect is just as common, if not more so. Look at the Horn effect this way: it occurs when an interviewer picks up one negative thing about a job candidate, like a small mistake or poor dressing, perhaps.
Even though the candidate might have many other excellent traits and abilities, the interviewer may begin to believe that the candidate isn’t capable at all because of that one less-than-ideal thing. Kinda like the exact opposite of the Halo effect.
When talking about the Horn Effect and its consequences, the expression “Don’t throw away the baby with the bath water” comes to mind. Simply because there is one negative quality about something does not mean that the entire thing should be treated as negative.
How To Get Rid of Unconscious Bias in the Workplace?
Now, as we have discussed some (but not all) of the unconscious biases present in the workplace, Let’s discuss some of the ways in which we can minimize, if not remove, these biases all together. Remember, biases are part of human nature, and it takes constant self-reflection and awareness to address these problems.
Awareness and Education
Creating awareness through specialized training programs can empower employees to recognize and address their biases. Educating staff about unconscious biases and providing tools to neutralize them not only enhances sensitivity towards the problem but also promotes an environment of conscious and bias-free decision-making.
Structured Interview Process
Implementing a structured interview process can be extremely useful to help minimize biases in the hiring process. The development of standardized interview questions that only measure the necessary skills required for the job is the key.
Structured interviews give all candidates an equal chance. We do this by asking the same questions in order not to allow any unconscious bias to do the evaluation for us.
Diverse Hiring Practices
Including a diverse set of interviewers in the hiring panel can significantly reduce biases. A diverse hiring panel brings different viewpoints to the table, which ensures a more valid and reliable evaluation.
It does not only showcase the corporate culture that respects diversity but also helps in identifying unique qualities in candidates that may be absent in homogenous groups. Implementing such diverse hiring practices ensures a more inclusive talent pool, breaking the cycle of unconscious bias in recruitment in the most efficient way.
The Power of Blind Recruitment
Implementing blind recruitment techniques, such as removing personal information like names and photos from resumes, can help reduce, if not eliminate, biases based on race, religion, gender, or other characteristics. This method changes the complete perspective on competency and skills to guarantee a fair assessment.
The blind recruitment method is a fairly popular tool used to counter stereotypes and emphasize candidates’ capacities exclusively. By masking personal identifiers, we establish a sort of fair playing field for everyone, which means that the candidate should only be characterized through his or her own merits rather than on the basis of other factors that could lead towards a discriminatory path.
These were some of the means that organizations can take to change towards a bright future that awaits us. Remember, a good strategy needs to be based on continuous improvement. Ensure that you regularly review hiring processes, analyze varying outcomes, and adapt strategies accordingly. This dedication to flexibility guarantees that the company will continue to be responsive to shifting circumstances and potential obstacles.
The business world is dynamic, with constant evaluations and adjustments made to recruitment strategies. With these proactive strategies, organizations have been able to make progress toward fulfilling their commitment to combating unconscious biases in the business world.
