Diversity and inclusion are two concepts that define the new workplace. By embracing them, companies allow their employees to thrive and feel fulfilled. At the same time, organizations that practice inclusion and diversity can attract experienced professionals and young talents. However, it all depends on a key factor: the leaders’ ability to curb implicit bias.
What Is Implicit Bias?
Implicit bias represents all our ingrained prejudices and preconceived ideas. It is difficult to detect, because implicit bias is unconscious. No one actively says that they believe someone is good at this or not good at that based on their gender, race, or other personal attributes.
But it may manifest at several levels:
- When leaders make a hiring decision
- When they decide whom to promote in a managerial role
- When they assign roles within teams
- When they offer praise and demonstrate trust in employees.
Needless to say, implicit bias is something that is holding you back from making the right decisions. In time, it can lead you to create a team that lacks diversity and cannot attract top talents. Your corporate culture will always be undermined by people’s actual experiences while applying for a job or working for you.
How Can Leaders Curb Implicit Bias?
Putting a stop to something that you do without actively thinking about it is difficult. But it must be done. According to research by Google, unconscious bias can prevent leaders from identifying great ideas and taking advantage of opportunities. Moreover, implicit bias will affect your objective thinking, with negative long-term consequences on your organization and your own career.
Here is the path to take if you want to manage implicit bias and eliminate it from your decision-making process:
1. Acknowledge and Understand Your Implicit Bias
The first step towards solving this issue is admitting that you are influenced by bias. Only when you acknowledge it, you recognize it as something that you need to do something about.
Next, think about how it expresses itself. Do you have certain preferences when you make a hiring decision, such as the candidate’s age, gender, and race? Or do you choose them because they come from a background similar to yours, share similar life experiences and values? The first set of biases is highly problematic, even illegal. The second one is also damaging in terms of creating an inclusive and diverse workplace. If your entire team had the same educational and career path as yours, believes in the same things, and does things in the same way, how will you be able to generate original ideas to further the goals of your organization?
2. Promote Open Conversation to Learn about Diverse Cultures in Your Workplace
Do you have meaningful conversations with your employees, beyond discussing projects? Do you know what motivates and inspires them and how their background shaped them into the persons they are now?
Conversation is the best way for leaders to curb implicit bias and discover the benefits of having a diverse team, from various backgrounds and with a wide range of complementary skill sets.
3. Consider the Value Each Member Brings to Your Organization
As explained above, implicit bias acts at various levels, including the moment you decide to offer bonuses or promotions. You should actively focus on how each employee you consider for a new role is adding value to the organization.
Do they have a specific ability to deescalate conflicts with their colleagues? Are they always one step ahead when it comes to solving a problem with a client or within a project? Does their special approach to a task help them finish it faster than their colleagues? If these are the key skills for the new role, then you know who deserves it.
4. Use Empathy to Understand Diversity
A good leader must demonstrate empathy towards their team members. This means putting yourself in their shoes. Whenever you are ready to act upon your implicit bias, think about how that person feels.
Would you feel hurt if someone overlooked you for a promotion because you do not fit their “perfect employee” model? Would you consider looking for a new job, where you can receive nurturing and recognition for your talents? If the answer is yes to both questions, you know why you need to curb implicit bias.
5. Nobody Is Perfect, but You Have the Power to Make Things Right
Sometimes, you may act on your implicit bias, no matter how hard you try to curb it. You may be suffering from decision fatigue one day, and you let your guard down. Once you realize that you treated someone unfairly, reach out to them and apologize.
Next, find ways to correct the wrong. It may not be possible to go back on your decision, but you can find other opportunities to show the respective team member that they are a valued part of the organization.
This article was originally published on pldx.org.
