When we meet people, we often judge them based on what we see, like their age, weight and attractiveness. However, we may also judge them based on their accent, where they studied, and their socio-economic status.
Rapid processing occurs when our brains make quick judgements of people and situations around us, often without realising it. This can sometimes lead to unconscious bias. Our biases are likely influenced by our background, culture and personal experiences. However, these biases can lead to out-groups being treated less favourably and even discrimination.
Research has shown that unintentional bias can negatively impact recruitment, training, and other work-related decisions.
Key equality & diversity facts
- The median pay for all employees is 14.3% less for women than men.
- Women now make up 40% of boards in FTSE 100 companies.
- Over a third of UK adults report experiencing workplace discrimination.
- 96 FTSE 100 companies have ethnic representation on the board.
- Women hold 6 in 10 low-paid jobs (59.5%).
- 71% of part-time workers are women.
- 52% of pregnant women in the UK experience workplace discrimination.
Top tips to help tackle unconscious bias in your firm
1. Be aware of your unconscious biases
Bias is part of being human, but we can't tackle it if we don't acknowledge this. Take an Implicit Association Test (IAT) to become more aware of your own biases.
2. Make considered decisions
Unintentional bias is more likely when you make fast decisions or act on the spur of the moment, so be sure to take a step back.
3. Monitor your and your team's behaviour
Question your first impressions and extreme reactions to people; reflect on any rapid decisions you make (i.e. were they made objectively, or was unconscious bias at play?)
4. Pay attention to bias linked to protected characteristics
Decisions biased by age, disability, sex, maternity, race, religion, etc can constitute discrimination under the Equality Act. Ensure that you don't violate the law.
5. Widen your social circle
Don't sit with the same colleague every day. Move around and spend time with people from different cultural and academic backgrounds. This will build your cultural competence and lead to better understanding.
6. Set ground rules for behaviour
Don't tolerate interruptions in your team; make sure everyone gets a fair hearing and has an equal chance to give their opinion.
7. Avoid making assumptions or relying on gut instinct
For example, "My boss said she didn't offer me the project because I have a new baby and there's some travel." Don't assume you know best, as you may jump to the wrong conclusion.
8. Use rotas to avoid stereotyping
Have rotas for 'housekeeping' tasks, such as taking the minutes in a meeting, organising refreshments, etc., to ensure fairness and reduce the potential for gender stereotyping.
9. Speak out if you notice bias
For example, if a male colleague talks over a female colleague, tactfully point out that you wanted to hear what she had to say. If your boss only assigns the stretching projects to the guys or your white colleagues, have a quiet word.
10. Apologise if you get it wrong
Remember that we can only deal with bias if we're honest and admit our mistakes. If you or another team member makes an error of judgment, a timely apology can go a long way toward getting a positive vibe back in your team culture.
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