Are you aware of the implicit biases at your workplace?

Before we dive deep into eliminating bias, let's ask ourselves this simple question?

What is bias?

Is it the tendency to believe that some people and their ideas are better than others? Is it our hidden beliefs that impact our perception of others? Or is it the use of discriminatory language without giving it a second thought?

The answer is all of the above. 

A recent report from the Pew Research Center states that Asian, Hispanic, and Black people report far more issues with being unfairly treated in hiring, pay, or promotion and have been subjected to slurs or jokes over non BIPOC employees.

While it's easy to identify and limit bias when it's apparent, that's not always the case; bias can often be completely unconscious.

Biases that are most often unconscious can wreak havoc in the workplace. It keeps women and people of color out of the boardroom, curbs job opportunities, and prevents organizations from benefiting from a diverse workforce's actual monetary and cultural benefits. 

Companies like Google are consciously trying to resolve this unconscious bias at the workplace given their employee distribution - 70 percent male, 3 percent Hispanic, and only 2 percent Black. 

So then, how can you manage unconscious bias or eliminate bias at the workplace?

Being aware - is the first step in reducing unconscious bias - being aware of what it is and how it can affect others. This awareness begins to inform our consciousness where we can be wholly told and manage the bias and effects. 

We process expansive amounts of information; our brains tend to categorize the world around us to simplify this information. It enables us to know what to expect and how to react around particular objects or situations, which also means that we automatically classify other human beings as per our beliefs and preferences. 

Research indicates that how we view and assess others and ourselves is heavily influenced by beliefs and values gained from family, culture and a lifetime of experiences. Our thoughts were programmed into us initially as a protection mechanism to identify our friends and enemies rapidly. Still, in today's multi-faceted society, it can result in decisions and behaviors based on bias. 

Questioning yourself first - To reduce the effects of unconscious bias, question the biases in yourself first and then raise awareness in others. Ask yourself two critical questions:

• Is my opinion factually accurate?

• What evidence do I have against the bias?

Creating inclusive meeting practices - One of the ways your bias can affect others is by exhibiting micro-behaviors during meetings. Being aware of how you enter a meeting is the step first towards negating biases. Acknowledging everyone at the meeting, not just those you know, is the second step. 

You need to be aware of how you greet them and practice punctuality, as everyone's time is valuable. If for some reason, you do arrive a little later than the scheduled meeting, then apologize.

If there is someone in the meeting you feel you may have a bias against, sit next to them. Limiting interventions, including checking your emails or using your phone, can create an inclusive workplace culture. 

Lastly, if you disagree with someone's opinion, respond constructively rather than negatively. 

Creating a supportive dialogue - While we all have unconscious biases and can display micro-behaviors, it can still be challenging to have and manage discussions about these micro-behaviors. Adding supportive phrases such as "I understand, and I am with you on this topic" or asking them questions like "What would a better situation look like for you?" can help you approach the subject and ensure a constructive outcome.

Taking action - Last but not least and the most important step is - taking action. Once you have realized an unconscious bias, you need to take the necessary steps to mitigate that bias, encourage any conversations with employees who feel discriminated against, and provide the required training to leaders and executives to be more aware of their prejudices. 

Today, workplaces are becoming progressively more diverse but those organizations that champion and promote inclusion are more innovative, creative, and productive. Therefore, it is essential to ensure that this diversity and inclusion does not come under threat from unconscious bias.

In business, biases can cost leaders millions of dollars and cause them to make decisions that may not be objective, resulting in missed opportunities. Therefore, to attract and retain the best talent, organizations must create an environment of inclusion where everyone has the space to shine, create a culture where employees are recruited and make headway purely because of their ability.

At CNGLMRT, we believe in intentional inclusion, where we constantly ask ourselves, "how are we going to disrupt the unconscious bias throughout all the stages of recruitment, employee lifecycle, and engagement?." We recognize that we need "to 'own' our own biases if we want to create a safe environment for all. We built our solutions and products keeping in mind that unconscious bias exists but we can help companies and leaders look beyond that to create an inclusive workplace.