Human brains are naturally wired with implicit biases. But why do they exist, how do they shape our actions, and what steps can we take to address them? As an inclusive leader, understanding and answering these questions is crucial for fostering a more equitable and inclusive environment.
Understanding Bias and Its Consequences
Bias is sustained by aligning with in-group attitudes and is reinforced through various societal mechanisms. Our beliefs and perceptions about ourselves and others are shaped by the influence of those around us, what we are taught, and the messages we receive from mass media, among other factors.
These beliefs, when translated into real-world behaviors, have the potential to cause significant harm, often resulting in the formation of stereotypes, prejudice, and discrimination.
It’s uncomfortable to think that our own ways of thinking might be problematic, but the reality is that everyone is capable of making unfair assumptions and judgments about others. The Implicit Association Test (IAT), developed by Harvard professors, remains one of the most widely used tools for measuring hidden biases. When first administered in 1998, it revealed that 90 to 95% of participants exhibited hidden biases.
Some of our biases are more apparent to us than others. For instance, we may be aware of certain stereotypes and make conscious efforts to challenge or correct them. However, we also carry unconscious or implicit biases, which are harder to recognize and, therefore, more challenging to address.
The Complexity of Our Brain’s Information Processing
Many of our decisions and actions are influenced by hidden or implicit biases. These biases are automatic and unconscious, arising from our brain’s adaptation to process information efficiently by categorizing new experiences based on past knowledge.
Due to the overwhelming amount of stimuli the brain encounters at any moment, it has developed ‘shortcuts’ to manage information. These shortcuts involve making quick categorizations and snap judgments, allowing the brain to function more efficiently.
In some situations, these shortcuts can be useful, as they helped our ancestors navigate basic survival challenges. However, in today’s complex and nuanced human experience, what our brains are wired to do for efficiency often becomes overly simplistic. If left unchecked, this tendency can lead to harmful outcomes and reinforce biases.
Implicit Bias in the Workplace
Implicit (or hidden) bias refers to unconscious or automatic associations we make with specific social groups or categories, such as race, gender, or age.
Implicit bias stems from various factors, including socialization, biological processes—how the brain gathers and interprets information—and how these internal processes manifest in our decision-making and behavior in the world.
An inclusive leader recognizes how their decisions and actions, such as hiring, promotions, and whose ideas they prioritize, may be influenced by implicit bias. They proactively develop strategies and procedures to mitigate these biases and ensure fairer outcomes.
The impact of unconscious biases is undeniable across all areas of an organization. It is the responsibility of each individual, particularly those in leadership roles, to recognize and address these biases to minimize harm and foster equitable, just systems in the workplace.
Can we change?
We are all influenced by unconscious bias. While it may not always be possible to prevent our brain’s automatic responses, we can take steps to recognize and correct them.
Conscious beliefs can be changed, making the process of uncovering our hidden biases a crucial step toward building a more inclusive workplace.
The strength of implicit biases can diminish over time with ongoing commitment to regularly monitoring our deeply held beliefs and evaluating them before they influence our decisions and behaviors.
This requires a continuous practice of self-awareness and openness to change, which is often challenging. Research indicates that once internalized, many beliefs are resistant to change, even when faced with contradicting evidence. Additionally, people tend to gravitate towards information that reinforces their biases, while often dismissing or ignoring alternative viewpoints.
For this reason, it’s essential for leaders to rely on data to guide decision-making while ensuring that the data itself is free from bias in how it is collected and analyzed. Using objective criteria for decisions like hiring and promotions can reduce the influence of existing biases. Additionally, clear and transparent selection processes and criteria aligned with the organization’s mission can help ensure consistency and fairness in evaluations.
Creating change
Change is possible when both individuals and organizations collaborate to uncover the implicit biases that may be limiting their workplaces and actively promote inclusive values. As a leader, you play a pivotal role in driving this change. Here are some areas you can focus on:
- Modeling bias-conscious behavior: Lead by example in acknowledging and addressing bias.
- Developing metacognition: Enhance your ability to reflect on and evaluate your own thoughts and decisions.
- Reviewing processes and procedures: Regularly assess organizational practices to identify potential biases.
- Monitoring group data and metrics: Track and analyze data related to hiring, promotions, salaries, and task distribution to detect and address bias.
- Willingness to be vulnerable: Embrace the possibility of making mistakes and being open to learning from them.
- Having honest conversations: Foster open dialogue about biases and inclusivity within your team.
- Challenging assumptions: Question your own and others’ preconceived notions or stereotypes.
- Reflecting on deeply held beliefs: Continuously assess how your core beliefs influence your leadership decisions and actions.
- Using objective criteria for decision-making: Strive to base decisions on clear, objective standards to minimize the impact of bias.
Coaching provides a safe, reflective environment to begin developing strategies and skills, like those mentioned above, to help mitigate the effects of implicit biases and foster a more inclusive workplace for everyone.
Conclusion
Recognizing that our brains are naturally biased doesn’t excuse us from biased decision-making and behavior. Instead, this understanding heightens our awareness of why bias is so widespread and makes us accountable for actively correcting how we may be contributing to exclusion.