Bias is currently a trending topic. It's being discussed in corporate institutions big and small. Bias is something that we all need to be aware of because it affects us all.
So, what is Conscious and Unconscious Bias?
Often bias is based on physical attributes like skin colour, gender, age, etc. which can be recognised easily and have very little to do with the individual’s personality or professional and performance attributes.
CONSCIOUS BIASis a specific inclination, idea or feeling about someone that is preconceived or unreasonable (Merriam Webster Dictionary).
Apparently, UNCONSCIOUS BIAS is much more prevalent and much harder to determine as it exists in our subconscious and is normally triggered automatically, unknowingly and often without us realising!. The danger is, that unconscious bias will impact how we perceive, interact and engage with others.
In this article, equity diversity and inclusion expert Colleen Sterling from Great Leaders Matter Executive Coaching Services will begin to demystify the confusion having spent years working in corporate and non-profit organisations, specialising in innovation, strategy and resilience.
Over the next few months, she will bring refreshing awareness to the topic of bias, to get you thinking about how it might affect you and how we might be affecting others.
If you're reading this article because you're curious, she invites you to be open to new ideas. Each month she will cover one of the most common forms of unconscious bias so that you can identify them when making decisions without expressing a biased viewpoint.
If the narrative provokes an emotional response within you, stop reading and deal with that emotion. Ask yourself, which emotion are you feeling?
- Confusion,
- Frustration or
- Anger?
If you feel the need, do reach out to Colleen at support@greatleaders-matter.com for a conversation.
In order to recognise unconscious bias, the first step is to become aware of the most common forms that a bias takes. There are many more, but for now we will focus on the following.
- Perception Bias
- Affinity Bias
- Halo Bias
- Confirmational Bias
- Groupthink Or Conformity Bias
Over time you will begin to recognise the negative effects of bias within organisations. Colleen will also share the strategies for overcoming personal and organisational bias.
In this edition, we will consider Perception Bias
Perception bias can be defined as the tendency to form stereotypes and assumptions about certain groups that makes it difficult to make an objective judgment about individual members of those groups.
Here is a high-profile example.
Do you remember the Oxfam scandal where Oxfam was accused of covering up claims that their staff, including a senior leader, sexually exploited young prostitutes, who were themselves victims of the 2010 earthquake?
Although an internal investigation in 2011 led to four people being sacked and three others resigning. The investigation (which was led by Oxfam) failed to mention sexual exploitation.
There were also issues at some of the charity's UK shops - the report highlighted 16 serious incidents involving volunteers under the age of 18.
This was a huge shock to a global audience, many who had grown up knowing, liking and trusting Oxfam. Until this story broke Oxfam was synonymous with doing global good for vulnerable communities experiencing trauma. More importantly, they would have won contracts over and above less well-known charities because it's difficult to put aside the perception that Oxfam is the go-to charity for supporting communities experiencing trauma, a reputation Oxfam relied upon.
We can apply the same logic to people we work with. So how does this affect women? As an example: when hiring for a web engineer, an SEO specialist, or a data scientist, if 8 out of 10 candidates are male, it's difficult to put aside the perception that men do these types of jobs, but still hire a woman.
The problem actually lies in the bias that makes those assumptions in the first place, and not as much in the hiring process. If the bias is based on a stereotype rather than fact, underrepresented groups will continue to be overlooked.
Tackling the underlying unconscious bias can be achieved by:
- Acknowledging the problem exists,
- Ensuring there is widespread awareness of it,
- Commit to do something about it,
- And becoming accountable for your OWN actions.
Question: What steps can you take today to change your perceptions?
The next time you make a statement about someone or an organisation, ask yourself if that statement is based on fact.
Facts should be questioned and challenged too. For example, It might be factual that Oxfam provides lifesaving support to communities experiencing trauma and its employees are well-meaning and sound in their interaction and practices with victims of trauma. However, should these facts forever remain unchanged?
Remaining always curious and questioning assumptions are great ways to keep our minds sharp and our actions unbiased.
Next time we will consider Halo Bias.
