Today, we take a look at something that is present but is not always seen. For many people, this can be felt. Let’s set the stage by defining bias. Bias is generally defined as a prejudice in favor of or against a group, person, or thing. It is important to note that bias can be held by a one person, a group of people or an entire institution. This is something that can either have good or bad consequences within an organization.
There are usually two types of biases: Conscious (Explicit) and Unconscious (Complicit). Conscious bias is when something is made clear through their feelings and attitudes and the intent is usually related to those thoughts and feelings. Examples of this can appear in the form of physical or verbal harassment. This can also be done in more subtle ways through exclusion.
Unconscious Biases are defined as certain stereotypes about specific groups of people that individuals form outside their own conscious awareness. This type of bias can be in direct contradiction to a person’s proposed belief and value system. These are usually assumptions about something or someone without real justification or foundation.
Let us look at some of the different types:
- Gender Bias: favoring one gender over another in this context is referred to a sexism.
- Age Bias: Stereotyping or discriminating against others solely on the basis of their age is ageism.
- Name Bias: this is the tendency to prefer certain names over other names (e.g. preferring Anglo-sounding names over other type of names)
- Beauty Bias: refers to the positive stereotyping and favorable treatment of individuals who are considered aesthetically attractive
- The Halo Effect: Psychologist Edward Thorndike coined this phrase. This refers developing an overall positive impression of someone because of one of their qualities or traits.
- The Horns Effect: This refers to developing a negative impression of someone on the basis of one trait or experience.
- Confirmation Bias: This is tendency to seek out and use information that only confirms one’s views or expectations.
- Conformity Bias: This occurs when we can change our opinions or behaviors to match that of a bigger group.
- Affinity Bias: This refers to the tendency to favor people who share similar backgrounds, interests, and experiences.
- Status Quo Bias: This refers to the preference for the way things are or for things to remain as they are, which can result in resistance to change.
There are more examples available describing more of these types of biases. The above types are probably the ones that most of us are familiar with. We may see these biases in other people and we could also see this within ourselves.
Why is it vital to confront and address unconscious biases? It is vital to confront these types of biases because when never addressed it is certain to have direct and indirect impacts on an organization. Addressing unconscious biases can help to better attract more diverse talent, encourage more creativity and innovation, improve employee engagement, promotes higher levels of productivity, and increase company revenue.
Greater awareness does effectively address biases. Most people want to make the absolute best personnel decisions and selections they can possibly make. Especially, when it comes to hiring decisions and selection for advancements. Most organizations will pride themselves on their desire attracting and retain the best and brightest talent and to be the best organization in their chosen specialty.
Let’s ask ourselves: Is the lens that some companies use also the very obstacle which prevents them from attracting the best people solely on the basis of preconceived assumptions of ‘the perfect fit’? Moreover, does this same lens also overlook the fact that a considered person or considered persons could be otherwise a qualified person when fairly vetted or even a highly placeable candidate who is best qualified to serve at any organization?