![]() However, skeptics argue that bias training is ineffective, pointing to studies that report nil or even a negative impact from unconscious bias training. ![]() Not surprisingly, organisations invest heavily in training programs designed to reduce unconscious bias. Unconscious bias in recruitment, selection, promotion, development, and everyday workplace interaction limits the strategic potential that can flow from a diverse workforce for higher-quality problem solving and decision making, innovation and creativity, accessing diverse customers and suppliers, and attracting and energising top global talent. Bias can also contribute to hostile workplaces, bullying, and discrimination. Criteria we might not even be aware of and which may have no basis in facts. Unconscious bias at work has profound implications-when we make decisions on who gets a job, who gets disciplined or promoted, who we chose to develop, or who we see as a confidant or as a suitable mentee, whose ideas we give consideration to, we may be adding our own subliminal and emotional criteria to that decision. ![]() Our assessments of others are never as objective as we believe them to be. Cognitive neuroscience research has taught us that most decisions we make, especially regarding people, are “alarmingly contaminated” by our biases. It is possible for us to treat others unfairly even when we believe it is wrong to do so. It is possible for us to hold unconscious stereotypes that we consciously oppose.īecause we are, by definition, unaware of our automatic, unconscious beliefs and attitudes, we believe we are acting in accordance with our conscious intentions, when in fact our unconscious is in the driver’s seat. Stereotypes reflect what we see and hear every day, not what we consciously believe about what we see and hear. These biases are reinforced on a daily basis without us knowing, or thinking consciously about it. For example, as we are repeatedly exposed to actual incidences or media portrayals of females as collaborative, nurturing and homemakers, and men as assertive, competitive, and bread-winners, those associations become automated in our long-term memory. Our unconscious social biases form involuntarily from our experiences. These hidden biases are different from beliefs and attitudes that individuals are aware they hold but choose to conceal for the purposes of complying with social or legal norms. Unconscious or implicit bias refers to beliefs or attitudes that are activated automatically and without an individual’s awareness.
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