In the workplace, its something to be aware of during review cycles, feedback sessions, crits, and even meetings. The recruiter focuses on this fact rather than the candidates solid qualifications and skills. All sorts of things can drive bias, including wildly off-base fallacies, preconceived notions, and the color of a person's eyes. Stress caused by working in a hostile workplace can lead to illness, increased accidents, and a greater likelihood to be absent. Attracting diverse talent through inclusive hiring practices: By implementing inclusive recruitment strategies, companies are able to reach out to a wider talent pool. Here are some strategies to avoid this bias when doing performance reviews: Set specific and clear assessment criteria: Create a rubric or a specific set of standards for evaluating performance. The gender pay gap is probably the most well-known example of gender bias in the workplace, but it can unknowingly impact your organization in many other ways too, like during hiring, performance reviews, project staffing, and promotions. 1.) When we face our biases head on though, it leads to more engaged, productive teams where everyone has a chance to share input and innovation lives and thrives. In other words, were generally unreliable when it comes to rating other people. Ask for feedback: Getting feedback from your team can help you identify areas of improvement, whether its related to your performance or your ideas. Despite lacking some of the experience necessary, you know theyre smart enough to make it work (you share the same alma mater, after all). Contrast effect can make things seem worse (like the latte example) or better than they actually are. Its how our brains work. As evolutionary shortcuts for our brain, they happen most when were working under pressure, multi-tasking, or trying to process a lot all at once. );}information per second. Subscribe to our monthly email roundup of news and helpful resources on workplace trends, employee engagement tactics, and more. To combat unconscious bias, learn about different types of biases, how they might surface at work, and how to avoid them so you can build a more inclusive and diverse workplace. Illusory correlation is when we associate two variables, events, or actions together even though theyre unrelated to each other. All you crave is that new, local latte. Confirmation bias is our tendency to look for information that reinforces our previously held beliefs and ideas, and ignore information that contradicts them. Whether we realize it or not, unconscious stereotypes shape our perceptions of an employee's capability. For example, a team is deciding between two proposals. Being aware of and understanding the different types of biases that exist can help you find ways to combat them. You will find a variety of tools to analyze workplace dynamics, watch for bias, and facilitate helpful communication. #CD4848 Unconscious bias or implicit bias refers to preconceived notions that influence decisions or behavior in the workplace, even when those involved arent aware it is happening. "I'm not smart enough. This false assessment of our skill levels, stemming from an illusion of knowledge or control, can lead us to make rash decisions. This idea could be a result of a person's belief that a person's age is related to their work abilities, knowledge, or skill. There was a dark-side personality that suggested she was interpersonally insensitive. Reducing the impact of perception bias requires recognizing your biases: Challenge your assumptions: Ask yourself, How well do I really know that person or the group they belong to? Dont let preconceived notions prevent you from meeting or including new people.
