Behavioural Bytes Archives
Waste of time or second opinion: a trusted coworker says microwaving your pasta for an extra minute makes it tastes better. Does it actually taste better or is your innate trust overriding your tastebuds?
Ep 3 of Irrational dives into unconscious bias (UB) and its influence on our decisions: the hidden prejudices we hold, without realising so, that shape how we think, feel and act towards others – overlooking female colleagues for leadership roles, ignoring sound advice from someone younger or assuming that Banyana Banyana won the 2022 Women's Africa Cup of Nations by luck rather than skill.
UB is also fuelled by systemic bias, which is interwoven in our institutions and societies. Historical inequalities, poverty and discrimination creates a context where certain groups are consistently disadvantaged – a hiring manager (in a society where men are seen as leaders) could be influenced by his societal bias to unconsciously favour male candidates.
We all have UBs – yes, even Madiba. The first step to mitigating their influence is to recognise how your tendencies might affect your interactions with others.
Individual level
Self-awareness is key
We all have UBs – yes, even Madiba. The first step to mitigating their influence is to recognise how your tendencies might affect your interactions with others. Perhaps you gravitate towards working with those who share similar backgrounds or interests?
Challenge assumptions
When making a decision take a moment to question your thought process – is UB clouding your judgement? Seeking out diverse perspectives and experiences can help counter UB and lead to more informed choices.
Systemic level
Promote diversity & inclusion
A diverse and inclusive workplace fosters innovation, improves decision-making and allows people to reach their full potential by feeling valued and having opportunities to succeed. A team with a variety of backgrounds and perspectives is better equipped to identify blind spots and approach challenges from every angle.
Ensure hiring processes afford equal opportunity
Implementing blind hiring and standardised interview processes can minimise the influence of UB. Prioritise qualifications over UB by anonymising resumes during screening to level the playing field. This ensures talented candidates from all backgrounds stand an equal chance.
Advocate for change through unconscious bias training
Support policies and initiatives that dismantle systemic biases within institutions and society at large. Equip employees with tools to recognise and mitigate UB in their interactions with others. Training programs can raise awareness about the types of bias and strategies to overcome them.
By understanding UB we can make better informed decisions (personally and professionally) and move towards creating a more equitable world where everyone has the chance to thrive.
