Managing implicit bias—both personally and in the workplace—requires a pointed, actionable, and consistent approach.
True equity at work can only be achieved once biases, including racial bias, have been identified, understood, and committed to by all members of an organization. With the help of implicit bias training and other diversity, equity, and inclusion (DEI) initiatives, organizations can raise awareness of biases that may affect decision-making and foster a more inclusive culture where employees thrive.
All individuals have unique lived experiences. Frequently, these experiences unconsciously or implicitly shape people’s perceptions of others. Those implicit perceptions are often based on stereotypes that, when held or expressed, have the potential to discriminate against groups of people.
These unfounded and unconscious perceptions are known as implicit biases and can manifest in nearly every area of life, including the workplace. For example, a senior leader may have an unconscious preference for, or aversion to, a certain person, which may influence hiring or promotional decisions.
By contrast, explicit bias refers to when an individual is aware of their preferences or aversions to certain groups of people and accepts them as the truth.
Allowing implicit and explicit bias to dictate decision-making in the workplace prevents organizations from being truly equitable and inclusive. As a result, work environments that are ruled by bias can cause diminished employee morale, increased turnover, and stunted overall company growth.
From recruiting and hiring decisions to how employees are treated in general, implicit bias negatively impacts an organization's culture—and business overall.
When coworkers, especially leadership, hold unconscious biases, it greatly hinders employee morale, causes an upsurge in attrition, and tarnishes diversity, equity, and inclusion efforts.
Here are some examples of how implicit bias can adversely impact business outcomes and public scrutiny:
While every individual possesses some form of implicit bias—and it exists to some extent in all workplaces—it is important to find ways to recognize it in order to instill understanding, respect, and equity for everyone throughout an organization.
Prejudice is left unchecked without a proper framework and program for managing implicit bias. When businesses do nothing to help educate and inform employees about their unconscious biases, their habitual thought patterns may negatively impact the workplace dynamic and culture in a big way.
Implicit bias training, education, and programming as part of an overarching DEI strategy at work can help to:
The road to recognizing biased thinking is arduous and never-ending. Managing and correcting implicit biases in the workplace requires consistent and strategic education and training for all levels of an organization.
Fortunately, there are strategic steps organizations can take to help employees, managers, and leaders recognize and reduce biased thinking. The table below outlines workplace-specific strategies that can mitigate implicit bias and foster a culture of diversity, equity, and inclusion.
Accepting the fact that implicit bias is inherent and that everyone experiences it to some degree is the first step to recognizing and reducing implicit bias in the workplace.
Here are some strategies organizations can adopt internally to improve company culture and maintain an environment of inclusion for all workers:
A holistic approach to well-being includes strategies and measures for taming implicit biases in the workplace. Through professional coaching, wellness challenges, and unconscious bias and diversity training programs, wellness programming can help organizations stay on track with progress and initiatives.
Most important, however, is the ability to set actionable goals and track progress through engagement data. Doing so provides a platform to thrive while also benefiting organizational growth and outcomes.
Regular implicit bias training will help educate employees, managers, and senior leaders on the implications of biases and improve their ability to recognize and reduce biased behaviors.
Organizing an employee resource group (ERG) as part of an unconscious bias training and DEI program can provide team members with support from an understanding community of diverse individuals as they work through ingrained, unconscious biases. Consider issuing an implicit association test so employees can better understand the implicit biases they hold and create a starting point for improvement.
It is human to hit roadblocks and make mistakes—what is important is taking accountability while working to improve.
Transparency is integral to that process, which is why implicit bias training should seek to display and practice understanding and empathy from the very beginning.
Empathy encourages collaboration, communication, and trust among employees and leaders, making it easier to recognize personal weaknesses, own accountability, and start on a path of improvement.
Take the steps needed to create a more equitable and inclusive workplace. Contact WellRight today to learn how we can help.