Inclusive leaders manage these three workplace biases

The best ideas, decisions, and solutions come from combining different perspectives, skills, and experiences. For leaders, creating an inclusive workplace where everyone feels valued and encouraged to share their ideas is essential. However, workplace biases can create barriers to inclusion. Leaders need to understand and address three common biases—affinity bias, confirmation bias, and stereotypes—to build diverse and inclusive teams.

Affinity Bias: A Preference for Similarity

What is Affinity Bias?
Affinity bias happens when we favour people who are like us. While this can make interactions feel more comfortable, it can also lead to exclusion and unfair treatment in the workplace.

Why It Matters:
Affinity bias can result in some team members being left out of activities or opportunities. For example, studies show that 37% of Australians feel lonely at work, with many reporting they are excluded because of their identity. This sense of exclusion can harm employee wellbeing, reduce performance, and discourage them from sharing ideas or taking risks.

How It Affects Thinking:
When people feel excluded, their brain reacts as if they are facing a physical threat. This triggers a fight-or-flight response, which makes it harder to think clearly or strategically. In today’s workplaces, this kind of reaction limits innovation and productivity.

An Everyday Example:
We might unintentionally listen more to people who share our background or views, while ignoring or dismissing others’ contributions. Research even shows that people are less likely to trust factual information when it is shared by someone with a different accent, even if they know this bias exists.

Confirmation Bias: Looking for Agreement

What is Confirmation Bias?
Confirmation bias happens when we focus on information that matches what we already believe and ignore anything that doesn’t. This can lead to decisions that overlook new or diverse perspectives.

Why It Matters in Teams:
In diverse groups, confirmation bias can strengthen affinity bias. Leaders may pay more attention to team members who think like them and disregard ideas from others. As a result, teams lose the chance to explore different approaches and solutions.

An Example at Work:
When a team member suggests an idea that challenges a leader’s beliefs, it may be dismissed too quickly. This reduces innovation and stops the team from considering fresh, creative ideas.

Stereotypes: Limiting Potential

What are Stereotypes?
Stereotypes are generalised assumptions about groups of people. These can influence how we perceive and value others in the workplace.

Why They Matter:
Stereotypes can make it harder for some people to have their voices heard. For instance, research shows that men interrupt women 33% more often than they interrupt other men in professional settings. This limits women’s opportunities to share ideas, which hurts innovation, decision-making, and career growth.

Broader Effects:
When stereotypes shape how we treat others, it reinforces unfair power dynamics. This undermines trust and collaboration, making it harder for teams to work effectively together.

How Leaders Can Manage Workplace Biases

Leaders play a key role in reducing bias. Here are practical steps to promote inclusion:

1. Increase Self-Awareness: Regularly reflect on your own decisions and interactions. Look for patterns where bias may be influencing your actions.
2. Encourage Diverse Ideas: Actively seek out opinions and ideas from people with different perspectives.
3. Adopt a Growth Mindset: Stay open to learning. Understand that diverse viewpoints lead to better problem-solving and decision-making.
4. Create Psychological Safety: Foster an environment where everyone feels safe to share ideas, ask questions, and take risks.
5. Promote Inclusive Practices: Encourage your team to reflect on their own biases and adopt inclusive behaviours in their daily work.

A Simple Truth:
If leaders aren’t actively working to include others, they may be unintentionally excluding them. By addressing biases like affinity bias, confirmation bias, and stereotypes, leaders can unlock the full potential of their teams.

Focusing on inclusivity doesn’t just improve individual performance—it also creates a stronger, more innovative workplace. By managing biases and encouraging diversity, leaders can create teams where everyone feels valued and empowered to contribute their best.