Six Evidence-based Strategies for Managing Unconscious Bias

Managing unconscious bias has become a critical focus in workplace diversity and inclusion efforts. While unconscious bias training is an important tool, research shows it is necessary but not sufficient to eliminate bias in professional environments. Moreover, the effectiveness of such training depends heavily on its design, with some programs delivering better outcomes than others.

To maximise impact, effective training programs must combine bias awareness—activities that reveal subconscious preferences—and evidence-based strategies to reduce and mitigate bias. This article introduces six proven techniques, framed through the SPACE2 Model of Mindful Inclusion, that can strengthen bias training programs and improve workplace outcomes by directly addressing the challenges of managing unconscious bias.

Understanding Automatic and Controlled Processing

To better understand managing unconscious bias, it is essential to examine the cognitive processes influencing social interactions:

1. Automatic Processing: This rapid, subconscious mechanism activates stereotypes and biases within milliseconds, often beyond conscious awareness.
2. Controlled Processing: In contrast, this deliberate mechanism allows individuals to override automatic biases when motivated by fairness, social norms, or deeply held values.

For example, brain imaging studies show that the amygdala—responsible for fear and bias—responds to racial out-group faces within 30 milliseconds. However, when individuals engage controlled processing, activity in the prefrontal cortex increases, enabling them to consciously manage unconscious bias and override reflexive responses.

The SPACE2 Model: A Framework for Managing Unconscious Bias

The SPACE2 Model provides a structured approach for managing unconscious bias through six evidence-based strategies:

1. Slowing Down – Being mindful and deliberate in responses to others.
2. Perspective-Taking – Actively imagining others’ thoughts and feelings.
3. Asking Yourself – Challenging assumptions and questioning biases.
4. Cultural Intelligence – Viewing behaviour through others’ cultural lenses.
5. Exemplars – Highlighting counter-stereotypical role models.
6. Expand – Building diverse friendships and networks.

The acronym SPACE2 reinforces the critical need to create “space” between automatic reactions and intentional, inclusive responses when managing unconscious bias.

Techniques for Managing Unconscious Bias

1. Slowing Down

One of the most effective ways of managing unconscious bias is to slow down decision-making. Studies reveal that rushed decisions often lead to biased outcomes, even among those with egalitarian values. To counter this:

• Avoid making critical decisions under stress or time pressure.
• Reflect on whether your judgments align with fairness and evidence.
• Monitor subtle micro-behaviours, such as body language and tone, to minimise unintentional exclusion.

Since controlled processing requires mental energy, individuals are less likely to override biases when fatigued. Therefore, refrain from making key decisions when stressed or mentally drained.

2. Perspective-Taking

Perspective-taking plays a crucial role in managing unconscious bias. By consciously imagining others’ thoughts and feelings, individuals can foster empathy, reduce prejudice, and blur social boundaries. Research shows this technique increases self-other overlap, where out-group members are perceived as more similar to oneself, promoting inclusive attitudes and behaviours.

3. Asking Yourself

Self-reflection is another powerful strategy for managing unconscious bias. By asking deliberate questions, individuals can bring hidden biases into conscious awareness. For example:

• “Does this person remind me of someone else?”
• “Am I basing my judgment on objective evidence or assumptions?”
• “What evidence supports or contradicts my impressions?”

Focusing on facts rather than assumptions ensures fairer, more equitable decisions.

4. Cultural Intelligence

Cultural intelligence is key to managing unconscious bias in multicultural settings. The fundamental attribution error—our tendency to attribute behaviours to personality traits rather than situational factors—often distorts understanding. To address this:

• Consider how cultural influences might shape behaviour.
• Use prompts to reflect on others’ values and beliefs within their cultural contexts.
• Approach intercultural interactions with curiosity and openness, reducing the likelihood of stereotyping.

For instance, before responding in a cross-cultural exchange, write down how cultural factors might influence the other person’s behaviour. This reflection reduces misunderstandings and fosters inclusion.

5. Exemplars

Highlighting counter-stereotypical role models is a proven technique for managing unconscious bias. For example, imagining a strong woman can challenge stereotypes linking women to weakness.

Organisations can amplify this approach by celebrating the achievements of individuals from underrepresented groups, helping to dismantle stereotypes and create more inclusive environments.

6. Expand

Finally, building diverse friendships is essential for managing unconscious bias. Positive relationships with individuals from different backgrounds promote individuation—seeing people as unique individuals rather than representatives of a group.

Moreover, positive interactions with out-group members create inclusive social categories by associating them with positive emotions. This not only reduces bias but also broadens perspectives, fostering stronger connections across differences.

Conclusion

Managing unconscious bias is a continuous process that requires deliberate effort and evidence-based strategies. The SPACE2 Model offers a practical framework to foster inclusion by helping individuals slow down, take others’ perspectives, question assumptions, embrace cultural intelligence, highlight counter-stereotypical role models, and expand diverse relationships.

By incorporating these strategies into workplace initiatives, organisations can move beyond awareness and drive meaningful behavioural change. Managing unconscious bias effectively paves the way for fairer, more inclusive environments that benefit everyone.

Read original article on LinkedIn