Earlier this year, I hosted a virtual town hall with a senior leader from a client organisation to explore why bias remains so persistent and how employers can actively disrupt the stereotypes that underpin workplace inequality. Our discussion, centred on the #BreakingBias theme for International Women’s Day 2022 (IWD2022), examined practical strategies for addressing bias and driving measurable change. Below is a transcript of our conversation.
Why Are We Still Talking About Bias in the Workplace?
Leader: Bias has long been identified as a major barrier to achieving workplace equality. Despite years of attention, it remains an issue. Why?
Felicity: Great question! The short answer is that awareness alone doesn’t eliminate bias—it takes consistent action. Many employers have made efforts to raise awareness, but there’s often a gap between intention and action. This disconnect can stem from a lack of practical know-how or insufficient accountability. Closing this gap requires everyone in the organisation to ‘walk the talk’ every day.
What Is Bias and How Does It Affect Workplaces?
Leader: Could you give us a quick refresher on what bias is and its implications for workplaces?
Felicity: Bias isn’t inherently bad. It’s the brain’s way of processing the world based on past experiences. These mental shortcuts help us respond efficiently but can reinforce outdated stereotypes, especially when we need to act differently from past patterns. For example, leadership roles are often unconsciously linked to traits traditionally associated with men, which can impact hiring and promotion decisions.
Examples of Bias in the Workplace
Leader: Can you share an example of how bias plays out in the workplace?
Felicity: Certainly! Imagine visualising a pilot, teacher, and taxi driver. Many of us picture a white male pilot, a female teacher, and a male taxi driver from a minority background. These stereotypes, stored unconsciously, shape how we evaluate people. Studies have shown that candidates whose traits align with traditional role stereotypes are often rated more favourably, even when their qualifications are identical to those of other candidates.
Why Breaking Bias in the Workplace Matters
Leader: Why should organisations prioritise breaking bias?
Felicity: Diversity drives better outcomes—greater innovation, a richer talent pool, and improved ability to serve a broader customer base. Beyond that, inclusive workplaces boost employee wellbeing, satisfaction, and productivity. Breaking bias creates a fairer environment where everyone can thrive.
Practical Steps to Break Bias in the Workplace
Leader: How can organisations move from awareness to action?
Felicity: Here are a few strategies:
- Objective Decision-Making: Anchor performance assessments to clear, measurable criteria to reduce bias. Without this, unconscious stereotypes often take over.
- Inclusive Interactions: Be mindful in meetings. Encourage quieter voices and diverse perspectives to counteract unconscious exclusion.
- Address Everyday Bias: Challenge stereotypes politely and constructively. For example, ask questions like, “Can you explain why you think that?” to prompt reflection.
Bias Beyond Gender: The Intersectionality Factor
Leader: What about women facing multiple layers of bias?
Felicity: Absolutely. Women are not a homogenous group. Intersectional biases—based on race, ethnicity, disability, or sexual orientation—compound challenges. For example, research shows that culturally diverse women often feel their leadership qualities are undervalued, even as they aspire to senior roles.
Key Takeaways
Leader: Bias is deeply ingrained, but your insights offer practical ways to address it. Any final advice?
Felicity: Bias is automatic, but acting on it isn’t. Slow down, question assumptions, and consciously choose fairness. Whether through formal decisions or everyday interactions, deliberate inclusion can override bias. And remember, feedback—when given or received constructively—is essential for fostering a truly inclusive workplace.
Originally posted on LinkedIn
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