Overcoming Unconscious Bias

    How to Overcome Unconscious Bias

    With the Black Lives Matter movement and immigration being such hot topics, Diversity and Inclusion are now at the top of the priority lists for HR. In post Brexit Britain many companies were already requesting training in how to overcome Unconscious Bias as some workforces had become divided over the vote and employees from the EU have expressed concern over their treatment and employment rights. A Portuguese worker said she had been told by her colleagues: ‘You can stay because you’re so nice and work so hard!’  Team members told a Polish worker that he could ‘stay’ because his English was so good and he was always willing to work the unpopular shifts!

    These comments demonstrate the irrational thinking which is often associated with Unconscious Bias: it is clearly not a team members’ decision whether a particular employee has the right to continue working in the UK, nor would any legal decision be emotionally selective. However, such comments abound since June 23rd 2016 with little consideration for the feelings of our European neighbours.  In 2017 there was a 29% rise in hate crime and with 20% of the UK population predicted to be non-white in the next 30 years, training in Diversity, Equality and Inter-cultural Skills is becoming increasingly important.

    So, what is Unconscious Bias and why do we feel so able to make comments that are openly racist, sexist, ageist etc?  Based on our own background, culture and personal experiences our brains make quick judgments and assessments of people and situations. Our attitudes, actions and behavior towards other people can be influenced just as much by our unconscious thinking as by clear rational thought processes.  In the workplace these instinctive reactions can have a significant impact on key decisions around hires, promotions and performance management.  

    In the workplace we will often judge people within 3 seconds on appearance, including what they are wearing, their height, age, weight, skin colour and gender. We then tend to categorise workers according to their status, job title, accent and disability. Making assumptions about people can sometimes reinforce stereotypes about them, for example, following a slow driver who turns out to be retired makes us believe that all older people drive slowly. If we are subconsciously prejudiced against certain types of people, in particular those outside our normal social groups, our actions and decisions in the work environment may have major consequences.  

    The Equality Act 2010 aims to help protect people who are unfairly discriminated against, either knowingly or unknowingly; it defines certain ‘protected Characteristics’ which should have no bearing on a person’s employment or the way they are treated: Age, Sex, Disability, Gender Reassignment, Marriage and Civil Partnership, Pregnancy and Maternity, Race, Religion or belief, Sexual Orientation. An employer has a legal duty to ensure that people are treated fairly and in accordance with the law, both when recruiting and during employment.

    However, in a recent survey by ‘Race at work’ over 24,000 people found racial bullying is on the rise. 30% of ethnic minority workers in the UK say they have witnessed or experienced racial harassment. As we know from recent high-profile cases, women doing the same jobs as their male counterparts often earn 20% less. Large organizations are increasingly hiring more diverse Board Members.  Surveys suggest that 54,000 new mothers have left their work because of concerns about the safety of their child or pregnancy discrimination.  If an employee feels they are being discriminated against they may become disengaged, become involved in interpersonal conflicts or resign, which becomes costly to the organization.

    Natural Talents training module in how to overcome Unconscious Bias has a positive impact in the workplace; it includes the following elements:

    • An assessment of Implicit Association to measure the strength of links workers make between concepts and stereotypes and whether these are seen as good or bad
    • How to manage and improve working relationships with diverse team members
    • Raising awareness and knowledge of the many ways Equality & Diversity affects employees work, that of their teams, colleagues and the workplace, and how to improve their approach to situations
    • Identifying how other peoples’ needs differ from their own
    • Providing an opportunity to explore employees own positive and negative associations and the impact of their thoughts, words and behaviour
    • Understanding the origins of biases and challenged prejudices
    • Identifying best practice in intercultural issues
    • Understanding the benefits of diversity in the workplace
    • Identifying their individual key Development Areas and developing a SMART Action Plan for ongoing future development            

    ‘Again, thanks a lot for the excellent training you delivered last week.  I want to add that I will strongly recommend Natural Talent for our European training programmes.’ Head of HR, Tech 

    Please read some of our Client Success Stories here and contact us to discuss your requirements or to book a Coaching or Training module via video call