By Sarah A. Scala, M. Ed, PCC
https://www.sarahscala.com

In the workplace today, understanding and addressing biases is critical for fostering a safe and productive environment. Interpersonal biases are the unconscious stereotypes and attitudes we have about others, often leading to unfair judgments and decisions. As leaders and HR professionals, recognizing and mitigating these biases is crucial for ensuring equitable treatment and unlocking the full potential of your team.

Implicit biases are deeply ingrained attitudes and stereotypes that influence our actions and decisions without our conscious awareness. These biases can stem from various sources such as upbringing, cultural influences, and media. As leaders and employees, it’s vital to acknowledge that everyone possesses implicit biases. Harvard University’s Implicit Association Test (IAT) offers a tool to help individuals identify their hidden biases, enabling better self-awareness and targeted efforts to counteract them.

This short article shares four implicit biases and ways to overcome them today.

________________________________________

Affinity Bias = Tendency to warm up to people like ourselves who have something in common.

Ways to Overcome Affinity Bias

• Pause and create standard processes to help reduce unconscious bias
• Standardization

________________________________________

Perception Bias = Is defined as “the tendency to form stereotypes and assumptions about certain groups that make it difficult to make an objective judgment about individual members of those groups” by the University of North Carolina Executive Development Program.

Steps to Overcome Perception Bias

1. Acknowledge problem exists
2. Spread Awareness
3. Resolve to do something about it
4. Hold yourself accountable

________________________________________

Halo Bias = Thinking everything about the person is good because of a good first impression.

Steps to Overcome Halo Bias

1. Be aware of bias
2. Look for specific evidence
3. Consider multiple perspectives
4. Use a structured evaluation process
5. Avoid making snap judgments

________________________________________

Confirmation Bias = Seeking out evidence that confirms initial perceptions, ignoring contrary information. This bias only allows us to accept what supports our argument, not contradictory perceptions.

Ways to Overcome Confirmation Bias

• Review all available data
• Ask others to review your conclusions
• Use standard evaluation systems

By identifying and building awareness of our personal biases, we can change our perspectives and behaviors toward those we lead and work with. Diversity, equity, and inclusion is not just a choice; it’s a necessity. As leaders and HR professionals, recognizing and confronting interpersonal bias is a crucial step toward creating a more equitable and productive environment. By acknowledging implicit biases like affinity, perception, halo, and confirmation bias, and actively working to overcome them through awareness and targeted strategies, you’re not only elevating your leadership game but also fostering a culture of inclusivity and fairness. As you implement these insights, remember that small changes can lead to significant transformations in your team dynamics and organizational success. Embrace this journey of self-awareness and growth, and watch as your leadership flourishes.

REFERENCES:

Caccavale, J.  (2020) The Science Behind Unconscious Bias – And How It Affects Hiring. Be Applied. https://www.beapplied.com/post/unconscious-bias-explained-and-how-it-affects-hiring

Gaza, H. (2023). Decolonizing mindsets – How biased are we? Swedish Organization for Global Health. https://sogh.se/how-biased-are-we/

Gordon, S. Unconscious Bias. LinkedIn Learning. https://www.linkedin.com/learning/unconscious-bias-14822310/

Harvard University. (2011). Project Implicit.  https://implicit.harvard.edu/implicit/

McCormick, H. (2015). The Real Effects of Unconscious Bias in the Workplace.http://execdev.kenan-flagler.unc.edu/blog/the-real-effects-of-unconscious-bias-in-the-workplace-0

Sarah A Scala

About the Author:

Sarah A. Scala, M. Ed, PCC, is a senior talent management leader and executive coach with 20+ years of experience providing organization development, change management, and leadership development solutions for diverse global and local industries. She is a collaborative consultant, coach, and educator supporting the performance transformation of executives, leaders, and teams. Sarah is a methodical, results-driven leader recognized for helping clients reach their highest potential, increase revenue, reduce turnover, elevate business profitability, build competencies, strengthen inclusion, and improve performance.

Sarah Scala Consulting has supported many organizations as a DEI facilitator and consultant. This has included supporting the creation of DEIB councils/committees, advising on policy and facility changes, educating leaders and employees, and supporting inclusive community outreach. Learn more: https://www.sarahscala.com