Fully participating in the tactics to overcoming unconscious bias in the workplace helps each of us to assume responsibility for what we think, say and do. We are not hinges on a door swinging aimlessly in any direction the door swings. We are duty-bound to look forward not in weakness following “truths” that weren’t.

Our unconscious biases can affect how we make decisions, engage with others, and respond to various situations, often limiting potential, inhibiting performance, and leading to poor decisions.

How do we overcome unconscious bias in the workplace? There are individual steps each of us can take to assist the people and managers and teams we work with.  These ideas culled from our own research can help as they are added to policies  

Here are examples of reactions that were probably not your greatest moments from Dr. Alice Boyes:

• Unconsciously laughing at an offensive joke.

• Thinking, "That overweight person shouldn't be eating that giant dessert."

• Adjusting your posture or walking speed when you walk past a young male of a different race at night.

• Treating male and female children differently.

• Having a discomfort reaction to gay men displaying signs of affection, or to people who are transgender.

Following numerous meetings on unconscious bias, many of us close our minds on the subjects of diversity and unconscious bias unless they impugn our standards. There are many assumptions, many we know are wrong, about social mores such as sexual orientation sex, race, disabilities, and religion.

Without awareness on our part, these “truths” quietly control and shape our judgments about the ability of others. Our clinging to these biases affects how we assess the potential and character of colleagues because of our consistent ideas and images that confirm our forming belief systems.

We were directed as children about the television programs we watched or the friends belonging to certain races, associations or religions that shaped us.

There are managers who assert that sexual harassment and discrimination are gray areas awkwardly leading to serious issues in the workplace.

While the results are terribly offensive, unconscious bias often is causal to sexual harassment and discrimination. If that is the case then it makes sense to raise awareness of our unconscious bias especially as leaders and their impact.  

About Jim Woods

Jim is President of Woods Kovalova Group located in Denver, CO. Working globally on every continent, Jim and his team have advised and trained Fortune 1000 companies, U.S. Military, Government, small businesses and individuals seeking performance improvement. Jim is a former U.S. Navy Seabee and earned a master’s degree in organizational development and human resources. He has taught leadership and human resources at Villanova, Colorado Technical University and Dickinson University. To have Jim work with your organization schedule an appointment here.