Overcoming unconscious biases at work: Some key strategies to promote equity

Unconscious biases, also known as cognitive biases, are little shortcuts our brain takes without us even realizing it. While useful in certain situations, these shortcuts can sometimes backfire, especially in the workplace. They influence our decisions automatically, often to the detriment of diversity and inclusion.

But don’t worry! Even though it’s challenging, we can learn to identify and consciously overcome them. In this article, we’ll explore three examples of unconscious biases and share simple tips to prevent them from undermining our best intentions.

What is unconscious bias?

If we were to define unconscious biases, we could say they are automatic filters our brain uses to simplify everything around us. It has a lot of work to do: it processes 11 million pieces of information per second! (Luckily, only 40 to 50 reach our conscious awareness, which prevents us from being constantly overwhelmed!)

Even though these biases are unconscious, they can have a significant impact on decision-making in the workplace, such as during recruitment, evaluations, or promotions. They exist to lighten our mental load but can sometimes lead us to make unfair decisions without even realizing it!

1. Affinity bias: The trap of choosing what’s familiar

Affinity bias is one of the most common unconscious biases, and let’s be honest, it’s easy to fall into. It shows up as a natural tendency to prefer people who are like us or with whom we share common ground. It’s normal—it makes us feel comfortable! But here’s the catch: this can lead to a team that’s too homogeneous and less innovative.

So how does it play out? Let’s take a concrete example: during a job interview, you might be tempted to choose a candidate with a background similar to yours (after all, it puts you at ease!). But by doing that, you could miss out on someone else who actually has even better skills for the role!

To avoid this trap, it’s important to take a step back and evaluate each candidate using objective criteria. Also, consider diversifying your interactions, whether within the team or during recruitment, to avoid surrounding yourself only with people who resemble you. In fact, a report by McKinsey & Company shows that diversity within teams is a real asset: companies with ethnic and cultural diversity are 36% more likely to outperform their competitors in terms of profitability. So why not make it an advantage! (1)

2. Confirmation bias: Reinforcing our beliefs

Confirmation bias happens when, without realizing it, we give more weight to information that confirms what we already believe and dismiss anything that might challenge our ideas. This can hinder decision-making, as it sometimes blocks innovation and prevents us from seeing things from a different perspective.

Here’s a common example: you’re in a meeting, and you support an idea because it aligns with your beliefs (which may seem perfectly normal). But by doing that, you might overlook other suggestions that could actually enrich the discussion and lead to better decisions. That’s confirmation bias at work! By shutting yourself off from new perspectives, you limit creativity and the effectiveness of collective decisions.

So, how can you avoid this? One great way is to actively seek out information that contradicts what you believe. Yes, it takes a bit of effort, but it’s definitely worth it! As highlighted in a Harvard Business School article, by taking the time to consider these different viewpoints, you’ll be able to make more balanced and less biased decisions. (2)

3. Status quo bias: The resistance to change

Status quo bias is that little inner voice that makes us prefer stability and avoid change, even when more effective options are right in front of us. We like to stay in our comfort zone, and while this may seem safe in the short term, it can quickly become a barrier to innovation within an organization.

Imagine, for example, that a new artificial intelligence tool is introduced to improve your team’s productivity. Out of habit or simply for comfort, you might be tempted to stick with the traditional methods you’re already familiar with. However, this reluctance to change could prevent your team from benefiting from long-term efficiency gains.

To overcome this bias, it’s important to ask yourself questions like: ‘Why am I resisting this change?’ Often, it’s just because change feels uncomfortable or uncertain. But by taking the time to question your habits and open yourself up to exploring new solutions, you can help foster a more dynamic climate of innovation.

In fact, studies show that this bias can be a major obstacle in strategic decision-making. For example, McKinsey research highlights that companies that refuse to break out of their status quo often miss opportunities for growth and innovation, while also risking a decline in competitiveness. (3)

So, the next time a change comes your way, ask yourself: Are you ready to push past the limits of your comfort zone to drive your organization forward?

If unconscious biases are invisible traps in our daily interactions, the good news is that they can be overcome with a bit of practice and awareness! You’ve learned about three biases, but keep in mind that there are many more—over 200 have been identified—that can also affect your workplace relationships. The challenge? Learning to spot and counteract them. By making this effort, you help create a more inclusive, equitable environment, and improve your team’s performance.

Remember, it’s not about achieving perfection overnight, but about taking small steps towards lasting change. So why not start today? Every small action counts, and you’re already on the right path to breaking down these biases and boosting inclusion in your everyday decisions!

Overcome unconscious biases with Boostalab solutions

At Boostalab, we firmly believe that balancing performance and well-being starts with developing human skills. That’s why we’ve designed workplace training on soft skills to help your teams identify and overcome obstacles, such as unconscious biases, to boost both their productivity and well-being.

Our specialized training helps you better understand unconscious biases and effectively address them within your organization. Through practical approaches, we empower your teams to take action. Contact us to discover how our solutions can help transform your work environment.

References

1. McKinsey & Company. (2020). Diversity wins: How inclusion matters. McKinsey & Company.
2. Healy, P. (2016, August 18). Confirmation bias – How it affects your organization and how to overcome it. Harvard Business School Online.
3. Danker, L., Koller, T., & Schneider, A. (2010, May). Hidden flaws in strategy. McKinsey & Company.