Even in times of modernity and diversity, some internalized prejudices of cultural beliefs might have stuck around with us– whether we realize it or not. It is through language, both verbal and non-verbal, that we project these internalized prejudices.
Unconscious biases can have detrimental effects on those we interact with. They influence our decision-making process, leading to favoritism towards some and unfair treatment of others. Recognizing these patterns is the first step to eliminating them. Understanding how these behaviors are harmful is crucial for the fight for diversity and inclusion.
What is Unconscious Bias?
Unconscious bias is where individuals hold negative associations with different groups and characteristics without being consciously aware of them. These biases are formed through automatic brain responses shaped by our upbringing and cultural backgrounds. Unconscious bias can be triggered by various factors, not just someone’s culture, ethnicity, or gender, but also by aspects like height, body weight, or even a name.
The harm of unconscious bias is when they are reflected in our decision-making and behaviors towards others. People may experience unfair treatment due to internalized prejudice, or receive negative comments about things beyond their control. In the workplace, unconscious bias can manifest in biased hiring processes, limited promotion opportunities, and unequal career recognition.
Spotting Unconscious Bias
The first crucial step in addressing unconscious bias is recognizing its presence within ourselves. We must learn to identify these internalized prejudices we may hold towards other groups. Acknowledging these behaviors is important to begin eliminating them from our interactions and behaviors.
One of the most common types of unconscious bias is the ‘halo effect’. The halo effect is the association of one positive aspect of an individual that automatically leads our brain to believe they’re a good person by default. This positive aspect could be where they graduated from, a specific accomplishment on their resume, or even how they are perceived by others. This becomes harmful when it causes us to unconsciously disregard others who lack the same “positive traits”.
The second most common bias is ‘perception bias’, which affects behaviors as dictated by general stereotypes of a person or community. Perception Bias is not hyper-focused on one aspect of an individual, but it may stem from a range of prejudices. Age, gender, and body height are some common factors that lead to t negative perception biases.
Consequences of Unconscious Bias
Despite being something we may not be personally aware of, unconscious bias has detrimental consequences on others. This lack of awareness makes it particularly challenging to address, as people often don’t realize they hold prejudices. The effects of unconscious bias extend beyond personal relationships, it can also impact one’s career and development.
Unconscious Bias and Decision-Making
Failing to acknowledge our implicit prejudices, we unknowingly make decisions that negatively impact others. Decision-making involves both conscious and unconscious thinking. While we may consciously recognize an individual’s positive and negative traits, unconscious biases we hold towards unrelated aspects can influence our final decisions. These decisions may be as simple as assisting a stranger or can be as serious as rejecting the university or job application. For example, unconscious biases may lead to assumptions like “women are communal” or “men are logical.” These seemingly basic notions can have different detrimental effects on those we unconsciously judge.
Unconscious Bias in The Workplace
In the workplace, unconscious bias may affect people at multiple levels. From scouting, recruitment, and promotions, the impacts are visible once we understand implicit prejudices.
For instance, based on the screening process of candidates alone, some may have reservations about accepting an application based on age: “This candidate is too old to learn anything new” or “This candidate is too young to have enough experience”.
Unconscious bias in the workplace disadvantages certain individuals throughout their careers. A study in Australia showed that almost 75% of non-Indigenous people have prejudice against Indigenous groups. These internalized prejudices limit the Indigenous community to fewer opportunities for career advancement or even a chance of employment.
Addressing The Issue
We must recognize that everyone likely harbors some level of unconscious bias. After exploring its implications, it is crucial to start addressing the issue and prevent it from reoccurring.
The first step is to acknowledge any unconscious biases you may hold towards different groups. This can be achieved through self-reflection, examining how you interact with people from various backgrounds. Alternatively, you can take a test that helps you understand how you perceive others. It may help you realize patterns in your behavior, and that is the most important part of dismantling unconscious biases.
The second step is to question your first impressions. Reexamine why you gained that impression on someone else. Consider if your upbringing or cultural differences influenced your conclusions. When in doubt, you can always ask for feedback from other people. It may be good to have other people weigh in on your decision.
When considering the negative effects of unconscious bias, these small steps become bigger than they actually are.
Conclusion
Unconscious bias plays a part in our interactions and decisions whether we realize it or not. It shapes how we make judgments based on quick associations with different groups of people. While the consequences can be more severe in certain situations, acknowledging and addressing the issue is always important. Unconscious bias affects both personal and professional lives, impacting others negatively. Recognizing the potential bias within ourselves and consciously working to prevent it are the two most crucial steps to creating a more inclusive and accepting space for all.
