How to overcome your unconscious bias

Even the most well-meaning champions of diversity can suffer from unconscious bias. If this is the first you’re hearing of it, then you’re likely suffering from it too. But what is it? Well, a bias is the unfavourable stereotype of/prejudice against a person or group. Bias can be held by individuals, groups and even institutions, and it can have very damaging effects on those it discriminates against.

Broadly speaking, there are two different types of bias: conscious (also known as explicit) and unconscious (also known as implicit). A bias can be held against age, gender, physical abilities, religion, sexual orientation, weight, employment, educational background, nationality and even physical appearance. 

I know you’re likely horrified at the thought that you could be projecting any discrimination onto another human being, and good for you! It’s nice to be nice. However, the really damaging part about an unconscious bias is the fact that often you don’t even know it’s there. But how is that possible? Well, it’s actually quite easy. 

An unconscious bias is one that is formed outside your conscious awareness, usually introduced at a young age and reinforced by our environment and personal experiences. Think about it: throughout your life, you’ve likely associated mainly with people who are just like you. You’ve got things in common with them, you’ve been through the same style of schooling, you’re part of the same ‘class’ in the social hierarchy, and you’ve all got the same or similar thoughts and perspectives. And while it’s inherent in our nature to stick closely to those we’re most familiar with, it’s not the best way to find a healthy difference in opinions, and it’s certainly not the way towards diversity. So, while you might truly believe you’re accepting of everyone across all races and religions, your unconscious bias can still be holding you back.

There are many downsides to unconscious bias, especially at work or in the boardroom. It can leave people on the fringe because, while they’re part of the same team, they’re not allowed the same opportunities as other team members. Voices might go unheard in meetings because an unconscious bias will label their opinion as ‘lesser’, which compromises productivity and inclusivity, leading to many various negative effects.

Bias, whether conscious or unconscious, makes working towards diversity extremely difficult. It can blind you to the value that people from what we consider to be ‘different’ backgrounds can bring to the table. Bias limits opportunity for substantial growth, and it’s all thanks to some pretty primitive thought patterns.

So, how do we overcome our unconscious bias?

The first step is to be aware of your own individual bias. This will allow you to better recognise it at an organisational level and convey the impact (whether conscious or unconscious) that it can have on the company. Practicing mindfulness is a great way to begin recognising any unconscious bias you might hold. Being mindful allows you to be present enough to hear your thoughts as you think them, meaning you can catch yourself at these moments of bias and you can work towards eradicating them. Becoming deliberate in the process of your thoughts and any patterns you have will highlight room for improvement. You should also aim to maintain an open view of the world and those around you. Generalisations are pointless, because they’ll tend to be incorrect. Try to remain in tune with yourself as much as possible. And when you do find you’re having a thought that lends itself to an unconscious bias, tamp it out immediately by recognising that it’s just not true. 

Within the boardroom, you can make a difference by encouraging an open, non-judgmental discussion about potential bias. As you were unaware of your unconscious biases, your colleagues are likely unaware of theirs. Talking about them is the first step in overcoming them. Sharing realisations can make other people more comfortable in exploring their own, because self-reflection is never easy. But if we’re striving for complete and total diversity, this is a major step we all need to take.