{"id":1876,"date":"2017-09-29T19:20:02","date_gmt":"2017-09-29T18:20:02","guid":{"rendered":"http:\/\/www.desiblitz.com\/jobs\/?p=1876"},"modified":"2017-09-29T19:20:02","modified_gmt":"2017-09-29T18:20:02","slug":"does-unconscious-bias-threaten-diverse-workplaces","status":"publish","type":"post","link":"https:\/\/www.desiblitz.com\/jobs\/does-unconscious-bias-threaten-diverse-workplaces\/","title":{"rendered":"Diverse Workplaces and the Threat of Unconscious Bias"},"content":{"rendered":"

The purpose of a diverse workplace lies in having employees from a range of different backgrounds. Focusing on their skills and expertise, rather than their race, gender or sexuality. However, the process of unconscious bias could play into this.<\/p>\n

Unconscious bias refers to making judgements without awareness. A quick assumption of someone with no realisation of your thoughts. It works as a natural process of thinking; one that we needed once for survival.<\/p>\n

Despite our years of advancement, it still retains in our minds. Which we use daily, both in work and everyday life. But could it threaten a diverse workplace?<\/p>\n

Timothy Wilson, a Professor of Psychology, suggests that people face 11 million bits of information daily. The human brain can only manage 40 of these pieces. For the rest, it creates quicker decision-making processes that use previous knowledge and shortcuts. Where the unconscious bias comes into play.<\/p>\n

We also tend to unconsciously associate\u00a0with similar types of people. From backgrounds to appearances, unconscious bias is attracted to similarity. This aspect, however, can create hindrance in a diverse workplace.<\/p>\n

A Potential Obstacle to Diversity?<\/h2>\n

Even if employers aim to place diversity as a priority, they could still unconsciously make decisions based on a number of factors. Something which results in consequences to the hiring process.<\/p>\n

Jobsite<\/em>‘s Senior HR Business Partner Anna Skelton explained more on these consequences. She said to Jobsite<\/em>:<\/p>\n

“If two job candidates are similar, the instinct of a recruiting manager may be what wins the role for one person rather than another.<\/p>\n

“The problem comes when this instinctive feeling is driven by an unconscious bias, in the form of gender bias, racial bias, or even the accent one of the jobseekers is speaking in. That\u2019s unfair to the employee that loses out.”<\/p>\n

In modern times, this sparks a huge concern for UK businesses. Many industries<\/a> have been called out for their poor representation of diversity. Perhaps unconscious bias plays a huge role in how they create diverse workplaces. And if they actually lack one.<\/p>\n

But how can this thought process threaten workplaces? This lies in a number of scenarios.<\/p>\n

\"Diverse<\/p>\n

For example, one could associate certain characteristics with a particular job – stereotyping. If an employer\u00a0works in an industry that contains a low representation of ethnic minorities, they may unconsciously have biased ideas of who would suitably fit as a candidate.<\/p>\n

In addition to this, employers may even have a\u00a0positive or negative bias towards particular demographics. Especially when looking at a large selection of potential candidates as they try to differentiate between similar skills or qualifications.<\/p>\n

Assumptions also place a big threat. This natural process will mean the brain fills in gaps if we are missing information on a person. However, if a candidate is missing details on their CV, the employer could end up making incorrect assumptions on them.<\/p>\n

Looking for Solutions<\/h2>\n

With this in mind, one will raise the important question of how can this be tackled? Overcome in order to promote a thriving, diverse workplace?<\/p>\n

First of all, employers need to become self-aware of the bias they may hold. If individuals understand the assumptions they may make, this could help in finding practical solutions for recruitment. Focusing on skills of candidates, instead of their differences.<\/p><\/blockquote>\n

In addition, recruitment should become selective, in that businesses review procedures in hiring. Exploring at how candidates are hired, assigned work and the value of their salary, they can aim to identify if unconscious bias plays a role in this. If it does, companies need to implement strategies to remove this.<\/p>\n

Along with this, they should aim to explore how they can change their processes in the workplace. Identifying new measures that can strip away details such as name, age and ethnicity to remove potential bias.<\/p>\n

Lastly, employers should train their workplace in the threat of unconscious bias. Ensuring that all employees understand its consequences\u00a0and changing any attitudes they may hold.<\/p>\n

While removing the threat of unconscious bias may prove a long journey, it leads to overall benefits. Where employees are recognised for their skills and expertise only. With companies reaping the success that many reports<\/a> have already highlighted in the past.<\/p>\n

But overall, it will help create a fruitful, diverse workplace that values all employees.<\/p>\n","protected":false},"excerpt":{"rendered":"

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