The power of awareness: The impact of unconscious bias in business

I remember walking into a job interview, feeling prepared and ready to impress. As I sat across from a male and female interviewer, I found my focus largely with the male at the table. His dominant personality allowed me to assume he held the position of power in the room. I was surprised to realise post interview that the hiring manager and higher ranked individual was the female, and I may have missed an opportunity to build rapport with the ultimate decision maker. 

The experience made me realise that, despite my commitment to women empowerment and my belief that I hold no biases, I had easily fallen prey to unconscious bias in a high-pressure situation.

Unconscious biases are ingrained in all of us. The phenomenon transcends race and ethnicity and infiltrates various facets of business. Recognising and addressing these biases is paramount to fostering an inclusive and equitable workplace environment.

Unconscious biases operate beyond our conscious awareness and shape our perception and decisions. They can manifest in a variety of forms, encompassing gender, age, physical abilities, sexual orientation, religion, and more. In fast-paced business settings, these biases can become more pronounced, particularly during high-stress situations or when juggling multiple tasks and client interactions, as is common in most work environments.

Valerie Alexander, in her TED talk "How to outsmart your own unconscious bias," notes that the instinctive response of ‘fight or flight’ drives our stressed-out selves to assume the most expected. She underscores the importance of conscious questioning and encourages individuals to reflect on their own assumptions and biases in any given situation.

In a business setting, it has an impact on crucial aspects like hiring, mentorship, and client relationships. Unchecked biases can lead to skewed decisions, hindered diversity efforts, and strained team dynamics. Awareness and proactive measures are key to mitigating these effects.

Combatting these biases at an organisational level is done through the creation of a culture of open dialogue. Organisations should encourage discussions on biases within safe spaces to foster understanding and create opportunities to challenge preconceived notions.

Leadership and those involved in decision-making processes play a pivotal role in driving the change by setting examples and promoting an environment where bias incidents can be openly addressed. It is the role of those leaders and decision-makers to instil a sense of accountability and continuous learning within organisations.

Acknowledging and dismantling biases require ongoing efforts and a collective commitment to fostering a workplace where everyone feels valued and heard.

Unconscious bias is a pervasive yet addressable challenge facing the workforce today. By cultivating self-awareness, promoting diversity, and fostering open dialogue, organisations can create environments that celebrate differences, drive innovation, and nurture talent inclusively.

This article is written by Lauren Deetlefs, proud Committee Member of PKF's Gender Equity Network.