Unconscious prejudices are stereotypes that people have about certain groups without realizing it. These biases may exist against people of different races, ethnicities, gender identities, sexual orientations or physical abilities. Unconscious bias in the workplace can negatively impact a company’s diversity and inclusion, as well as recruiting, hiring and promotion practices.
But what are the most common unconscious biases and how can they be overcome? In this text we will try to give answers to these questions.
Anchoring Bias
Anyone who has watched quiz shows on television has certainly witnessed the anchoring effect. The presenter asks a question: in what year did something happen, after which the first participant answers incorrectly. The rest, in an attempt to guess, say years adjacent to the one initially assumed. The correct answer turns out to be several decades earlier. This is one of the classic examples of the anchoring effect. Although it has been talked about since 1958, it gained popularity through Daniel Kahneman’s book in the 70s.
The anchoring effect is observed when one relies too much on the first information one has on a given topic. It becomes an “anchor” and everything new one hears on the subject is compared to what was learned initially. This prevents the data from being interpreted objectively, and also distorts a person’s judgment. The anchoring effect is limiting because when a person has an “anchor” he or she filters out new information and this reduces their tendency to make decisions and distorts their sense of the situation.
This effect is on a subconscious level and it is really hard not to succumb in certain situations. When it is clear how much influence this effect has on people’s decisions, it is important to think carefully about the decisions and look for more alternatives before making a final choice. Thus, people could reduce the impact of the anchoring effect.
Confirmation bias
Where do people’s opinions and beliefs come from? One explanation is that they are a combination of experience, logic, and analysis of available information, but in fact, anyone could succumb to confirmation bias. It is a tendency for people to believe more and pay more attention to information that confirms their preconceived ideas, concepts, or hypotheses, regardless of whether the information is true, while ignoring details that contradict them.
This tendency is limiting because it prevents people from seeing the diverse viewpoints of others. When people gather information, confirmation bias prompts them to seek evidence only in favor of their point of view. This prevents them from making objective decisions and can lead to wrong or incorrect choices.
To deal with this type of tendency, one must first realize that one may have it. This awareness allows for the active search for facts, not just statements supporting specific views.
Confirmation bias can be limiting. If, for example, a person is to be selected to work on a creative task, but the selector has an unconscious confirmation bias and believes that people who write with their left hand are always more creative than those who write with their right hand, they will be harmed.
The Bandwagon effect
It has probably happened to many people – doing something against their beliefs just because others are doing it. The name of this type of prejudice comes from the English word ”bandwagon”, which generally means wagon. It means, figuratively speaking, that a person gets into this imaginary vehicle with other people who support this behavior because they are desperately trying to fit in. If a lot of people are doing this, then it’s good, right? Psychology calls this “herd mentality” or “groupthink”.
Why do many people fall into the grip of this prejudice? Because of the need to feel part of the group, because of their desire to be on the right, winning side. The bandwagon effect, however, is limiting, as it does not allow thinking about what is actually best for the person. People can deal with this effect by holding on to their own opinions and beliefs and not getting carried away by the suggestions of others in the hope of fitting in.
Academy for Diversity, Equality and Inclusion
“Overcoming unconscious biases” is one of the modules in the country’s first certification academy for “Diversity, equality and inclusion” of the Council of Women in Business in Bulgaria and the Faculty of Economics of Sofia University “St. Kliment Ohridski”. The Academy will launch on January 26 and run until April 20, 2023 in seven thematic modules. They will cover the topics of equality, the benefits of inclusion, overcoming unconscious biases and the inclusive role of leadership and communications. Enrollment continues until January 15, 2023.
