Unconscious Bias Under the Microscope
2022 is when leaders will need to be acutely aware of unconscious bias, be more accountable for their people, and lead them with increased empathy.
If you attended our first 2022 Global Assistant Networking session, you might recall this year's priority areas we explored for the c-suite.
Of the top 5 priority areas discussed, we looked at the changing role of management and the impact that it will have on the future of executive support roles.
The presentation was based on a compilation of research and white papers from several top tier consultancies, including McKinsey & Co and Gartner Inc Research.
This research suggests that many managerial tasks will continue to be relegated to automation tools creating space for managers to build more human relationships with their employees. This will require them to apply a more informed approach to employee engagement, which must consider unconscious bias.
As keen observers of the managers you support, this area should also be on your top list of priorities to understand. And understand well to represent the interests of your leaders better.
Unconscious bias or Implicit bias is a subconsciously formed assumption, belief, or attitude. Experiences, histories and values all inspire our unconscious bias. These elements are crucial in the thoughts and opinions we form.
We all have biases that exist as mental shortcuts for speedy information processing. That's one of its benefits.
However, the implication of unconscious bias can also place limitations on our range of thoughts and corner us into ways of thinking that may limit our perspective.
The flow-on effect is in our decision-making process, which can have real implications in our lives and especially in the lives of others.
At work, unconscious bias can manifest as a social stereotype that regards certain groups of people in a certain way.
As executive assistants and administrative professionals, you may understand what that feels like!
Has unconscious bias ever hindered your career prospects? Have you been overlooked for a project team role because someone may have had a particular view of an assistants' capabilities? This is a form of unconscious bias.
When a company recruits for "cultural fit", the goal may be positive, but it can also be another type of bias - affinity bias. Interviewers favour applicants who have similar life experiences and judge in similar ways; this is another form of unconscious bias.
They can often overlook others who could provide more diverse perspectives to the same profession even though qualified for the role.
These circumstances, which are often inadvertent, might detract from creating good leadership skills and a more inclusive and diverse workplace environment—often compromising a team's and company's success. This is why unconscious bias is a topic we can not easily dismiss. Nor should we try.
The COVID pandemic has forced all organisations to reassess the way we work and, in doing so, who performs what functions and where. As such, you may start seeing learning and development initiatives within your organisation ramping up Unconscious Bias training. Its mission is to eliminate workplace attitudes, and behaviours bias from recruiting, promotions and encounters with customers and co-workers.
Effective leadership in the future of work requires managers to be more conscious about their biases and how to manage them, and the ability to recognise the various types of unconscious bias. As extensions of the leaders you represent, so should you. Being equipped with the tools you need to become better informed and make effective, well-thought-out decisions is a priority.
The approach to improving unconscious bias has been gradually progressing. In these current times, business leaders across the globe are working to make their organisations more diverse, equal, and inclusive. In fact, many c-suite professionals have specific DEI metrics as part of their performance evaluations.
Unconscious bias training can become a valuable and practical part of any programme focused on reducing the adverse effects of our hidden prejudices.
Effective training is provided to employees to assist them in navigating and comprehending the inherent causes of unconscious bias. They then can apply action-based strategies and methods to lessen the effects of these biases.
The Global Assistant takes Unconscious Bias training to another level that addresses the topic from the executive support professional’s perspective.
Unconscious bias training will affect your leadership style, choices and every interaction with your co-workers in the workplace.
The best time is now to recognise the cause and effect of unconscious bias in the workplace. More importantly, address the challenges honestly and transparently to eventually eliminate unconscious bias from our behaviours.