Exploring bias
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EmailMuch of our discomfort with acknowledging bias comes from the assumption that only ‘bad’ people have biases. The problem is not the thought or bias, but if we act on the bias to exclude or discriminate against others different from us.
“Who, me? Biased? I don’t think so.” Much of our discomfort with acknowledging bias comes from the assumption that only ‘bad’ people have biases. But simply put, we all have biases. The problem is not the thought or bias, but if we act on the bias to exclude or discriminate against others different from us.
One kind of bias is implicit bias, which refers to the attitudes or stereotypes that affect our understanding, actions and decisions in an unconscious manner. These biases, which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual’s awareness or intentional control. Residing deep in the subconscious, these biases are different from known biases that individuals may choose to conceal for the purposes of social and/or political correctness. (Kirwan Institute, Ohio State University).
In the article “The Real Effects of Unconscious Bias in the Workplace,” author Horace McCormick identifies several of the known unconscious (implicit) biases that directly impact the workplace. These bias definitions include:
- Affinity bias. The tendency to warm up to people like oneself.
- Halo effect. The tendency to think everything about a person is good because you like that person.
- Perception bias. The tendency to form stereotypes and assumptions about certain groups that make it impossible to make an objective judgement about members of those groups.
- Confirmation bias. The tendency for people to seek information that confirms pre-existing beliefs and assumptions.
These biases can influence decisions at all levels of the organization and create an organizational culture that becomes supportive to some, while excluding others. Interestingly, individuals in an organization who are a member of an underrepresented or excluded group (across race, gender, sexual orientation, disability or other difference), find these so-called unconscious (implicit) biases to often be quite conscious and visible.
Here are a few suggestions for individuals or organizations that want to address implicit biases:
- Acknowledge that unconscious bias does not in and of itself make someone a bad person.
- Be aware that everyone has unconscious bias. These biases can be addressed through intentionally making them visible when they appear, not acting on those biases or replacing the biases with new or alternative information.
- Be aware of the strong connections between unconscious bias, prejudice and discrimination.
- Be aware of the role that media plays in directly or indirectly perpetuating bias about differences. Even if someone doesn’t agree with these portrayals, they are impacted by them.
- Many unconscious biases are formed from no, limited or negative experiences with people who are different. Build authentic and connected relationships with individuals who are different. Building and nurturing these relationships can help to build a reservoir of hopefully new and positive information about these individuals or groups that can replace negative or harmful information.
- When a bias appears within oneself, make it conscious to oneself and question whether this bias is something that will inform one’s actions in the situation or if the bias is something that is contrary to who one is and how one wants to interact with an individual or group.
- Create intentional organizational structures and policies that account for and address biases that may occur or be present in the existing organizational culture.
- Slow down processes and invite the opportunity to discuss biases that may be present within the organization and its employees and take corrective action.
- In organizations that support and nurture an organizational culture where fairness and equity is directly or indirectly linked to the organizational goals, identifying biases can create the right conditions for a “moment of disconnect” or dissonance which can trigger bias control.
This resource is adapted from The Unconscious Bias Fact Sheet authored by Cornish and Jones. Michigan State University Extension and Michigan 4-H Youth Development help to prepare young people for successful futures. To find out how to get involved as a youth participant or an adult volunteer, contact your county MSU Extension office.
