Seven

Misconceptions
About
Unconscious
Bias
Unconscious biases are, well, unconscious, which makes
them hard to identify, much less know their true impact. It’s
a complex and sometimes controversial issue. Is it any
wonder that there are so many misconceptions around what
to do?
Before you can take steps to operate more fairly and effectively
at work, you need to get your bearings.
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Misconception #1
Most unconscious bias is around gender and race
There are a lot of visible company-wide efforts to
much face time they put in at the office), hair color, and
counter bias around gender and race, like initiatives to
even seemingly mundane characteristics, like how
reduce pay disparity between groups.
messy someone’s desk is or how powerful they look in
their chair.
However, gender and race are far from the whole
landscape. We also have biases based on people’s
This doesn’t mean you can or should monitor every
job function, age/generation (e.g., Millennials),
thought and action for bias against every kind of
socioeconomic status, family/domestic status (e.g.,
person. However, you can revisit the overall fairness
married, parent), nationality, language ability, veteran
of your procedures and decision-making on a regular
status, culture, sexuality, weight, height, physical
basis (maybe once every quarter or six months), helping
ability,
build a more inclusive culture at work.
attractiveness, political affiliation, remoteness (e.g., how

Misconception #2
Bias is all about disliking certain groups
For example, when experienced sales manager Shahan
Bias, it’s just as often — if not more so — about
Mohideen began hiring people early in his career, he
unintentionally favoring certain groups, regardless of
favored candidates who were brash and extroverted.
whether they’re more deserving. Often, these groups
“That’s how my sales leaders were, and they were
are the ones we belong to or are favored by society.
To surface your biases, you need to examine whom you might be biased toward, notsuccessful,”
just whom you
he says. might
“I didn’t be
know anybiased against.
other way.” That
To surface your biases, you need to examine whom
all changed when he met a sales leader — one of the
you might be biased toward (i.e., inclined to favor), not
best he’s ever seen — who was a reserved introvert.
just whom you might be biased against (i.e., inclined to
overlook, avoid, or harm).

Which groups might you unknowingly be favoring?

Even considering this question can help you check your
assumptions, as can meeting different types of
people who change your expectations of what’s
possible.

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Misconception #3
I can’t do anything about my unconscious bias
If you care about how bias affects you and the
Here are additional ways to overcome your biases: 2. Create fair-minded processes for things you tend
people around you, then you’re already on your way.
to do off-the-cuff.
Researchers find that one of the best predictors of
1. Learn more about your colleagues and expand your
whether people can reduce their biases
professional network. Rather than impromptu delegation, determine who’s
is simply whether they have the desire to.
really best for the task. Also, ensure you’re giving
Unconscious biases often result from your brain taking the right amount and type of feedback to each
shortcuts based on what it assumes to be true. So there team member.
is perhaps no better way to challenge biases than by
learning more about the individuals you work with and 3. Team up to disrupt bias-prone procedures at your
different kinds of people in general. Take time in 1-on-1s company.
to gauge people’s true interests and ambitions, and add
people with backgrounds different from yours to your For example, you could work with other diversity-
professional network. minded hiring managers to find and tap new sources
of diverse job candidates.

One of the best predictors of whether people can reduce their biases is simply whether they
have the desire to.

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Neuroplasticity is the
brain’s ability to form
new connections and
neural pathways.
Creating change in
how our brains
process information
takes time and effort,
but we can rewire our
thinking.
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Misconception #4
Unconscious bias is so subtle that anyone hurt by it is being too sensitive
Instances of unconscious bias can be so subtle — and
The people accused of being too sensitive often aren’t If you’re unsure why someone is distressed about bias,
in some cases hard to discern whether bias was even at
upset about, say, a single instance of being talked over try asking for the person’s perspective before
play — that when others point it out, we accuse them
in a meeting, but rather about years of dealing with a passing judgment:
of being too sensitive, too soft, or too quick to blame
litany of similar slights. Acts of bias add up. A 90-minute
bias for everything.
commute may only be bothersome at first, but the true “I’ve never walked in your shoes, so I admit I can’t
cost becomes apparent over time, after missing out on possibly know your perspective. Do you mind
umpteen family dinners or learning opportunities. sharing it with me? I think it would help me
see where you’re coming from.”

Acts of bias add up. A

90-minute commute may only be bothersome at first, but the true cost becomes apparent over time.
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Misconception #5
People are talking about unconscious bias because
conscious bias isn’t much of an issue anymore
Bias, prejudice, and discrimination, in all their many
forms, are still an ever-present reality in society. In the
U.S., for instance, official workplace discrimination
charges have risen in the past 20 years. Even when
we asked managers to share their experiences with
unconscious bias, many couldn’t help but share
experiences with more blatant acts. One manager
replied that a colleague who is transgender has been
referred to as “it.” In addition, multiple female managers
spoke of repeated sexual harassment at work, like
“unwanted advances” and being “groped.” These
instances are examples of behavior that may be illegal
and warrant reporting to HR.

To some, by comparison, unconscious bias may not

seem as serious. However, to some it may be. Because Because we aren’t aware they’re happening, unconscious biases can sneak in and lead to
we aren’t aware they’re happening, unconscious biases
can sneak in and lead to systemic biases like hiring
disparities and pay gaps.

The point is they’re all worth striving to overcome —

and a lot of the same tips and tactics can be used for
both purposes.
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Misconception #6
It’s never worth responding when you’re the
target of bias in the workplace
In many cases, reacting to bias carries enough political
“I’m sure you didn’t mean it this way, but when you
risk that many feel all they can do is vent to a trusted
called my talk a ‘little presentation’ it made me feel
colleague or significant other or let it go. Those are
like you don’t value it as much as those by others
perfectly OK responses if they’re what’s best for your
on the team.”
situation.

2. Team up to amplify your voice.

In a recent survey, several people expressed regret
that they hadn’t done more. One individual, recalling
That might mean banding together with colleagues to
a potentially sexist comment from her manager, said,
advocate for more diversity and inclusion initiatives at
“I decided it was too risky to press further. I wish I
your company.
had anyway, or come up with a way to do that without
putting him on the defensive.”

You do have options, and considering them can help

you determine your best course of action. If you decide
to respond, here are two options that may be effective:

You do have options and considering them

1. can
Speakhelp
up by you
tellingdetermine
the person howyour
bias best course of action.
impacts you.

Since most people don’t intend to be biased, calling out

someone as such, even when you’re right, likely won’t
be well received — and it can increase the risk you take
on. More effective: Assume best intent and share how
the bias makes you feel. For example:
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When you effectively

confront bias, you
create a space where
we are all valued and
able to contribute
our best.

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Misconception #7
Being an ally means my biases are more in check
If you care about social justice, you might brand
• Overcompensating.
yourself an ally — someone doing their part. If so, there’s
a decent chance your biases really are more in check.
This is the ally with a figurative megaphone, taking
Still, there are plenty of pitfalls lurking for allies, such as:
every opportunity to shout, “I’m an ally!” While
publicly expressing your support helps set a tone of
• Using unbiased language
inclusion, it can be overdone. One manager, who is
as license to avoid questioning yourself.
gay, told us about an executive who seems intent on
talking about LGBTQ issues with
In the U.S., this is known as the
him, to the point where “other people have
“I have black/gay/disabled friends” defense, which
commented on it — asking why she always
can lead to complacency. Researchers find that,
asks me only about gay things.”
ironically, thinking of times when
you were biased tends to temporarily lower your
• Overly attributing behaviors to bias.
guard against bias.

While bias is everywhere, so is effort, luck, ability,

• Assuming a level of comfort that’s unprofessional.
absent-mindedness, and a slew of other factors that
affect workplace outcomes. It’s important to remind
Maybe outside of work you have a diverse set of
yourself that there can be multiple things going on at
You do have options and considering them can
close help
friends you determine
who joke your
about obesity, best
mental course
health, of action.
once, versus just one.
race, and culture. That doesn’t mean such jokes are,
or ever will be, welcome
The lesson: An ally’s work is never done.
by everyone at work.

For additional information about how we can help your

organization identify your unconscious biases,
email us at info@franklincovey.com or
visit franklincovey.com.

Or call us at:

1-888-868-1776

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