Executive Summary

Unconscious bias is “an implicit association or attitude—about race or gender, for example—that can influence our decision-making and behavior towards the target of the bias.” Unconscious bias undermines confidence in people’s readiness or “fit” for a particular role or project, particularly among women and members of historically underrepresented groups (URGs). While outright discrimination is easy to spot, microaggressions can be subtle and unconscious. Nevertheless, the impacts of microaggressions add up over time, especially for women and those with more complex intersectional identities. This tactical toolkit offers tactics and resources individuals and employers can use to increase awareness of bias and create more inclusive workplaces.

Combatting Individual Unconscious Bias 

Individuals can take steps to combat their own and others’ unconscious bias. Tactics include the following:

• Reflect on your mindset by always asking if the way you are thinking would change if it involved someone of a different identity (e.g., a man instead of a woman, a person with no children instead of a mother, an individual of your racial/ethnic/religious/age/etc. identity instead of someone with a different identity). 

• Check if your attitudes are consistent with your personal and organizational values and if not, identify opportunities to change. 

• Unsettle harmful elements of the status quo by actively questioning existing biases, such as joining an employee resource group (ERG). 

• Amplify your experiences with diverse audiences to start productive dialogue that can create new solutions. Consult your trusted mentor, manager or sponsor to achieve the greatest impact, as this may involve pushing you outside of your comfort zone.

• Hold yourself and others accountable by engaging in self-reflection, analyzing your behaviors and experiences and, entailing ongoing analysis of  your own behavior and politely interrupting others when they engage in biased behavior. 

• Embody accountability within yourself and promote it amongst others through continuous formal and informal feedback practices.

Combatting Organization-wide Unconscious Bias 

Talent management—from recruitment to performance evaluation and promotions to salary assessments—shape diversity and set the tone for organizational culture. Tactics for combating organization-wide bias include the following:

• Craft neutral job descriptions, since the way these documents are worded can alter the type of talent that applies. 

• Build anonymity into recruitment processes to combat unconscious bias and use demographic data as well as proactively sourcing of candidates from specific communities (e.g., veterans’ groups, affinity groups, HBCUs, student groups/clubs, affinity alumni groups, etc.) to ensure a diverse applicant pool.

• Use priming to question assumptions, highlight potential areas of bias and encourage greater awareness of bias in decision- making.

• Avoid over-reliance on “culture fit” and other forms of bias, such as hiring people who are “just like you” or who remind you of your younger self.

• Avoid using salary history as a means of setting compensation during a negotiation since this can perpetuate pay inequity, particularly for women and individuals from URGs.

• Ensure consistent and unambiguous processes, from the metrics used to evaluate employees during performance reviews to hiring practices and salary assessments.

Building an Inclusive Organizational Culture

Companies that are committed to diversity and inclusivity from the outset and are strategic in building and maintaining their culture have an easier time recruiting and retaining talented women and individuals from underrepresented groups. Best practices for strengthening company culture around diversity and inclusion include the following:

• Require manager training on unconscious bias and inclusivity.

• Establish affinity groups for employees of specific identities such as working parents or Black women.

• Create safe spaces for intergroup dialogue, where employees of all identities may discuss bias and discrimination without stigma and/or fear of retaliation.

• Appoint a dedicated individual and team to focus on diversity, equity and inclusion and strengthening company culture. 

• Create a supportive work environment with proper furniture and accommodations for employees of all physical sizes and abilities. 

• Educate employees about different types of bias and discrimination to help combat unconscious bias. 

• Help employees manage competing demands of work and life so that all employees are better set up to succeed in the workplace. 

• Set up accountability mechanisms for diversity, equity and inclusion initiatives, including as a metric for employee performance reviews. 

• Foster team psychological safety by framing projects as learning problems as opposed to execution to, not execution problems, acknowledging fallibility and encouraging curiosity.

Implementing Individual Leadership Best Practices

Leaders can create a culture of diversity and inclusivity by supporting uniqueness and belonging among teams and employees. Best practices include, but are not limited to, the following:

• Empower everyone to contribute in meetings by giving attendees advance notice of discussion topics and sufficient time to prepare answers. 

• Pause after questions or commentary to allow more diverse voices to be heard and create space for people who prefer more time to process their thoughts before speaking.

• Introduce a no-interruption rule while anyone, of any gender, is talking, to prevent men from dominating.

• Use “shine theory” to encourage teams to support each other and call attention to the accomplishments of others, especially women and individuals from all underrepresented groups.

Plenty of steps can be taken to reduce discrimination, from recognizing unconscious bias to making shifts at the organizational level, in company policies, culture, processes and practices. Using the tactical tools outlined above, individuals and organizations can take steps to promote a workplace that is increasingly inclusive.

Reference

Catalyst, “What Is Unconscious Bias?” December 11, 2014, https://www.catalyst.org/knowledge/infographic-what-unconscious-bias (February 11, 2021).