Breaking Down Barriers: Strategies for Overcoming Bias in the Workplace

The knot in your stomach after a seemingly perfect interview, the feeling of being passed over for a promotion you were sure you deserved or the frustration of your ideas being routinely met with silence – these are the gut punches that might suggest workplace bias.

The experience of bias at work feels more like a constant low blow than just an annoyance. It's like someone subtly chipping away at your confidence, making you question yourself and wonder if all your hard work even matters. You put in the time, exceed even your own expectations, and then, crickets. No praise, no recognition, just silence.

But here's the thing, bias isn't just bad for you, it hurts the whole company. When talented people from different backgrounds feel unwelcome or unsupported, they're more likely to leave and find somewhere else to work. That means the company loses out on all the great ideas and experiences those people bring to the table. It's like having a whole team of brilliant minds, but only letting half of them actually use their brains! 

Workplace bias foundationally refers to prejudiced attitudes and behaviors, which could be unconscious (implicit) or conscious (explicit), that disadvantage certain employees or groups of employees compared to others. Bias, generally, can be categorised into two broad arms (explicit and implicit) with the Unconscious Bias being the most common type and occurring in various forms.

Implicit Vs Explicit Bias

Implicit or Unconscious bias is the attitude or internalised stereotype that “unconsciously” affects perceptions, actions, and decisions. This is when people allow their own attitudes, feelings, stereotypes, or beliefs to impact their judgement or understanding of other people. It's called ‘unconscious’, because it isn't something people blatantly do; rather, it is an involuntary process based on their deep-seated thoughts. This bias may skew toward either a favourable or an unfavourable assessment while being pervasive, shaped by experience and based on learned associations. Implicit bias comes in different forms too, CultureWizard explored a couple of them in this article.

Explicit bias on the other hand, refers to the attitudes and beliefs people have about a person or group on a conscious level, as a result of deliberate thoughts, which can both be identified and communicated with others. Much of the time, these biases and their expression arise as the direct result of a ‘perceived’ threat. Any aspect of an individual’s identity can become the target of explicit bias and it is usually easier to identify, as it’s more obvious.

The bottom line is, bias is a serious problem with real consequences. It hurts people, hurts companies, and stifles creativity. There is undoubtedly a bias when, rather than being neutral, there's a preference for (or aversion to) a person or group of people.

Here are some actionable steps you can take to navigate this situation and advocate for yourself:

1. Document Everything:

• Start keeping a record: When you experience bias, jot down the date, time, location, and a brief description of what happened. Note any witnesses and details like specific comments or actions.

• Be objective: Focus on the facts, not interpretations. This means you write down what you saw, heard, or experienced. Things such as dates, times, locations, and specific actions are all important facts. Don't try to guess what the other person was thinking or feeling. Avoid using words like "rude," "dismissive," or "unfair" without backing them up with specific details. 

2. Empower Yourself with Knowledge:

• Understand different types of bias: Familiarise yourself with unconscious bias, microaggressions, and other forms of workplace bias. This knowledge will help you recognise these behaviors when they occur.

• Learn about your rights: Research your company's policies on discrimination and harassment. Look into anti-discrimination laws in your region to understand your legal options.

3. Build Your Support System:

• Find allies: Connect with trusted colleagues who understand your situation and can offer encouragement. Consider forming a support group with others who have experienced similar challenges.

• Seek a mentor: Look for a mentor from a diverse background who can provide guidance or even advocate for you. Platforms like Konseye can help facilitate these connections.

4. Address the Bias Directly (If Safe to Do So):

• Pick your battles: Choose situations where you feel comfortable speaking up.

• Direct approach: If you experience a microaggression, politely address it in the moment. For example, if someone makes an insensitive comment, you could say, "That comment feels a little dismissive. Can we rephrase that?"

• Schedule a private conversation: If you're comfortable, you can directly address the situation with the person involved. Explain how their behavior impacted you and suggest alternative approaches.

5. Focus on Your Performance and Visibility:

• Document your achievements: Keep a record of your accomplishments, projects you've led, and positive feedback you've received.

• Seek out opportunities to showcase your skills: Volunteer for high-profile projects, present your work at meetings, and network within your organisation.

6. Consider Reporting the Bias:

• Internal channels: Report the bias to your HR department or a supervisor you trust. Follow your company's established procedures for reporting discrimination or harassment.

• External channels: If you feel uncomfortable reporting internally or if the situation persists, consider filing a complaint with an external agency.

7. Prioritise Your Well-being:

• Maintain healthy boundaries: Don't let someone else’s biases define your worth. Set boundaries with individuals who exhibit biased behavior and focus on your mental and emotional well-being.

• Seek professional help: If navigating the situation is taking a toll on your mental health, consider seeking support from a therapist or counsellor.

For more insights on workplace inclusion and strategies to overcome professional challenges, check out resources from the Society for Human Resource Management (SHRM) and Catalyst.

Have you experienced workplace bias? Let us know how you navigated them in the comments and join the Konseye Community forum to connect with like-minded individuals for career and personal development. 

Remember, with the right network anything is possible! 

Tolani Olawore.

Team Konseye.