The unconscious biasness is always harmful for the company, and their growth. Despite of good intentions and the strong desire to eliminate it from the workplace, still, it finds its way in the workplace in some or other way.
The unconscious biasness might weakens the strength of the company by incorporating the habit of affinity biasness or the nepotism during the hiring process, or might not give the chance to the marginalized group despite of their talent. The company might be not preferring to hire any particular group, no matter how talented they are, and thus missing out some of the major opportunities.
It is human nature to get attracted to the like peoples. Also, in companies as well, the top recruiters prefers hiring people that are more similar to their own community. Even, when the company passes the fair hiring process without any biasness, they sometimes give more opportunities to their like peoples. This might be comfortable for them, but raise the feelings of disrespect and not belonging in employees or talents from other community. And, this is the main step towards the weakening of the foundation of the company. So, in order to keep company thrive and grow fast, there is need to eliminate the unconscious biasness completely from the culture of the company.
Before understanding the negative impact that an unconscious biasness can do on the working environment of the work place, one should first understand, what is unconscious biasness?
What is unconscious biasness?
Unconscious biasness refers to the unintentional discriminating the talent on the base of their colour, gender, or any other category. This is basically judging the ability of the person on the base of their categories like race, colour, gender, or any other factors, instead of their skills, and talents.
These are unintentional judgment of the recruiters and this lead to failure of the company achieving the diversity of talents and skills in their working team.
The major reason for the implementations of the unconscious biasness is the upbringing and it keep impacting the life decisions. And, for the company health, it is a hazard as it will stop the growth of the company and will fail it in hiring the diverse talents.
What are the types of unconscious biasness?
Following are the types of unconscious biasness:
This is one of the most common kind of biasness where the person prefers hiring the particularly male or female in their company irrespective of their talents. In most of the cases, females are more biased on the base of gender. In most of the corporate in America, males are mostly seen on the top of the companies. They are having very rare females at that height in the company.
This is kind of preference where the person prefer like people. It is quite a human nature that we prefer peoples that are more like us. For example, the recruiter from the English background prefers the employees from the english background as well regardless how skilful they are. This basically preferring the people who are sharing more common view points or who are more close to the community.
Focusing on single positive train and igonoring other negative trait is also a kind of biasness. For example, Language. When a person with more fluent in English is preferred over the other talent with more required skills but poor english is an example of Halo effect. In this unconscious biasness type, the recruiter focus on only one strong trait and get blind for other negative traits.
This is completely opposite to the halo effect. In this kind of biasness, the recruiter avoid or reject any talent just on the base of their single negative trait. For example, when a company reject any applicant just on the base of their language command, or their culture, or any other factor, it is considered as horns effect.
Attractive women are considered to be poor in the role of leader in compare to tall and strong male. This is an absolute biasness as leadership is none to do with the physical strengths.
This is one of the major kind of biasness where the talent of the person is judge on the base of their skin colour.
What are the impact of unconscious biasness in the workplace?
The major impact of the unconscious biasness lies in the roots of the recruiter’s mind. They unintentionally perform the unfair practices both during the hiring process and then the distribution of the project as well as during the promotion time.
The recruiters with the roots of biasness in their mind prefers a people from their like community and with those they feels comfortable. It results in failing the company to achieve the diversity and inclusiveness in their working forces and thus miss the company out of several opportunities.
When the company is not having diverse talent, they are less likely to be innovative and creative. The single type of peoples are also having the similar ideas, and this will negatively impact the growth of the company.
How to eliminate unconscious biasness from the company?
In order to fasten the growth of the company, there is need to eliminate the parasite of unconscious biasness. It can be achieved by:
- Educating the employees on the types of unconscious biasness and how they are doing the same unintentionally.
- Monitoring all the activities associated with the biasness and try rectifying the stereotypes.
- Take time in order to take the most fair decisions.
- Try establishing diversity of the talents in the working force.
The bottom line
So this is how the unconscious biasness impact on the workplace and how it can be eliminated!