How to Handle Implicit Bias at Work
It can be hard to pinpoint implicit bias at first. After all, it’s not always obvious. Instead, it lies under the surface.Implicit bias is so powerful that it can influence decisions and affect interactions at work. This impact isn’t a good thing, as implicit bias involves preconceived notions or ideas that one might have against a whole group or class of people.When implicit bias surfaces at work, it has already been doing its damage.So, what options do employees have?If you are concerned about implicit bias at work, consider these thoughts.
Challenge Your Perceptions
It’s helpful, as an employee, to challenge your perceptions about other people. You might have an implicit bias of which you aren’t aware.Reflect on your interactions with coworkers, such as:
Were they based on mutual respect as valued colleagues?
Was there a bias that unconsciously informed how you interacted with others?
Have you received formal feedback about your relationships with other coworkers?
Do you assign tasks to team members based on their capabilities?
Do you have an implicit bias that influenced your decision-making process?
Nobody likes to consider themselves a “bad” person. However, if you let implicit bias affect your work, being honest about it is essential. Then, start to work to change those perceptions.
How to Handle Implicit Bias
If you are on the other end of the spectrum with experiencing implicit bias at work, here are some suggestions.
Take detailed notes. Document interactions that you have had that you believed were based on implicit bias. Take notes immediately after the interaction has occurred before the memory starts to fade. Record the time, date, location, who you interacted with, and as much detail as possible about the interaction. Be professional in your demeanor as much as possible.
Talk to Human Resources (HR). If your company is big enough to have a human resources (HR) department, consult with them. Part of their job is to handle these types of situations. Have your notes with you so that you can easily refer to them when talking to HR.
Or, talk to HR stand-in. In a smaller organization, you might have to talk to your supervisor if no HR exists. However, this is easier said than done. They may not understand what implicit bias is, let alone how to handle it. Plus, it puts you in an awkward situation too. Try to approach the problem from a place of caring and a desire to provide helpful, constructive feedback.
Participate in Training
One way to help a company to raise implicit bias awareness is through training. Training can help by providing information about what implicit bias is and how to identify it.A skilled trainer can work with a team or even a whole company to educate members on unrealized implicit bias. Also, a consultant can be the one to identify prejudice and suggest ways to address it.Training takes the pressure off of individual employees to provide that perspective in everyday interactions. Instead, a consultant and trainer will be able to facilitate an experience that allows for those observations in a much more structured and supportive way.
Other Options
How should you handle the situation if coworkers are not open to feedback, or you don’t believe your workplace culture supports that process?For example, what if you suggest training to your leadership, but they reject that idea? You might not have many options, and yet, one option is filing a complaint with the U.S. Equal Employment Opportunity Commission. This approach is particularly important if you feel there is widespread and blatant discrimination occurring in your workplace.Ultimately, the best solution for implicit bias is fostering a climate of introspection, self-improvement, and respect. Employees can role model those values, as well as support a companywide process for exposing implicit bias.However, if you are struggling with what to do otherwise, it can help to get additional advice from a career counselor who understands implicit bias and its effects.—Please contact me today for more support in dealing with implicit bias at work.