What is bias?

A bias is a shortcut in thinking that occurs unconsciously when we have to make quick decisions or interpret various information. Unfortunately, because they are irrational, they lead to many errors of perception, judgment and bad decisions.

The problem is that we have a strong tendency to resort to quick and simplified explanations, to meet our own needs and preferences or to protect our ego, our interests or those of those around us. Sexism, ageism, prejudices related to name, physical appearance, religion or ethnicity are well-known examples of biases, and there are hundreds of others.

Cognitive biases at work represent risks to the mental health and well-being of employees; they can lead to stigma, discrimination, acts of incivility, a feeling of injustice, professional isolation, demotivation, etc. In turn, these consequences represent other risks to the health of the organization (absenteeism, high turnover, loss of productivity, etc.)

How to act to limit bias at work

I encourage you, employers and managers, to raise awareness among your employees by opening the discussion on the subject and offering them specific training. Be careful, however, that this training is not limited to simply sharing knowledge about the different biases that exist, which will have little impact on changing behavior.

Instead, focus on introspective and practical activities that are spread out over time. Also, make sure that there are enough concrete examples applicable to your organizational context so that employees can recognize themselves, and emphasize expected and valued behaviors.

I also encourage you to create a committee, or to use consultants to review your management practices and policies, particularly those in recruitment. You will be surprised to discover the amount of unintentional bias that can be found there!

For example, simply selecting a resume and interviewing a candidate are exercises filled with judgments and interpretations that you should be wary of (assuming certain qualities based on experiences and interests in the resume, formulating questions with the aim of hearing the expected answer, focusing more on characteristics from the last interview, relying on appearance, etc.)

Make the conscious effort to identify our biases

It is essential to develop a heightened awareness of our biases in order to get rid of them and limit their impacts. Since they are rooted in stereotypes, prejudices, biases, etc., it is possible to recognize them.

I invite you to a daily introspection exercise to outwit your reflexes.

What influences my thinking? (My mood, a feeling, a hidden motivation, a personal preference, an impression, or a comment received)

What could be the real impact (direct and indirect) of my decision on my colleagues and on the work climate?

For those who want to go further, I challenge you to find what invalidates your beliefs and check this out .

Intellectual humility

Objectively reframing your thoughts to reduce the presence of mental errors can seem difficult. This is why it is essential to demonstrate intellectual humility and kindness towards yourself, but also towards your colleagues who are also inhabited by various biases to combat. This is how, together, we can work to maintain healthy professional relationships and inclusive and healthy companies.