Throughout this series I have been exploring unconscious bias. In the first blog post, I introduced you to unconscious bias. We then looked at the impact of unconscious bias in the workplace. This time, we'll explore how unconscious bias plays out in the hiring process.
Despite an increasingly diverse labour market, women, racialized people (visible minorities), Aboriginal people, and persons with disabilities continue to experience higher rates of unemployment and under-employment, even with equivalent levels of education. The outcomes for these groups provide evidence of the systemic and interpersonal discrimination they continue to experience in the labour market.
While it is important for organizations to review their hiring process to ensure that it focuses on assessing the candidate's skills and abilities, it is also important that those on the hiring panel understand the impact of their biases on the process and the hiring decision.
In this post, I'll review the 13 types of unconscious biases that impact the process and hiring decisions. These biases are summarized here and discussed below:
In my last blog post, I introduced you to unconscious bias. This time let's take a closer look at its impact in the workplace.
As I discussed in the last post, we all have biases. And these biases can't be parked at the door when we come to work. They impact our interactions with clients as well as co-workers, subordinates, and leaders. As a result, unconscious biases impact the success of individuals throughout their careers. For equity-seeking groups (i.e., women, racialized and Aboriginal employees, persons with disabilities, newcomers, LGBTQ) the result is lower pay, higher rates of under-employment and higher unemployment even when they have the same levels of education.
Over the past decade, research into unconscious bias has impacted our understanding of workplace equity, diversity and inclusion programs. This research has helped us understand the extent to which unconscious biases permeate society and contribute to the challenges organizations face in achieving workplace equity, diversity and inclusion. Unconscious biases also impact the design and delivery of appropriate services to a diverse population that supports equitable outcomes for all service users.
The research shows that in order to create more inclusive organizations, while it is important to change structures (e.g., policies, practices), it is also important for employees to reflect on their own biases and how they impact interactions with colleagues and clients.