Unconscious Bias Limits Objectivity in Decisions-making

As a speaker on diversity, equity, inclusion, and belonging (DEIB), I often talk about the importance of objectivity in decision making, especially when it comes to people decisions within organisations. However, unconscious bias can often impact the objectivity of these decisions, leading to unequal treatment or opportunities for certain groups of people.

Unconscious bias refers to the biases and prejudices that we hold on a subconscious level, which can influence our thoughts, feelings, and actions in an automatic and unintentional way. These biases are often shaped by our upbringing, culture, and personal experiences, and they can be difficult to recognize or acknowledge.

In the workplace, unconscious bias can impact the objectivity of people decisions in a number of ways. For example, it can influence who we hire and promote, as we may be more likely to select candidates who are similar to ourselves or who fit a certain stereotype. This can lead to a lack of diversity and inclusion in the workforce. Unconscious bias can also affect how we evaluate the performance of our employees, as we may be more likely to overlook the accomplishments of certain groups or to attribute their success to external factors rather than their own abilities.

Overall, unconscious bias can have a major impact on the objectivity of people decisions within organisations, leading to unequal treatment and opportunities for certain groups. By acknowledging and addressing unconscious bias, organisations can create a more positive and inclusive work culture that benefits everyone.