Unintentional or 'unconscious bias' in the workplace is getting more attention, but acknowledgement is only the beginning. Control Engineering's editor Mark Hoske recently penned a piece recapping National Instrument's Women's Leadership Forum Panel and among many valuable nuggets, he hits hard on unintentional bias. "Dipti Vachani, Vice President and General Manager, Internet of Things Group, Intel Corp., says,
"Negative comments to women in the workplace, though sometimes unintentional, build up over time, the bulletproof vest gets too heavy, and women may leave the STEM workforce."
It brought up the question to me: is unintentional bias more important to call out than intentional bias? And does it deserve a different tact? Demonstrating intentional bias is a willful mistake. It doesn't try to hide. Intentional bias stands in front of each of us, challenging us to confront it.
Unintentional bias can be more dangerous because it festers quietly in the background, masked by innocence and hidden behind small phrases and decisions. I'm sure I've been guilty of it and even more guilty of not mentioning it. In its innocence, it's easier to ignore or dismiss as naivete. Innocence shouldn't drive inaction.
Intentional bias invites a challenge. Unintentional bias invites a conversation. Through questions and dialogue, we can have discussions that remove bias and create a fair, efficient, and encouraging workplace for us all. Awareness can be one piece of the antidote. In fact, Harvard professor Francesca Gino says in a recent Harvard Business Review article on Reducing unintentional bias in hiring,"Awareness training is the first step to unraveling unconscious bias because it allows employees to recognize that everyone possesses them and to identify their own."
For awareness to occur, it does require confrontation and conversation and our first step is confronting ourselves when we do or don’t call out unintentional bias. Have you had any “ah-ha” moments with your own biases? What techniques have you used to handle (un)intentional bias?
Please share your examples of how confrontation and conversation promoted change. Note: we recommend not using specific names (individuals or companies).