06 Nov 7 Different Types of Unconscious Bias in the Workplace

If you’re human you have biases. Unconscious biases are automatic judgments and assumptions we make about people based on stereotypes and our personal experiences. Often we are unaware of our own biases because to judge someone unfairly doesn’t align with our values. However, bias left unchecked can operate outside of our conscious awareness, influencing our actions and decisions in subtle but impactful ways. Even the belief that you are not biased is a type of bias! Having biases doesn’t make you a bad person but the belief you are free from bias can stop you from unlearning unhelpful beliefs that may live in your subconscious unchecked. Let’s dive into 7 types of unconscious bias that can affect our interactions and decision-making:

1. Affinity Bias

Ever met someone who has the same background as you, went to the same school or grew up in the same neighbourhood and immediately had things to talk about? Affinity bias occurs when we gravitate toward people who are similar to us in background, interests, or experiences. It’s natural to feel kinship with folks who share similarities but it becomes an issue if we discount or ignore others who have different backgrounds. Affinity bias can lead to workforces that are homogenous and can be perpetuated by recruiting only from our own networks which in turn may mean hiring people who are like current team members versus including other candidates who don’t share similar backgrounds.

2. Confirmation Bias

You’ve heard a rumor that Ali from another team is hard to work with. When you are placed with Ali on a project you go into that relationship with preconceived ideas and search out information or interpret behavior that confirms those beliefs. Confirmation bias leads us to seek out or give more weight to information that confirms our pre-existing beliefs or assumptions versus being open to new information.

3. Halo Effect

There is a common adage that first impressions are formed in just a few seconds. The halo effect occurs when we form an overall positive impression of someone based on one characteristic, which influences how we perceive everything else about them. If a hiring manager is interviewing a candidate for a position and is met with a charismatic and confident person that could change the overall impression of the candidate as being more appropriate for the role. This leaves others who may actually be more qualified for the job on the sidelines including those with different communication styles or neurodivergent folks as an example.

4. Horns Effect 

The opposite of the halo effect, the horns effect happens when one negative trait or behavior disproportionately influences our view of an individual. Using the same example as above, a hiring manager could meet a candidate who is quieter or has asked for accessibility accommodations and make negative assumptions about their ability to work or their “cultural fit.” In turn that could affect how we evaluate their overall performance or potential.

5. Attribution Bias

Imagine this; your colleague who happens to be in a bigger body, misses an important deadline at work and you have the thought “That’s because they are lazy.” In that moment you would be attributing their body size to the fact that they are lazy and therefore missed a deadline. This misses external circumstances (like an emergency or overburdened workload) and relies on stereotypes. 

6. Conformity Bias 

There is a famous study (Asch conformity experiments) where a group of people are asked which line is longer, A, B or C. Everyone in the room is in on the experiment, aside from the last person. One by one each participant declares line A is longer when it’s very apparent that B is the longer line. By the time the final person answers, questioning their judgment and not wanting to stand out, they too agree that line A is longer. This is conformity bias – and it can play out in the workplace during projects and in hiring committees for example. 

7. Appearance Bias

Don’t judge a book by its cover is great advice but in practice, many people struggle to not make assumptions about someone’s character by how they present themselves. The idea that tattoos, natural Black hair, or having a bigger body are unprofessional can be appearance bias (as well as classism, racism or anti-fat bias). An example in the workplace is assuming someone who dresses more casually is messy, lazy or unprofessional and therefore are less effective in their role.

Recognizing these biases is the first step in creating a more inclusive and equitable environment. By becoming aware of our automatic judgments, we can work to challenge and overcome them, fostering a workplace that values diverse perspectives and talents.

Being conscious of our unconscious biases can lead to more thoughtful decisions and a more inclusive organizational culture. Whether through training or personal reflection, understanding these biases is crucial to promoting equity in the workplace. 

Don’t forget: if you have a human brain you have bias! It’s your job to challenge them and unlearn them.

If you haven’t yet had the opportunity, make sure to order a copy of Elmer Dixon’s powerful memoir DIE STANDING: From Black Panther Revolutionary to Global Diversity Consultant and check out what others have been saying about Elmer and his story. 

Check out these other opportunities to see what folks are saying about Elmer and his continued work. 

• See Elmer speak at Stories from the Revolutions’ Front Lines at his keynote at TEDxUTulsa
• Listen to Elmer talk on NPR’s The Jefferson Exchange
• Read about Elmer’s story in a piece featured in The Seattle Times
• Listen to Elmer on The Medium