Implicit Bias And Its Negative Effects In Leadership
When implicit bias goes unchecked, it can manifest itself in a variety of ways that are destructive for a healthy organizational environment. Implicit bias causes decisions to be made based on class, race, religious beliefs, gender, sexual orientation, age, and ability instead of job qualifications and proven work achievement.  

For example, a man may be given a larger project bonus than his colleague who is a woman, despite the same project results. Or a Black job applicant who is the best person for the job may lose out to a White job applicant of lesser qualifications.

As a leader in an organization where implicit bias goes unaddressed, your teams, projects, and bottom line may all suffer as you make decisions that are not in the best interest of everyone involved. However, when implicit bias is properly identified and mitigated, the best teams can be formed, the most effective solutions can be implemented, and everyone benefits from an equitable workplace environment.

5 Ways To Identify And Mitigate Your Implicit Bias

The good news is that implicit (or unconscious) biases are a normal part of human psychology, but their effects within the workplace can be avoided. With intentionality and effort, implicit biases can be identified and mitigated to shape a fully inclusive leader. Here are five ways that we suggest to begin the process:

Identify blindspots. This begins with building a strong self awareness. What makes you a good leader? What unique skills do you bring to your team? What skills do you need to work on? Are there areas where you become defensive if your ideas or work are questioned? 

These are just a few questions that you should ask yourself during an ongoing practice of introspection. Identifying your strengths, alongside your blindspots, will allow you to genuinely lead with authenticity.

Enroll in a coaching program. It’s intimidating to take a hard look at our implicit biases, which is why it is of critical importance to be in a safe environment during this process; free of judgment where you can freely reflect and grow. Working one-on-one with a coach is one of the best ways to identify and overcome long standing behaviors and patterns that may be getting in the way of your inclusive leadership.

Practice bias mindfulness. Take the time before team evaluations and decisions to hold yourself accountable to all sides and perspectives before proceeding. Ask yourself if you are going into a situation with preconceived ideas or notions that are not fair to others. Come up with a list of questions that can help you properly position yourself to see any bias that may be hiding from your current view.

Practice “perspective-taking”. This is a specific mindfulness practice that encourages you to “take the perspective” of someone else. This is particularly helpful in feedback and disciplinary action situations, as taking the perspective of those who are being questioned allows your interaction with them to be more constructive instead of destructive, and reduces any bias you may have towards that person ahead of time. 

Build an accountability culture. This can be done by developing skills for constructive dialogue among your team that builds understanding with one another. Because implicit biases are invisible to us individually, it is important to create a culture where individuals can show up without fear to question behaviors that may be coming from automatic societal behavioral patterns and thoughts.

Constructive dialogue within an accountability culture can be built by using the following techniques:

• Politely ask the speaker to elaborate. This will give you more information about where they are coming from, and may also help the speaker to become aware of what they are saying. “Say more about that,” “can you elaborate on your point?,” and “it sounds like you have a strong opinion about this. Tell me why.” are a few examples of how to encourage constructive dialogue.
• Paraphrase and reflect. Paraphrasing demonstrates understanding and reduces defensiveness of both you and the speaker. Restate briefly in your own words, rather than simply parroting the speaker. Reflect both the content and feeling of what was said whenever possible. For example, “so, it sounds like you think…,” and “you’re saying…You believe…” are two examples of how to navigate this.
  
  

Strengthen Your Inclusive Leadership Skills With The Inclusive Leader Intensive

Beyond Inclusion Group offers a unique one-on-one coaching program for leaders who want to accelerate their growth in the area of diversity, equity and inclusion. During The Inclusive Leader Intensive, you can expect 5 months of increasing your capacity to build a fully inclusive culture, growing your ability to notice and dismantle systemic inequities, leading DEI initiatives with empathy and inclusivity.

Learn more and enroll in The Inclusive Leadership Intensive today!

“When I embarked on my coaching journey with Maria, my primary objective was to acquire a comprehensive set of skills that would empower me to effectively lead and navigate discussions on diversity, equity, and inclusion (DEI) within our committee, staff, and broader community. What truly stood out about the Inclusive Leader Coaching Intensive was its emphasis on fostering introspection and contemplation during each session, resulting in remarkably fruitful outcomes. Thanks to this program, I have significantly honed my ability to recognize and appreciate differences, while also creating a safe space for individuals to freely express themselves without fear of judgment. The ultimate triumph for me was witnessing a substantial growth in my IDI score, underscoring the remarkable progress I have made in this transformative journey.”

Greg Carpenter 
The Ellie Caulkins General & Artistic Director
Opera Colorado