As companies strive to implement inclusive hiring practices, they may believe that this will solve all diversity issues within their organizations.
Subtle forms of workplace bias can still permeate even in environments where there are no explicit biases towards certain groups. This is because these types of prejudices tend to be more difficult to identify and eliminate than blatant discrimination. Subtle forms of bias include microaggressions, unconscious biases, and stereotypes. Microaggressions are everyday verbal or nonverbal interactions that communicate insulting or demeaning messages, such as assuming someone's intelligence based on their appearance or asking them where they "really" come from. Unconscious biases are automatic associations made about people based on their identity, which can lead to favoritism or discrimination without conscious intent. Stereotypes are generalizations about specific groups based on limited experiences or beliefs.
One way subtle bias persists despite inclusion policies is through implicit association tests. These tests measure an individual's attitudes and beliefs toward different social categories, often revealing hidden preferences for one group over another.
A test may ask participants to quickly associate certain traits with certain groups, such as "doctors" and "women," implicitly suggesting that women cannot be doctors or scientists. Despite efforts to mitigate implicit bias, it remains ingrained in our culture and can influence decision-making.
Another way subtle bias persists is through the homophily principle. This refers to the tendency for individuals to seek out similar others, whether by choice or circumstance. In the workplace, this can create silos within teams and departments, leading to homogenous hiring practices and promotion decisions. Companies should strive for diversity among not only race and gender but also background, education, and skillset. Inclusive recruitment strategies, such as blind resumes, can help address these issues.
Subtle bias can also persist due to lack of accountability mechanisms. Companies may not have formal processes in place to report and address instances of microaggressions or unconscious bias, leaving employees feeling unsafe and unheard.
Companies may not hold managers and leaders accountable for their actions when they perpetuate biases. This creates a culture where discrimination is tolerated and goes unchecked.
To combat these forms of bias, companies must prioritize inclusivity at all levels of the organization. This includes creating clear policies against harassment and discrimination, providing training on identifying and addressing prejudice, and offering support services for those who experience bias. It also means holding managers and executives accountable for promoting an equitable environment. By acknowledging and addressing these more nuanced forms of bias, we can move closer to truly inclusive workplaces.
How do subtle forms of workplace bias persist despite explicit inclusion policies?
Research shows that despite organizations implementing explicit inclusion policies, subtle biases still persist in the workplace due to various reasons. One possible reason is the persistence of unconscious stereotypes and prejudices held by individuals, which can influence their interactions with others and affect decision making processes. Additionally, implicit attitudes and beliefs can also contribute to subtle biases, as they are often deeply ingrained and may be difficult to change.