When it comes to creating an environment that is inclusive for people from all backgrounds, many professionals are aware that they must be mindful of their language and behavior to avoid offending others.
Subtle biases can still exist in ostensibly inclusive workspaces despite best efforts. These biases may manifest in ways that are less obvious than overt discrimination, but they can have just as negative an impact on employees who are targeted by them. Understanding how these biases persist can help professionals identify them and work towards eliminating them.
One way that subtle biases can persist in ostensible inclusive professional spaces is through microaggressions. Microaggressions are brief and commonplace verbal, nonverbal, or environmental insults, which occur frequently in day-to-day interactions and often communicate hostile or derogatory messages based on someone's identity.
If a manager makes a joke about a woman's appearance or dismisses an employee's ideas because of their race, they may be engaging in microaggressions without realizing it. These actions contribute to a culture where some individuals feel unwelcome or uncomfortable.
Another way that subtle biases can persist is through implicit bias. Implicit bias refers to attitudes or stereotypes that exist outside of one's conscious awareness and can influence decision-making processes without being consciously recognized. This means that even well-intentioned individuals may make decisions or form judgments based on subconscious prejudices rather than objective criteria.
A hiring manager might believe they're choosing the most qualified candidate for a job opening, when in reality, they've been influenced by their implicit bias against certain groups of people.
Subtle biases can also perpetuate themselves through systemic barriers. Systemic barriers are policies, practices, or structures that disadvantage certain groups and maintain existing power dynamics. In a professional setting, these could include policies such as dress codes or office layouts that favor one group over another or promotion processes that prioritize traditional gender roles. Even when organizations try to create inclusive environments, systemic barriers can prevent them from fully addressing all forms of discrimination.
Subtle biases can persist in ostensible inclusive workplaces by creating a culture of exclusivity. When some employees are consistently excluded from social events or decision-making processes, this creates a sense of belongingness among those who are included. It's crucial for professionals to be intentional about making sure everyone feels welcomed and valued in order to truly create an inclusive environment.
By understanding how subtle biases persist, professionals can take steps to identify and eliminate them. This includes educating oneself on topics related to diversity and inclusion, being aware of personal biases, and actively seeking out diverse perspectives and opinions.
Managers should strive to create an environment where everyone is comfortable speaking up if they feel targeted by microaggressions or other forms of discrimination. With effort, it's possible to make progress towards true inclusivity in the workplace.
How do subtle biases persist in ostensibly inclusive professional spaces?
Subtle biases tend to persist in ostensibly inclusive professional spaces due to several factors. One reason is that unconscious or implicit biases are difficult to identify and address as they often operate at an unconscious level. These biases may be based on race, gender, age, appearance, accent, social class, or other characteristics that individuals possess.