A work colleague seems biased against other employees? here's what to do
If you ask most people whether they are prejudice against anyone or group of people, most people will deny it. But sometimes, holding a biased or stereotypical view of someone is a perception we may not even be aware of. Unconscious bias as this is known doesn’t necessarily align with a person’s values and can be as subtle as paying more attention to what a man has to say in a conversation, than a woman.
Jenny Garrett, OBE is a leadership development consultant, specialising in executive coaching. To raise awareness, Garrett says in any given situation, she tries imagining herself standing in someone else’s shoes – someone very different to her - and then empathise with their feelings.
The Implicit Association Test, developed in 1998, is a questionnaire that anyone can take, that aims to reveal unconscious biases, such as towards a particular gender, ethnicity or disability. Garrett says it’s a useful place to start.
But once a person is aware of unconscious bias either in themselves or others, how should they proceed?
We are all responsible for unconscious bias wherever we sit in an organisation, says Garrett.
“Call it out when you see it in and don’t ignore it but do it respectfully. Go in with some empathy and show that you are human too and we all make mistakes. Talk about it without blame and without judgment. If we feel judged, then we also feel shame and then we tend to close down and become defensive,” says Garrett.
If someone becomes aware that they are applying double standards, then Garrett suggests cultivating people who will challenge your unconscious biases and give you a different perspective. Being humble enough to show that we can all do things better is an excellent quality in leadership and brings respect.
Watch our full interview here.
