Managers Are the Front-line Defense against Unconscious Bias In the Office

In business today, there are countless examples of how creating a diverse and inclusive work environment benefits the company and the employees. Diverse work teams generally deliver better solutions and critical analysis to work and production issues because of the different outlooks and beliefs each member brings to the team. Unfortunately, many companies struggle to create diverse or inclusive teams due to one primary reason: unconscious bias.

There are numerous types of biases that might exist in the workplace, and many can cloud your judgment. Biases, if left uncontrolled, can lead to a lawsuit being filed against you.

So, as the manager, it’s up to you to be on constant watch for workplace bias and to stop it. It takes commitment and understanding, the willingness to identify and confront your biases (we ALL have them), and the desire to create a happier, healthier and more productive work environment that embraces diversity and inclusion.

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Want more in-depth tips and techniques on keeping biases from making your team, department, or company more inclusive, happier, and productive? Join us in September for our latest diversity and inclusion training event, Tackling Bias in the Workplace: A Manager’s Guide, a 3-hour game-changing session you can’t afford to miss!

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Here are five ways you can overcome bias and other barriers to an inclusive workplace: 

1. Identification

It’s best to recognize that people have differences, be they physical, generational, cultural, or even personality. Don’t pretend that barriers don’t exist between you and your co-workers. Instead, celebrate the differences amongst yourselves and encourage people to let their individualities show.

It’s recommended that you don’t ask about their heritage or where they’re from out of the blue. Despite your good intentions and your genuine curiosity, they might feel singled out and that their individual identity is being reduced. If you notice something representative of their culture on their desk, or if they mention a unique cultural holiday that’s coming up, then it’s ok to be inquisitive and ask for more details.

2. Start with you first

Bias is an issue that you will have to mediate at the office, and it starts with you managing your own biases. As your team leader, employees will model your behaviors and actions. For example, look at your behavior in job interviews. When an applicant of a different ethnicity or nationality comes in, are there different questions you ask because of subconscious biases? Understanding and emotional intelligence are the keys to developing a safe, fair workplace for a diverse group of employees.

3. Impartiality

This is where many well-intentioned supervisors mess up. Acting fairly and acting equally are different; only one enables you to deal with diversity in your workplace successfully. Don’t fool yourself by thinking you’re being fair by treating everyone the same. You’re not.

Instead, treat them fairly to their circumstances and beliefs, and respect their differences. For example, don’t schedule a mandatory meeting that falls on a religious holiday. That shows insensitivity and may create resentment if you force someone to choose between the two.

4. Assess your employees

You should already conduct employee reviews and assessments as a manager or business owner. When preparing these reviews, you must examine your employees’ attitudes, particularly how they work with others. If you notice that an employee only delegates tasks to people of a certain race, or if an employee discounts the ideas of people below or above a certain age, it is your responsibility to address the issue. Identify issues among your employees and bring them up when assessing their performance.

5. Encourage interaction

When you find diversity-related issues in the workplace, discuss them with your employees in an individual, non-confrontational manner. Encourage employees to work with others of diverse backgrounds or generations and expand their understanding of each other. You can also:

• Use inclusive language
• Ask everyone for their input on company strategy and creating a safe work environment
• Create opportunities for group interaction, such as a catered or “potluck” lunch

Initiating these interactions encourages your employees to learn more about each other’s communication styles, talents, and goals. 

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