{"id":2241,"date":"2022-03-17T11:00:00","date_gmt":"2022-03-17T11:00:00","guid":{"rendered":"https:\/\/bizedgeapp.com\/blog\/?p=2241"},"modified":"2023-10-18T14:09:16","modified_gmt":"2023-10-18T14:09:16","slug":"breaking-bias-at-the-workplace","status":"publish","type":"post","link":"https:\/\/bizedgeapp.com\/blog\/breaking-bias-at-the-workplace","title":{"rendered":"Breaking bias at the workplace"},"content":{"rendered":"\n

Two days ago, we celebrated International Women\u2019s Day, themed \u201cbreaking bias\u201d. Many people and businesses took to their social media platforms to support the breaking of biases against women. In the spirit of breaking the bias, which shouldn\u2019t just be a one-day affair, here are a few biases to break at the workplace.<\/p>\n\n\n\n

2 biases at the workplace that need to be broken<\/h2>\n\n\n\n

Stereotype<\/h3>\n\n\n\n

While we have been trained to accept feedback at work, how about when the feedback is personal? Like asking, can\u2019t you wear original human hair? You shouldn’t look this way because you’re married. How about those times when you know some comments won\u2019t be thrown at you if you\u2019re not in that workspace or in that work-related issue at the moment. Jane, a colleague\u2019s choice of cloth colour does not affect how they work.<\/p>\n\n\n\n

In-Group\/Out-Group biases<\/h3>\n\n\n\n

Either at work or at home, you and your employees are still human and as humans, we are drawn to what is familiar to us. In-group bias is \u200cfavouring someone who is like you and excluding those who aren\u2019t in your natural or immediate group. Although at times unconscious, it can have a significant impact on the workplace.<\/p>\n\n\n\n

Ways to mitigate bias and increase fair treatment in the workplace<\/h2>\n\n\n\n

1. A flexible policy at the office will do much good.<\/p>\n\n\n\n

2. While it is understandable that biases can be unconscious, it is important for us to understand when we are relying on our impulses driven by unconscious bias, and to challenge them\u2014so that in the end we make more informed and rational decisions, and do not unintentionally exclude anyone.<\/p>\n\n\n\n

3. Another way to mitigate bias is by reaching out and connecting to those who don\u2019t seem immediately like us. And often, you\u2019ll find that there are in fact many similarities.<\/p>\n\n\n\n

4. Objective hiring criteria is also important to help eliminate bias and promote equality in the hiring process.<\/p>\n\n\n\n

Conclusion<\/strong>:
Biases at the workplace unconsciously affect your very move at inclusion. As we break biases continually, it is good to know that biases aren\u2019t just against women, they also exist against men, people of a different race and belief, etc. The Corporate Leavers Survey, a national study conducted by the Level Playing Field Institute, shows that \u201ceach year over 2 million professionals and managers voluntarily leave their jobs solely because of unfairness\u201d. We can avoid these, check this article on inclusion at the workplace<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

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