How Unconscious Bias Impacts Employee Engagement and Retention

We’ve all heard of ‘unconscious bias,’ but it’s easy to think it’s something that affects others, not us. The reality is that unconscious bias influences everyone to some degree. It’s a hidden flaw that affects our thinking without us even realising it, regardless of our role or position at work.

For business leaders, recognising and addressing unconscious bias is crucial to prevent it from influencing workplace behaviour and decisions. Left unchecked, it can undermine an inclusive company culture, compromise integrity, inhibit workforce diversity, and hinder career progression.

Understanding Unconscious Bias

Imperial College London defines unconscious (or implicit) bias as “associations we hold outside our conscious awareness and control,” triggered by our brain’s automatic judgements and assessments. These associations are influenced by personal experiences, background, and cultural context. Unconscious bias isn’t limited to gender or ethnicity; it can be triggered by factors like height, names, or even sports preferences.

Types of Unconscious Bias

Unconscious biases manifest in various ways in the workplace:

• Affinity Bias: The tendency to favour people with similar backgrounds, interests, and beliefs.
• Confirmation Bias: Seeking evidence to confirm our preconceptions about someone, whether positive or negative.
• Cultural Bias: Judging others based on the standards of our own culture.
• Gender Bias: Stereotyping based on gender, such as labelling ambitious women as ‘bossy’ while calling men ‘focused.’

The Importance of Addressing Unconscious Bias

Unconscious bias affects how we perceive and interact with others, which can harm diversity, equity, and inclusion (DE&I) efforts and overall business success. It can influence key business decisions and create inequality in recruitment, performance management, and career progression.

Here’s how unconscious bias can impact your business:

• Biased Hiring Practices: If we only hire people we like or believe fit a certain mould, our organisation becomes homogeneous, missing out on diverse talent. Using gendered language in job descriptions or advertising exclusively on certain platforms can also exclude groups.
• Clouded Judgement in Performance Management: Bias can affect how managers conduct performance reviews, potentially leading to unfair ratings and impacting pay or disciplinary actions. This can result in overlooked employees becoming flight risks or filing employment tribunal claims.
• Misguided Promotions: Promotion decisions based on biased perceptions rather than merit can lead to promoting the wrong people and overlooking deserving talent.
• Repelling Top Talent: Attracting top talent requires a diverse and inclusive environment. Without it, you risk driving away potential leaders and innovative thinkers.
• Lower Engagement: Unconscious bias can lead to increased turnover and decreased retention. Employees who feel unfairly treated, undervalued, or excluded are more likely to disengage and eventually leave.

Moving Beyond Unconscious Bias

Eradicating unconscious bias is an ongoing process. By acknowledging and actively working to overcome our biases, we can become better leaders. HR leaders and business owners have a responsibility to foster a culture where everyone feels included, treated fairly, and valued for who they are.

By addressing unconscious bias, you enhance employee engagement, improve retention rates, and create a more dynamic and innovative workplace. This commitment to fairness and inclusivity not only benefits your employees but also strengthens your business.