8 Tips to Eliminate Unconscious Biases from Decision-Making

It is hard to acknowledge the presence of bias in our decision making and more challenging to eliminate it. However, your business needs to make decisions based on merit. The process that suffers the most from bias is the recruitment of diverse talent in the organisation.

The selection process needs some changes to ensure the organisation has a workforce with the best talent. Diversity is required to get input from different perspectives and find some creative ideas for a problem. Your unconscious bias may cloud the judgement to hire only a specific type of profiles.

Here are some tips to avoid this unconscious bias as the leader promotes a healthy and diverse culture in the organisation.

Accept the Biases

As mentioned above, it is difficult to find and accept the biases in your approach. Many people make a decision based on some unconscious bias that may create troubles with the subordinates. There are more types of preferences than you may have encountered in your lifetime.

These include gender, halo effect, specific names, similarities, confirmation, and physical characters. Therefore, you need to spend some time with an open mind to find and accept your decision-making biases. The result may come as a surprise since the majority of these biases are unconscious.

Use Best Practices in Hiring

The hiring process includes different stages, from accepting the application to training. These processes will have various challenges for the applicants to display their skill set for the job. HR and management are responsible for finding the right person for the job based on their performance.

Some of these rounds may have data enough to find the top-performers without many troubles. However, you may have to use your judgement over the data at times for the soft skills. Therefore, improve the hiring process to find the right candidate with balanced soft and technical skills in the absence of biases.

Invest in Technology

Technologies aren’t biased like humans, only if the developers are bias-free in the approach. Therefore, it is better to let the technology make decisions to promote diversity in the workspace. Then, you can implement them to evaluate the performances and allocate tasks to the team members.

Moreover, these technologies can streamline the hiring process to find applicants with more efficiency and better quality. Startups and small businesses may find it unreasonable to spend a significant amount on these tech tools. Nevertheless, these are long-term investments to increase productivity.

You can take financial help from financial institutions to get increase the efficiency of different processes. In addition, private lenders offer unsecured business loans for startups and small businesses through their online process.

Introduce Diversity in Decision-Making

You should start with a diverse team of decision-makers to promote a culture of diversity. It will help the organisation bring policies and norms that will not hurt opportunities based on biases. Moreover, the decisions will get better because of opinion from different perspectives.

People in power will have the nerves to call others for their biased decisions. Therefore, the unconscious mistakes with the decision making will reduce. It will also improve the hiring process since the management will find the pros and cons of each application from different mindsets.

Educate Team Members

The team members need education about favouritism and bias decisions in the workspace for obvious reasons. They will not treat their colleagues because of some unconscious biases. Moreover, it will help them professionally raise voice if they are losing opportunity because of favouritism.

The managers can host a meeting to educate the employees about the biases and diversity in the workspace. Many businesses invite professionals to conduct these training sessions to improve their company culture. In addition, you can apply for Installment loans with bad credit to invest in employee training and skill development.

Focus on Open Communication

Open communication will help the decision making of the management to find the unnoticed flaws. For example, unconscious bias is one of those unnoticed flaws often fostered because of a communication gap. Therefore, promote an open communication culture in the workspace to let the employees share their problems with the decisions.

Open communication is not limited to connectivity on some communication channel or an open door of the office. It will require constant feedbacks from the employees for their experience. Also, you must keep the feedback confidential and make changes based on them.

  1. Promote Inclusive Environment

An inclusive culture will ensure the employees are accepted regardless of their profile and background. No one will create a presumption for biases in the organisation. The abovementioned suggestions will help you create an inclusive environment, especially the diverse management and open communication.

You should promote the authentic selves of the employees to let them understand the importance of diversity. It is more than allowing each employee to put forward their opinion and recognition of their input. You should support them in different aspect of their professional career.

Many managers miss the importance of recognition in a bias-free environment. You should appreciate the employees for their smallest of achievements. Moreover, try to induce these values in the company culture to create an inclusive environment.

Hold Accountable

Once the biases are out in the open, you should lead with an example and accept the mistakes. People will follow your approach towards accountability for biases in their decisions. You should keep track of the bias decisions in the organisations.

It is hard to punish someone for unconscious biases in a professional environment. However, you must ask for explanations if their actions are directed towards favouritism. They must hold accountable and face some consequences based on the impact of their decisions.

Conclusion

To sum up, it will require a few hours of analysing and strategizing to find the unconscious biases in your organisation. The employees will provide a better picture to the stakeholders than the management. Therefore, use every available resource to reduce or eliminate the biases from the company culture.

 

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