In today’s diverse workplaces, ensuring that HR processes remain free from unconscious bias is essential for building a truly diverse and high-performing team. Research shows that well-managed, diverse teams perform better, exhibit greater commitment, and make smarter decisions (Harvard Business Review).
Unconscious bias training is a common solution for many organisations aiming to boost diversity. However, while this training is valuable, using it as the only solution has its limitations.
To understand the impact of unconscious bias, think of it as an invisible force that subtly influences decisions. A well-known example is seen in orchestras that switched to blind auditions, where musicians played behind a screen. This simple change led to more women being selected, showing that even well-meaning individuals can unknowingly hold biases.
Addressing unconscious bias in HR processes involves more than training. Organisations must take deliberate actions to reduce biases and foster an inclusive culture. Here are key steps organisations can take to tackle this issue effectively:
Clear Policies and Procedures: Develop and enforce comprehensive policies that are consistently applied throughout the organisation. Regular audits are essential to ensure these policies are being followed and to identify any areas where bias may be creeping in.
Standardised Interviews: Conduct structured interviews using a consistent set of questions that focus on the required skills and experiences for the role. This helps reduce personal biases that could impact evaluations.
Diverse Interview Panels: Include diverse panels in the recruitment process to ensure that a range of perspectives are considered, helping to balance out individual biases.
Ongoing Training and Education: While training is important, it should be part of a broader strategy. Continuous education helps employees recognise and actively address biases, making them part of the organisation’s culture.
Data-Driven Approach: Use data analytics to track progress and identify trends in recruitment and promotions. This allows organisations to monitor their diversity goals and take targeted actions where needed.
Creating a Safe Space to Speak Up: Encourage a culture where employees feel safe to raise concerns and challenge biases without fear of retaliation. Leaders should be trained to create an open environment where employees can express their views freely.
HR’s Role in Promoting Fairness: HR plays a crucial role in ensuring fair decision-making processes. While HR is not the decision-maker, it is responsible for ensuring that decisions are made with transparency and integrity. Diversity and inclusion should be a shared responsibility among leadership, managers, and employees.
Cultural change doesn’t happen overnight, but with strong leadership commitment, organisations can create an inclusive environment. It requires sustained efforts to empower employees and challenge non-inclusive behaviours. Only then can organisations truly ensure equal opportunities for all employees.
Roujin Ghamsari, a CIPD fellow and HR professional, is recognized as one of the ‘Most Influential HR Practitioners 2023.’ She collaborates with leadership to implement effective people strategies that drive organisational success.
