When we use a computer or smartphone, what we see’s only a tiny part of what’s going on.
When we use a computer or smartphone, what we see’s only a tiny part of what’s going on.

In the background there are thousands of bits of information being processed, and.
In the background there are thousands of bits of information being processed, and.

our brains work in a similar way.
our brains work in a similar way.

What we process consciously is only a very small part of the information we receive.
What we process consciously is only a very small part of the information we receive.

Much of the rest, about 11,000,000 pieces of information a second, is handled by our
Much of the rest, about 11,000,000 pieces of information a second, is handled by our

unconscious mind, without us even realising it’s happening.
unconscious mind, without us even realising it’s happening.

One reason the unconscious mind can process so much information so quickly is because
One reason the unconscious mind can process so much information so quickly is because

it uses things like patterns to make shortcuts.
it uses things like patterns to make shortcuts.

So if something looks like it fits in, or pattern matches, then the unconscious mind
So if something looks like it fits in, or pattern matches, then the unconscious mind

can group, categorise and process the information together.
can group, categorise and process the information together.

We learn these patterns and shortcuts from our own past experiences, from others’ experiences
We learn these patterns and shortcuts from our own past experiences, from others’ experiences

through stories, from social and cultural norms and the way things are represented in the media.
through stories, from social and cultural norms and the way things are represented in the media.

When related to people, they’re often based on the way a person appears - their age, the
When related to people, they’re often based on the way a person appears - their age, the

way they dress, their gender or race, or things like their accent and the way they speak,
way they dress, their gender or race, or things like their accent and the way they speak,

and just like in the movies, people are sometimes typecast, or stereotyped, according to the
and just like in the movies, people are sometimes typecast, or stereotyped, according to the

way they look and sound.
way they look and sound.

These unconscious influences, however, can lead to poor, or biased decision making.
These unconscious influences, however, can lead to poor, or biased decision making.

And here’s an example.
And here’s an example.

A study asked staff in science faculties to review and rate a job application.
A study asked staff in science faculties to review and rate a job application.

Some of the staff received the application with a female first name, and some with a male first name -
Some of the staff received the application with a female first name, and some with a male first name -

but apart from that, the applications were identical.
but apart from that, the applications were identical.

This is what they found. The male candidate was rated as better qualified, more likely
This is what they found. The male candidate was rated as better qualified, more likely

to be hired, be offered a higher starting salary and be given better development opportunities.
to be hired, be offered a higher starting salary and be given better development opportunities.

The assessments were carried out by both men and women and the bias was independent of
The assessments were carried out by both men and women and the bias was independent of

their gender, scientific discipline and age, which led the researchers to the conclusion
their gender, scientific discipline and age, which led the researchers to the conclusion

that ‘the bias was unintentional and generated from widespread cultural stereotypes rather
that ‘the bias was unintentional and generated from widespread cultural stereotypes rather

than a conscious intention to harm women’.
than a conscious intention to harm women’.

In the workplace, unconscious biases can occur in everyday activities such as who keeps the
In the workplace, unconscious biases can occur in everyday activities such as who keeps the

notes in meetings, but they’re also seen in recruitment and selection, performance
notes in meetings, but they’re also seen in recruitment and selection, performance

reviews, who gets promoted, who’s assigned to which tasks, and who’s offered training,
reviews, who gets promoted, who’s assigned to which tasks, and who’s offered training,

or mentoring opportunities.
or mentoring opportunities.

These biases are often very small and only show after multiple decisions are made over
These biases are often very small and only show after multiple decisions are made over

a period of time.
a period of time.

A computer simulation can show how this works as you can isolate and show the impact of
A computer simulation can show how this works as you can isolate and show the impact of

a small bias, without there being any other variables.
a small bias, without there being any other variables.

In a simulation which was designed to show this, a company had eight levels from entry
In a simulation which was designed to show this, a company had eight levels from entry

to senior management. At the entry level there were 500 employees and at the top there were 10.
to senior management. At the entry level there were 500 employees and at the top there were 10.

The employees were divided into two groups, A and B, and all levels had an equal number
The employees were divided into two groups, A and B, and all levels had an equal number

of As and Bs.
of As and Bs.

In each cycle of the simulation 15% of the staff from each level left the organisation,
In each cycle of the simulation 15% of the staff from each level left the organisation,

and they were replaced by the top performers from the level immediately below.
and they were replaced by the top performers from the level immediately below.

The top performers were decided by a performance review score which was a randomly generated
The top performers were decided by a performance review score which was a randomly generated

number from 1 to 101 for group A, and from 1 to 100 for group B.
number from 1 to 101 for group A, and from 1 to 100 for group B.

So group A had a 1% advantage.
So group A had a 1% advantage.

The simulation was run until all the original employees had left and been replaced. It showed
The simulation was run until all the original employees had left and been replaced. It showed

that over time, and with only a very small amount of bias, that there was a significant difference
that over time, and with only a very small amount of bias, that there was a significant difference

between the two groups, particularly at the top of the organisation.
between the two groups, particularly at the top of the organisation.

So what can be done to remove or diminish these biases from the decision making process?
So what can be done to remove or diminish these biases from the decision making process?

Here are some examples of what organisations are doing.
Here are some examples of what organisations are doing.

Certain words tend to be associated with different genders.
Certain words tend to be associated with different genders.

Look at these two phrases:
Look at these two phrases:

Your job is to develop a killer app, Work with vendors to nurture existing partnerships
Your job is to develop a killer app, Work with vendors to nurture existing partnerships

In these examples, ‘killer’ is seen as male coded and ‘nurture’ as female coded.
In these examples, ‘killer’ is seen as male coded and ‘nurture’ as female coded.

In other words, the suggestion is that there’s a subtle message as to which gender employee
In other words, the suggestion is that there’s a subtle message as to which gender employee

the employer is looking for.
the employer is looking for.

You can check for gender coding online to make sure that language, especially in things
You can check for gender coding online to make sure that language, especially in things

like job advertisements, avoids any of these subtlety biased messages.
like job advertisements, avoids any of these subtlety biased messages.

Another thing that many organisations are doing is using standardised application forms
Another thing that many organisations are doing is using standardised application forms

instead of CVs.
instead of CVs.

They can then separate information such as the applicant’s name and address, which
They can then separate information such as the applicant’s name and address, which

as we’ve seen could lead to biases, so that the people assessing the application don’t
as we’ve seen could lead to biases, so that the people assessing the application don’t

see them.
see them.

It’s a bit like the idea of blind auditions for singers and musicians – candidates are
It’s a bit like the idea of blind auditions for singers and musicians – candidates are

selected because of the qualities they demonstrate and nothing else.
selected because of the qualities they demonstrate and nothing else.

In the workplace these qualities are set out in the job description and these are then
In the workplace these qualities are set out in the job description and these are then

matched with the applicant’s abilities both when assessing the application form, and during
matched with the applicant’s abilities both when assessing the application form, and during

any interview.
any interview.

Matching criteria is also used for things like promotions and training opportunities
Matching criteria is also used for things like promotions and training opportunities

to help the person making the selection be as objective as possible.
to help the person making the selection be as objective as possible.

When someone’s in a hurry or under pressure, they can often lean more heavily on their
When someone’s in a hurry or under pressure, they can often lean more heavily on their

unconscious mind for shortcuts to help them make decisions quickly.
unconscious mind for shortcuts to help them make decisions quickly.

To counteract this, slowing down to avoid making hasty decisions can lead to more considered,
To counteract this, slowing down to avoid making hasty decisions can lead to more considered,

and potentially less biased, decision making.
and potentially less biased, decision making.

Taking time to reflect, or making sure you can justify your decision, doesn’t mean
Taking time to reflect, or making sure you can justify your decision, doesn’t mean

that your original idea or thought was wrong. It’s more a case of suspending judgement
that your original idea or thought was wrong. It’s more a case of suspending judgement

until you’re able to make a more fully informed decision.
until you’re able to make a more fully informed decision.

One of the real difficulties with unconscious, or implicit biases, is of course that we’re
One of the real difficulties with unconscious, or implicit biases, is of course that we’re

not aware that we have them. It’s almost as though they’re invisible. Others, however,
not aware that we have them. It’s almost as though they’re invisible. Others, however,

might be able to see situations in a different light and make the invisible – visible.
might be able to see situations in a different light and make the invisible – visible.

Creating an environment where it is OK to call out when you think something might be
Creating an environment where it is OK to call out when you think something might be

biased, or asking someone to give their reasons for a decision, isn’t necessarily easy,
biased, or asking someone to give their reasons for a decision, isn’t necessarily easy,

but it can be one of the most effective ways of learning about and reducing bias.
but it can be one of the most effective ways of learning about and reducing bias.

On a compass the needle points to magnetic north, which is a few degrees away from true
On a compass the needle points to magnetic north, which is a few degrees away from true

north, and just like magnetic north, unconscious biases can point us slightly off course. Navigators
north, and just like magnetic north, unconscious biases can point us slightly off course. Navigators

make adjustments for this, and by being aware of possible unconscious biases we can also
make adjustments for this, and by being aware of possible unconscious biases we can also

make adjustments.
make adjustments.

It won’t mean that we always make the right decisions, but it can help us to make them
It won’t mean that we always make the right decisions, but it can help us to make them

based on the best information available.
based on the best information available.