Subetra Maruthamuthu’s Post

Today, lets breakdown Unconscious Bias in the workplace: Unconscious biases can manifest in various ways in the workplace. Here are some common examples:   🖍Affinity Bias: Affinity bias refers to the tendency to favour individuals who are similar to oneself in terms of background, experiences, or interests. For instance, a hiring manager may unconsciously prefer candidates who belong to the same social circles, leading to a lack of diversity in the workforce. 🖍Confirmation Bias: Confirmation bias involves seeking out or interpreting information in a way that confirms one’s preexisting beliefs or stereotypes. For example, a manager may overlook positive indicators for an employee who belongs to a certain demographical group because of unconscious beliefs about that group’s abilities or work ethic. 🖍Gender Bias: Gender bias can manifest in various ways, such as assuming that women are more nurturing and therefore better suited for caregiving roles or that men are more assertive and therefore better suited for leadership positions. These assumptions can influence hiring, promotion, and performance evaluation decisions. By embracing diversity, organisations can tap into a wider range of talents and skills, unlocking innovation, creativity, and problem-solving abilities that may have otherwise remained untapped. Empower your team to challenge their own biases, foster inclusivity, and harness the full potential of a diverse workforce. With our mood@work diagnostic we can identify if unconscious bias@work is a barrier in your organisation. mood@work is a Complimentary Solution offered to organisations globally! Contact our Team and let us engage with your Business, your Teams and your Organisation: 💻 global@bp2w.com; 📱 +353 (0)87 700 2602 🖥 www.bp2w.com #employeeengagement #BusinessLeadershipDevelopment #Culture #Leadership #Needs #WorkplaceCulture #Transformation #BetterPlaceToWork #bp2w #unconciousbias

Quick bite..( HR ...implicit bias at work place ).... How To Combat ...With more companies embracing diversity, equity and inclusion (DEI) efforts, it’s no surprise that unconscious bias has come to the forefront. Inherent in corporate cultures, unconscious bias (also known as implicit bias) refers to subconscious attitudes that impact how people respond to others at work....#hr #quickbite #implicitly

🎭 Stereotypes in the Workplace: How Do They Start, and Why It Matters? 🎭 Stereotypes are deeply rooted in the way humans process information, shaped by cognitive shortcuts and reinforced by societal influences. 🔍 Where Do Stereotypes Come From? ❇ Cognitive Efficiency: Our brains are wired to categorize information quickly. While this helps us navigate a complex world, it also leads to broad generalizations that don’t account for individual differences. ❇ Cultural Narratives: Media, traditions, and historical contexts often perpetuate stereotypes, embedding them in our collective consciousness. ❇ Social Learning: From a young age, we absorb attitudes and beliefs from family, peers, and institutions, often without questioning their validity. ❇ Reinforcement: Once formed, stereotypes are difficult to change. We tend to notice information that confirms our stereotypes and ignore data that contradicts them, a phenomenon known as confirmation bias. 🚧 How Stereotypes Affect the Workplace: ✴ Leadership: Stereotypes often shape our unconscious perceptions of what makes a "strong leader." For example, traits like assertiveness and decisiveness may be unfairly associated with certain genders or cultural backgrounds, while others are overlooked. This can result in a lack of diverse perspectives at the decision making table and stifle innovation. ✴ Hiring & Promotion: Subtle biases can creep into resume reviews, interviews, and promotion decisions. For example: A hiring manager might unconsciously favor candidates who went to the same school or share a similar background, overlooking equally qualified applicants. In performance evaluations, women or minority employees may have to "overdeliver" to receive recognition, while others are promoted based on potential rather than performance. ✴ Team Collaboration: Stereotypes can disrupt team dynamics by fostering miscommunication and exclusion. For instance: Ideas from quieter team members might be dismissed or undervalued due to stereotypes equating confidence with competence. Certain employees may be disproportionately assigned routine or "behind-the-scenes" tasks, limiting their growth opportunities and visibility. 🌟 Why It Matters: Stereotypes limit potential, not just of individuals but of organizations as a whole. By addressing their roots and challenging them actively, we can build workplaces that thrive on diversity, equity, and innovation. #WorkplaceStereotypes #Leadership #BiasAwareness #InclusiveCulture #DiversityAndInclusion

Self censorship is real. Over 50% of Americans in a recent poll admitted that they do it. In our current culture there are very passionate people on both sides of arguments, from reproductive rights, politics, vaccines, immigration, DEI, climate change and numerous conflicts. Everything is political, you are constantly having to "choose a side" People see the constant conflict and decide not to speak up. In many cases, online especially, its just not worth it with all the internet trolls, flaming, cancellation, and death threats. Social media has become a powder keg of keyboard warriors who will fling insults behind the safety of anonymity. This has also infiltrated the business sphere, especially in work culture. Where people are not free to express themselves. Where people just go along with the majority opinion at work because its 'safer' Where people just keep quiet, because its less hassle, why bother? This can make a huge impact in your workplace: 🎯 Stifled Innovation and Communication: Employees withholding ideas and feedback due to fear of judgment stifles creativity and hampers organizational growth and adaptation. 🎯 Reduced Engagement and Morale: Self-censorship leads to employee disengagement and lower morale, with a lack of authenticity hindering meaningful relationships and a sense of belonging. 🎯 Erosion of Trust: Fear of open communication creates mistrust among colleagues and poor understanding of employee sentiments by management, resulting in ineffective leadership. 🎯 Increased Stress and Mental Health Issues: The pressure to self-censor causes stress and anxiety, leading to burnout and reduced productivity. 🎯 Conformist Culture: Self-censorship promotes conformity, undervaluing critical thinking and diversity, thus impairing innovation and competitiveness. 🎯 Hindered Professional Development: Employees less likely to seek feedback or professional growth opportunities, leading to missed development prospects for both individuals and the organization. Work with Ready Set Exec to bring on a #humanresources executive or #fractionalexecutive who can work with you to create a culture of openness, acceptance, and innovation. When people have trust in each other and can speak their minds, the best work gets done. #sales #marketing #operations #management #culture #founders #ceo

Are you aware of unconscious bias? ⚠ It's something we all have, but find it hard to recognise. In the workplace, these biases can significantly impact hiring decisions, team dynamics, and overall company culture. 🤯 Unconscious bias refers to the stereotypes or preferences we form about certain groups of people without realising it. These biases can be based on gender, race, age, appearance, education, and more. Examples of this in the Hiring Process: Affinity Bias: Preferring candidates who share similar backgrounds, interests, or experiences to your own. 😇 Halo Effect: Assuming someone is good at everything because they excelled in one area. 👫 Gender Bias: Making assumptions about a candidate's abilities or role suitability based on gender. 👤 Name Bias: Judging candidates based on the perceived ethnicity or origin of their name. Examples within the workplace: Performance Reviews: Giving higher ratings to employees who remind you of yourself. Project Assignments: Offering more opportunities to those that you feel more comfortable with, often unconsciously sidelining others. Meeting Dynamics: Overlooking contributions from quieter team members or those from different cultural backgrounds. So what can we do to make unconscious bias conscious and acknowledge and address these issues? 📢 Awareness and Training: Educate yourself and your team about unconscious bias. Regular training sessions can help. Structured Interviews: Use standardised questions for all candidates to ensure fairness. Diverse Panels: Involve a diverse group of interviewers and decision-makers. Inclusive Culture: Foster an environment where all employees feel valued and heard. Addressing unconscious bias helps create a more inclusive and diverse workplace. Commit to improvement in your hiring practices and daily interactions to ensure everyone is being treated fairly. ✊ #unconsciousbias #diversity #inclusion #hiringprocess #hr #learninganddevelopment

In today’s increasingly diverse work environments, understanding and addressing unconscious bias is more important than ever. We've put together some strategies ⬇️ https://lnkd.in/ePjMifZ9 #unconsciousbias #diverseworkplace #inclusiveleadership #workplaceequality

Unconscious Bias: Recognizing and Addressing the Hidden Influences In today's diverse workplace, understanding unconscious bias is crucial for fostering an inclusive environment. Unconscious bias refers to the stereotypes and prejudices that we unknowingly hold about certain groups of people. These biases are often deeply ingrained and can influence our decisions, actions, and interactions without us even realizing it. Why It Matters: Unconscious biases can affect hiring practices, team dynamics, and career progression. They can lead to unequal opportunities and hinder the potential of individuals who don't fit into preconceived notions. Recognizing these biases is the first step towards creating a more equitable workplace. Steps to Mitigate Unconscious Bias: Self-awareness: Reflect on your own biases by taking implicit association tests and engaging in introspection. Education: Participate in training programs that address diversity, equity, and inclusion. Diverse Hiring Panels: Ensure your recruitment process involves a diverse group of people to minimize bias. Structured Interviews: Use standardized questions to evaluate candidates consistently and fairly. Mentorship Programs: Support underrepresented groups through mentorship and sponsorship initiatives. Actionable Strategies: Implement blind recruitment techniques, such as removing names from resumes. Encourage open dialogues about bias and its impact. Regularly review and revise company policies to promote inclusivity. Join the Conversation: Let's work together to uncover and address our unconscious biases. Share your thoughts, experiences, and strategies for creating a more inclusive workplace. How have you or your organization tackled unconscious bias? eTeam Tanya Talwar Sagar Shahnawaz Priyanka Nandi Furkan Ahmed Ranjit Nair #UnconsciousBias #DiversityAndInclusion #Equity #InclusiveWorkplace #Leadership #HR #ProfessionalDevelopment #eteam

🌟 Unconscious Bias at Work: Are We Limiting Potential? 🌟 Megha and Koushik, recognized for their strategic thinking, were about to present a key project. While Megha consistently demonstrated creativity and innovation in understanding customer needs, the Project Lead, Manoj, made an interesting decision—he asked Koushik to lead the presentation, assuming Megha may not be assertive enough to champion her ideas in a tough environment. 🤔 This decision stems from a gender stereotype that assumes women are less capable of advocating for their ideas in competitive discussions. 🚫 By unintentionally sidelining Megha, Manoj could be limiting her growth and contribution. Here are some Quick Tips to Address Unconscious Bias in the workplace: 💡 1- Recognize Individual Strengths: Focus on each team member's unique contributions to the table, regardless of gender. Everyone has their superpower. ✨ 🗣️ 2- Ensure Inclusive Discussions: Create an environment where all voices are heard and valued. Encourage contributions from everyone—diversity fuels innovation! 🌍 📈 3- Share Constructive Feedback with Clear Actions: Provide timely feedback and support with actionable development goals. When we grow, the team grows! 🌱 Let’s break the cycle of unconscious bias and build a more inclusive, empowering workplace. 💪 #DiversityAndInclusion #GenderEquality #Leadership #UnconsciousBias #WorkplaceInclusion #WomenInLeadership #HR #TeamWork #InclusiveLeadership #GrowthMindset

Unconscious bias might be unintentional, but its effects are undeniable. It can subtly shape hiring decisions, influence promotions, and even impact daily workplace interactions. These biases often stem from cultural conditioning and past experiences, making them deeply ingrained in our decision-making. The challenge? Left unchecked, unconscious bias can stifle diversity, innovation, and fairness. But there’s good news! Organizations can take proactive steps to identify and mitigate these biases to foster truly equitable workplaces. In our latest blog, we delve into: ✅ What unconscious bias is and its impact on recruitment and beyond. ✅ 25 common types of unconscious biases—like attractiveness bias, recency bias, and cultural stereotyping. ✅ Practical strategies to prevent bias and create an inclusive work culture. From implementing structured interviews to leveraging tools like WeCP | We Create Problems for skill-based assessments, the solutions are within reach. 💡 It’s time to address the invisible barriers and unlock the power of diversity and inclusivity! 🌍 📝 Read the full blog and discover actionable ways to eliminate unconscious bias from your workplace: https://lnkd.in/gXxHeZva #DiversityAndInclusion #UnconsciousBias #InclusiveWorkplace

Different types of unconscious bias in the workplace 🚫    Most companies are doing their very best to become more inclusive and foster a diverse company culture. However, unconscious biases sometimes become a hindrance.  The first step in overcoming unconscious biases is being aware of their existence. We have gathered some of the prominent unconscious biases in the workplace, so you can be even better at spotting them.     ❌ What is unconscious bias? 👥 Affinity bias ✅ Confirmation bias 💄 Beauty bias ⚧️ Gender/age/ethnicity bias Do you recognize any of these unconscious biases? 🤔  #recruitment #bias #unconsciousbias #diversity #employeeretention