This is the second LinkedIn Learning course that I’ve taken and was on the topic of unconscious biases. The instructor presented an overview of unconscious bias and tools to mitigate the effects of unconscious bias. There are more than 180 unconscious biases, and, although they are unconscious, we can interrupt our biases and heuristics to be more equitable. The three types of biases that she focused on were: affinity bias, perception bias, and confirmation bias. Respectively these are: favoring those who are most like us, the tendency to forms assumptions and stereotypes about groups which then affect anyone that you associate with that group, and seeking out info that confirms other preconceptions and ignoring evidence to the contrary.
She also shared why companies and employers should be discussing these issues. She stressed the importance of unconscious bias in the hiring process and the effects of unconscious bias in promotions. Fascinatingly, she was able to approach the issues from both qualitative and quantitative perspectives. Even a 1% bias in the hiring process will significanlty effect promotions and thus the distribution of those in power. She shared that instituting programs to treat unconscious bias is more cost-effective than not because not doing anything results in larger employee turnover.
To combat groupthink, the instructor outlined three crucial actions. First, taking on the role of the dissenter can help prevent groupthink by encouraging other, contrasting perspectives. Second, if in a position of authority, avoiding stating your opinion or preferences first can encourage others to share their honest opinions without fear of opposing their superiors. Third, reserving time and developing routine points for critical evaluation can disrupt the bubble of groupthink. In taking on future leadership roles, for instance, President of ADP next semester, I am excited to employ these tactics.
