Unconscious biases are a fact of life; no one can deny them. However, the lack of awareness of how bias has real impact on other people’s performance and how leaders identify potential is notably negatively impacting our society and of course the workplace. The Investment Association recently issued an ‘amber’ warning to boards re lack of diversity. The latest government statistics show that only 53 of Britain’s largest listed firms on the London Stock Exchange have at least one person of colour on their board.

So, what is it?

For clarity, unconscious or implicit bias refers to the associations that are made between different qualities and social categories such race, gender or disability; it is judgements that are made without conscious awareness.

There’s been much documentation and commentary, quite rightly, on this subject but for so many it’s still unknown territory. Many hesitate to discuss for fear of being judged for a lack of awareness or offending.

The combination of a lack of awareness a person may have around their own biases - no one likes to think they are bias, but we all are, it’s a human trait - an assumption that ‘it’s unconscious so there’s nothing I can do’ and a fear of discussing a subject you might have little or no knowledge of stunts growth, for everyone. The person afraid to acknowledge and change their own biases hinders their own development as a leader and contributor and this impacts on those who they are biased towards. It’s a vicious cycle.

Less talk, more action

It’s not enough however to simply be aware of where your biases reside. This is where historically unconscious biases training has been criticised. Unconscious biases training is more impactful when participants connect their behaviour to the disadvantages and the discrimination that different groups face. This connection happens when participants reflect on the experiences other people have and listen to their stories. This is when significant positive change can take place.

What tends to happen when taking steps to become demonstrably more inclusive, is that organisations start to employ a more diverse range of talent which is of course essential. That said, there are other important elements to be addressed that are too often overlooked. For example, the company culture and the underlying attitudes that influence every touch point of internal and external operations. When these are not explored and revealed, for example, microaggressions, overt assumptions, unacknowledged privilege and so on, talent realises not enough is being done by and in the company, that there is a glass ceiling and then, they leave.

My partner and I have developed a unique approach that is delivered via dynamic, interactive workshops, to support organisations and individuals to understand unconscious bias.

As a multi-racial husband and wife team, we provide an open setting for attendees to recognise how unconscious bias shows up and the action they can take to address and balance it. With awareness, positive change can occur. We lift the bonnet on unconscious bias so leaders and teams can understand where it shows up and how positive change can be made. It's aimed at organisations who are fully committed to change, inclusion and belonging.

The aim is to get comfortable with discussing diversity and its richness. The unspoken is usually so because it's uncomfortable and that's why unconscious bias is able to continue to mar the industry.

Combining Richard's experience as a psychotherapist who specialises in unconscious bias with my agency background, mindfulness and coaching techniques, ensures an approach which is potent, revealing, reflective and solution focused.

Ultimately to address imbalances in industries, we need to bravely look at our own. As I said before, no one likes to think they are biased but yet here we are. Let’s face it, we’ve been talking about this for way too long. It’s really time for all of us as individuals to take positive action and become conscious decision makers. To make the connection between the biases we hold and how this impacts our behaviour and the decisions we make about who to hire, promote and reward.

So, what can you do?

1.)    Take the Harvard unconscious bias test. It's an eye opener.

2.)    Watch Jane Elliott’s A Class Divided. It’s heart-breaking and a huge reality check.

3.)    Create an open culture which is receptive to cultural norms, beliefs and behaviours.

4.)    Be open and broaden your circle of influence.

5.)    Be willing to have open and uncomfortable conversations and actually discuss what’s uncomfortable and why so you can learn and grow.