Unconscious Bias: Understanding its Impact.

Have you ever wondered why two equally qualified individuals are perceived so differently in the workplace? One may be viewed favourably, and the other might not receive the same level of recognition. What lies behind these differing perceptions? Join me as we uncover the hidden biases shaping our professional landscape. Let’s delve into the world of unconscious bias.

Unconcious Bias : Helpful & Harmful

Our brains rely on mental shortcuts and stereotypes to simplify the world around us. While this mechanism can be helpful in certain situations, such as identifying potential threats (e.g., if an animal is charging at you in the woods, you don’t stop and evaluate what kind of animal is running your way; you run and take cover), it can also lead to harmful outcomes when we apply it to people. For example, we may make quick but not-so-right judgments about people. 

We all harbour unconscious biases, and recognizing them is the first step toward addressing and mitigating them. No one is immune to their effects, and it requires hard work to identify, address, and combat them. 

Heidi-Howard Study:

There is a famous Harvard Business School case study on a woman named Heidi Roizen. Heidi Roizen is outgoing and smart, and she used her vast personal and professional contacts to become a highly successful venture capitalist. In 2003, two university professors took that study and gave it to their students. They assigned half of the students to read Heidi’s story, and to the other half, they gave the same story with just one difference – they changed the name “Heidi” to “Howard.” They then polled the students about their impressions of Heidi and Howard. 

The good news was that both men and women thought Heidi and Howard were equally competent. The bad news was that everyone liked Howard. They thought he was a great guy. They wanted to work for him. They wanted to spend the day with him. But Heidi, not so much. She is a little out for herself. She is a bit political. The same data with one simple difference—the gender—caused vastly different impressions. 

Aggressive & Bossy = Competent & Liked Less 

This study, along with numerous others, sheds light on a disturbing reality: Success and likeability are positively correlated for men and negatively correlated for women. When a man is successful, both men and women like him. When a woman is successful, both men and women like her less. This truth is both shocking and unsurprising: shocking because no one would ever admit to stereotyping based on gender, and unsurprising because clearly, we do. 

Success and likeability are positively correlated for men and negatively correlated for women.

Gender Stereotypes at Play:

We evaluate people based on stereotypes (gender, race, nationality, age, and so on.) Our stereotype of men holds that they are providers, decisive, direct and driven. Our stereotype of women holds that they are caregivers, kind, sensitive and communal. Because our brains categorize men and women in opposition to each other, professional achievement and all traits associated with it get placed in the male column. By focusing on her career and using her influence to climb the ladder, Heidi violated our stereotypical expectations of women. Yet by behaving in the exact same manner, Howard lived up to our stereotypical expectations of men. The results? We (Both men and women) liked him more and we (Both men and women) liked her less.

Agreeable & Nice = Less Competent & Liked More

Many women downplay their achievements out of fear of being disliked. But women pay a price for this as well. People perceive a woman who is agreeable and nice as less competent. This double bind makes it challenging for women to thrive in the workplace. To be effective, they need to assert themselves. But when they assert themselves, they are liked less. This phenomenon presents a conundrum for women striving for success.

Conclusion:  

To combat unconscious bias, we must continuously educate ourselves about gender biases, stereotypes, and systemic inequalities that exist in various spheres of life. Keeping up with current issues and research related to gender equality empowers us to address and advocate for change effectively. We must promote awareness, foster inclusive environments and advocate for gender-neutral evaluations based on merit rather than likeability. By dismantling gender stereotypes and biases, we can create a workplace where both men and women can thrive without the constraints of societal expectations.

References

https://leanin.org

Lean In by Sheryl Sandberg

I would encourage you to visit leanin.org and read the book Lean In by Sherly Sandberg.