How Unconscious Bias Affects Business

Unconscious biases are inner predispositions that color our interaction with individuals of different races, genders, or demographic factors than us. While we all know the multiple benefits of diversity, our unconscious biases may be inhibiting us from harnessing the full advantages of an inclusive workplace. Our patterns of networking, brainstorming, and even hiring may fall victim to hidden prejudices. In the workplace, unconscious biases harm multiple operations, but their main effects can be seen in an unequal distribution of opportunities and discrimination. 

Due to prevalent unconscious biases, minority individuals may not receive the same opportunities as their counterparts. For example, some managers unknowingly choose individuals similar to themselves for mentorship, promotions, performance evaluations, and stretch assignments. This practice results in a homogenous group of supervisors with little diversity.

Most astonishingly, factors like race and gender may play a large role in our hiring practices. During my time at IBM, all resumes were presented without demographic markers or even names! This practice is based on recent research that showed employers identical resumes labeled with either white-sounding or black-sounding names. Scientists found that, on average, white-sounding names received nearly twice as many callbacks as black counterparts. This research revealed the reality of discrimination in the workplace. Unconscious biases continue to feed into unjust practices that hinder minority individuals in their professional careers. 

In addition to unequal opportunities, many minorities experience discrimination and harassment in the workplace. Team members may make seemingly harmless comments based on racial or gender stereotypes. Phrases like, “You throw like a girl!” or “You’re Asian. You must be great at math,” or “He is not good with computers, he is a Baby Boomer,” often do more damage than we realized. Words have power, and we must be conscious of the atmosphere we create with our language. These microaggressions may instigate discomfort and tension, leading to a hostile work environment. 

Furthermore, our unconscious biases play a substantial role in team meetings. We tend to listen and appreciate feedback from individuals who are similar to us, resulting in a lack of diversity of thought and ideas. Our unconscious biases can prompt us to dismiss unique individuals. These actions leave our minority team members feeling isolated and decrease the innovation and potential of the workplace. 

We all have unconscious biases. Merely having these predispositions does not mean we are bad people, but we must work our hardest to become aware of our biases to create a better environment at work and in our community. Managing unconscious biases is a challenging and life-long task. With curiosity, courage, and commitment, we can begin a positive journey towards acceptance and understanding. 

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

How to Manage Unconscious Biases

Unconscious biases are constantly affecting our thinking, reasoning, and perception of people and things around us. This quick process of judgments and decision-making can negatively impact our businesses and social interactions. To overcome these unconscious biases, we must make an intentional effort to question our automatic thoughts and begin to reconsider the world around us. Here are a some critical steps to managing unconscious bias. 

Become More Self-Aware

The first step to overcoming unconscious bias is noticing the problem within ourselves. These quick perceptions are ingrained in our minds as a survival tactic. We must first begin to recognize our patterns of bias and slowly work to disrupt them. The perfect way to do this is through self-reflection activities focused on unconscious bias. We can begin by asking ourselves a few simple questions: 

• Who do I feel most comfortable working with? 

• Who do I feel least comfortable working with? 

• What could I do to better understand or work more effectively with my coworkers? 

• How does my behavior in the workplace affect the office culture as a whole? 

These four introduction questions help us think about our own unconscious biases and how they play into workplace relations. To take this to the next level, try bias indicators like Harvard’s Project Implicit. This resource contains a myriad of short modules that test our biases for different religions, sexual orientations, and even our political views! These activities and questions challenge our current assumptions and unveil our unconscious biases. 

Be a Courageous Ally

Being a curious, courageous, and committed ally helps manage unconscious biases and creates a more comfortable work environment for all. As an ally, our job is to stand up for minority team members who may be experiencing discrimination or harassment. Whether directing team members to your Human Resources team or establishing a safe space in the office, do not be afraid to take action. Through dedicated action, we can generate a positive change for our team. By speaking up for those who may not have a voice, we improve organizational culture, increase employee engagement, and create an inclusive workplace for all. 

Expand Our Circles of Friends

This may seem a little out of the ordinary, but our friend groups have an incredible influence on our view of the world. Similar to the Circle of Trust exercise, think about your closest friends and coworkers. Is this group diverse? A homogenous friend group can lead to harmful echo chambers, which reinforce unconscious biases. By expanding our circles of trust, we can become closer with unique individuals and confront our unconscious biases with healthy relationships. The more we interact with diverse groups of people, the more our minds will be opened to others’ experiences. Through this process, we begin to break down harmful stereotypes and establish new ways of thinking. 

Managing unconscious bias does not happen overnight. It is a lifetime commitment to the three steps listed above. We must continuously work to become more aware of ourselves, our actions, and our chosen network. However, our diligent self-reflection and work will lead to a ripple effect of positivity within our workplaces and even surrounding communities.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

The 3 Cs for Creating a Culture of Inclusion

It is proven over and over that diversity creates positive change in the workforce. However, some teams fail to harness the real advantages of diversity without creating a culture of inclusion and belonging. Discrimination, unconscious biases, and micro-aggressions often harm the workplace environment, stifling creativity, employee engagement, and customer relations. Nearly every workplace faces one or more of these challenges, but there is a way to manage these struggles for a better future. In this blog, I will share the 3 C’s to creating a culture of inclusion. 

Curiosity

The desire to learn more about other people and cultures is integral to inclusion. Curiosity establishes the foundation of understanding necessary to create an accepting workforce. By asking challenging questions and evaluating our thoughts, patterns, and predispositions, we recognize how biases, both conscious and unconscious, affect us. This step begins with powerful self-reflection, calling all of us to look inwards and ponder our thoughts, emotions, and actions. We can start with introspective activities that reveal our unconscious biases or by taking the time to observe our workplace environment. We can also open our personal and professional networks to more diverse groups, stimulating new and sometimes challenging conversations. Our willingness to be open to new ideas and experiences leads to the self-discovery and increased self-awareness necessary for a diverse workplace. 

Courage

Some people stay quiet within the workplace and look the other way when discrimination or harassment occurs. We must make the conscious, courageous effort to fight against complacency and encourage people to do the same. Whether it’s helping a team member approach Human Resources with a valid complaint or creating a safe space in your office, do not be afraid to take action. By being courageous, we become allies for our minority team members, creating a more inclusive workplace. Allies are individuals who do not fall into a specific group but choose to stand up, use their voices, and assist oppressed individuals in need of help. As a courageous ally, we establish an environment of positivity and support, encouraging minority team members to have a voice and to thrive. 

Commitment

We need to be committed to the long-term goals of diversity, equity, and inclusion to create a positive change in organizational culture. Dedicated action requires constant self-reflection and intentional practices. Commitment means creating change from the top down in long-lasting and meaningful ways. In addition to publishing a DEI mission statement, organizations must follow through with a plan for diversity initiatives, increased training, and inclusive talent pipelines. Diversity is not achieved in one training session; neither is true inclusion. To establish an accepting workplace, commitment to change, and positive action is necessary. 

By being curious, courageous, and committed individuals, we inspire our teams to become more welcoming and inclusive. These three C’s provide the toolset necessary for creating a culture of belonging and expanding diversity within the workforce.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

Understanding Your Unconscious Biases

Our brain takes in millions of pieces of information per second; however, it can only fully process forty pieces of information at a time. Due to this overload, we often take mental short cuts to decide whether things are safe, dangerous, welcoming, or scary. These automatic thoughts can lead to harmful unconscious biases, predispositions towards or against certain types of people, races, or genders. The first step to managing unconscious biases is developing self-awareness and understanding where our preferences lie. Here are three activities for beginning to decipher our own unconscious biases: 

The Circle of Trust

Make a list of five to ten people who you trust. Try to focus on friends, peers, and coworkers rather than family members. Then, move down the list and place a checkmark by individuals who are similar to you in each of these categories: 

• Ethnicity / Race

• Religion

• Political Views

• Sexual Orientation

• Socioeconomic Background

Feel free to add more categories or leave blanks if you are unsure. Looking at the people in your circle of trust, what do you notice? Are these individuals homogenous or diverse? We do not often put conscious thought into our friend groups. This activity serves to show how our predispositions may result in the people that we trust that mirrors ourselves. A uniform group may create a negative echo chamber of the same ideas, reinforcing harmful stereotypes and playing into our unconscious biases. If you see multiple checkmarks by each name, it may be time to branch out of your comfort zone and establish friendships with unique individuals that think and acts differently than you.

Negative Incorrect Assumptions

For this thought exercise, think of a time when someone made a negative and incorrect assumption about you. How did this make you feel? Imagine if many people you have encountered made the same assumption every day of your life. How would this affect your day to day interactions? What influence would this have on your mental health and social activity? This exercise helps us understand the experiences that many minority individuals continuously face. Research has shown that constant discrimination triggers our brain’s trauma center affecting overall health, genetics, and even future generations. Through this evaluation, we begin to see the effect our unconscious biases have on those around us, emphasizing the importance of self-reflection and growth.

Project Implicit

This exercise takes place at Harvard’s Project Implicit website. Through their Implicit Association Test (IAT), the program determines your affinities for different groups of people. From different sexualities to religions and even political views, this website allows us to learn about our unconscious biases and determine where change is needed. 

By completing these activities, we take the first steps towards uncovering our unconscious biases. This process is integral to establishing the understanding and self-reflection for managing these automatic thoughts. As we become more aware, we can begin to combat negative thoughts and actions which may have harmed those around us. These three activities are a great start to breaking down the boundaries of bias and establishing strong, diverse relationships. 

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.

Excelling in 2021 & Beyond

Who are you when you are at your best? When do you feel most fulfilled? 

Reflecting on these questions helps us to become more mindful of where we are and what we aspire to be. There are three key actions we can take to excel in 2021 and beyond: focus on energy, work, and love; set small goals; and strive to close the gap between who we are and who we are capable of being. 

Focus on energy, work, and love

When it comes to being happier and better managing stress, we need to simplify our mindset and focus on our physical energy, work, and love. 

Intentionally increase our physical energy

The foundation of our energy is rooted in how we take care of ourselves through eating, moving, sleeping, breathing, focusing, playing, and celebrating. When we are busy, it is easy to forget to prioritize our health and self-care, so take a moment and ask: What are you doing each day to increase your energy?   

We can be intentional about this by eating nourishing meals, moving often, prioritizing sleep, focusing on celebrating the little things, and allowing ourselves time to breathe and meditate. It is important to reframe our mindset and think about what we can add to our routine instead of just focusing on what we need to stop doing. 

Take a moment to think about a time in your life when you had a high amount of energy. What were you doing then? What can you add to your current routine to get closer to feeling that way again? 

Find fulfillment at work

Enjoying the work we do is a key part of our happiness and self-development. Unfortunately, there are many people who do not feel fulfillment in their work and who are unable to leave their job. It is important to recognize that every challenge in our lives is a lesson, and every person we encounter is a teacher. Even if we are unhappy at work, we need to pause and ask ourselves what we are supposed to learn from this experience. 

Finding fulfillment at work often comes from using our strengths and feeling like we are a meaningful member of our team. To identify our strong points, we should observe the activities that energize us. Ask yourself, what are you doing to share your gifts, use your creativity, and further develop your talents at work? 

Surround ourselves with love 

To truly excel, it is important to surround ourselves with people who love and support us. When we foster meaningful relationships, we are able to increase feelings of love and fulfillment. 

There are many opportunities to increase the love we experience, whether that be communicating more openly with our partner, tending to new friendships, or volunteering in the community. Wherever we invest our time, it is essential to be present and appreciate the special moments we are able to share. 

But first, we need to look inward and have a healthy relationship with ourselves. Practicing positive self-talk and affirmations can boost our confidence and help us to accept the love others give us, too. Ask yourself: Where do you find love in your personal life, community, and work? What can you do each day to increase self-love and find meaning and connection in your relationships?

Set small and attainable goals

It’s common to feel like we need to “think big” to achieve real change, especially in the new year. In reality, larger than life goals set our expectations too high, and when we struggle to achieve them, we end up discouraged and often abandon our efforts altogether. 

Instead of creating impossible New Year’s resolutions, let’s aim to do a “goal cleanse.” We can evaluate our goals and group them into columns: “realistic goals” and “unrealistic goals.” Focus your attention on the “realistic goals” and break them down into manageable pieces. It is helpful to keep in mind “SMART” objectives; these are Specific, Measurable, Achievable, Relevant, and Time-based. For the “unrealistic goals,” either break them down into smaller goals that are more achievable, delegate them, put them on hold, or even decide not to pursue them at this time. 

Close the gap

It can be discouraging to think of the gap that exists between who we are now and who are capable of being. We need to reflect on what we can do – in little steps – to get closer to our ideal self. This could involve investing time in new skill development, taking a course, and surrounding ourselves with supporters. 

This is an opportunity for growth, and it allows us to challenge ourselves and steadily lessen the gap between our current state and our potential. In order to achieve this, we need to continue to be intentional about increasing our energy, striving for fulfillment at work, and surrounding ourselves with meaningful connections and self-love.

As we embark on a new year, let’s focus our attention, time, and efforts on what we can control; keep moving forward; and see opportunity in every challenge. Our habits will continue to test us, but if we concentrate on energy, work, and love; set small, achievable goals; and take measured steps to close the gap between our current self and our potential, then we will be prepared to accomplish great things and excel in 2021 and beyond.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.