We cannot pretend that biases do not exist. They do.

It is a natural part of us and

because of decades of stereotyping and heuristic thinking, it is deeply ingrained.
Biases can permeate the air of an organization, influencing everyday decisions and
eventually deterring the organization’s ability to thrive in a hyper-competitive world.

A bias is an inclination or prejudice we hold against people or groups with or without

our knowledge. When a bias impacts others negatively or discriminates others, then
it is a problem. Here are some common biases in the workplace:
Gender Bias

• There exists a significant bias against women in the workplace. Women are expected to play nice at
work and be communal, while men are rewarded for aggression. Women need to perform at a
higher level for a promotion, while men are often promoted based on their potential for the higher
role.
• It is not rare to see ideas from male employees getting instantly accepted while similar ideas from
female employees being deliberated upon.
• At work, a female employee applying for an internal job posting (IJP) in a different location is most
likely to be asked by her manager if she was ‘sure’ about her decision and what her family thinks of
the same. Her male colleague applying for the same IJP will most likely not be asked to explain.
Undermining female employees or second-guessing them could lead to hindering the best ideas
from flourishing.
• Companies like PWC for instance, train their employees to identify ‘blind spots’ and become aware
of unconscious bias.
Socio-Cultural bias
Bias based on language, religion, place of origin is toxic and is unfortunately
prevalent across all Industry sectors in India from manufacturing to IT. The
grapevine within organizations often revolves around promotions and career
progression linked to Cultural bias. Cultural Bias exists even at the resume
screening stage.

A person with a fairer skin tone is preferred for customer facing or

Managerial role. A person speaking a particular language is given
preferential opportunities and promotions as compared a person from
a different state.

In an attempt to remove unconscious bias, companies like Facebook do

not allow reasons like ‘culture fit’ as reasons for hiring. Instead, their
interviews focus on whether candidates reflect their core values. This
helps create an inclusive workplace where people are hired for their
authentic selves and not for being similar to the existing employees.
Differently abled bias

Physical disability is a facet of human diversity. Yet, those with disabilities are
twice as likely to be unemployed when compared to those without disabilities.

Amongst those who manage to get employed, they often feel discriminated
against in the workplace w.r.t. opportunities for advancement. They are
often overlooked for client facing roles even if they are competent.

It is important to acknowledge that if one of the senses is lost all the other
senses become sharper.
Age bias

Generational diversity is, even more, a

Senior employees feel isolated when
challenge with younger generations
younger colleagues do not include
(Gen Z) calling the shots in new fields
them in conversations trending among
like AI and get highly paid for as
st their generation.
compared to their Gen Y seniors etc.
Sexual orientation

Lesbians, gays, bisexuals, and transgenders fear

discrimination and backlash at the workplace for revealing
their sexual orientation. There exists a negative attitude
towards them. They are isolated and ignored by the others
in subtle ways or still worse made fun of.

Biases can lead to a hostile work environment for those

who do not fit in. Thankfully organizations are
progressively educating employees on the impact of
common biases in the workplace and making the
workplace more inclusive.
For more details, visit our website: https://www.kelphr.com/