QUICK GUIDE TO
Unconscious Bias
Unconscious bias refers to hidden beliefs that impact
our perceptions. In order to create an inclusive work
environment, we must develop awareness of our biases and
create strategies to mitigate them. When we do, we reap the
benefits of greater productivity, creativity, and innovation.
Here’s an introduction to four types of unconscious bias,
along with recommendations for mitigation:
Confirmation bias
Insider bias
“We see the world as we are.”
- Anais Nin
expect to see.
Our expectations are
shaped by our previous life
experience. It can be easy
for us to make assumptions
and “confirm” what we
“Beware of strangers.”
Our brains are wired to
respond to threats to our
survival, and recognize
subtle cues regarding
whether another person is
part of our “in-group,” or a potentially
hazardous “out-group.”
Recommendations
Recommendations
Reach out to an employee perceived as
“different” for lunch to learn more about
them. Learning more about someone is
likely to reshape our assumptions about
them.
Widen the “in-group” circle by creating
new markers of membership such as
clothing with the company logo, taking
team pictures, and invitations to corporate
events.
Attribution bias
Overconfidence bias
“Sorry I’m late. The traffic was terrible.”
“All the children are above average.”
We tend to explain our own
actions in terms of
circumstances, and attribute
the actions of others to
character flaws; the reverse
is true when the results are positive.
We have greater subjective
confidence in our judgments
than an objective
assessment would warrant.
We also tend to overestimate our own
performance relative to that of others.
Recommendations
Recommendations
Question character judgments, particularly
regarding those who might not be
perceived as “insiders,” by asking about
mitigating circumstances. “Is he frequently
late or was this an exception?”
Test confident assertions for signs that
they are grounded in solid evidence.
Incorporate multiple perspectives into
processes such as succession planning to
ensure that assertions are examined from
multiple points of view.
These four types of unconscious bias can be remembered using the acronym CIAO.
Remembering CIAO is one way of building greater awareness and ensuring that neither we
nor our organizations fall victim to bias.
Download a free chapter of the ebook,
Inclusive Leadership: From Awareness to Action
aperianglobal.com
© Aperian Global