The Ripple Effect of Unconscious Bias in the Workplace

As much as I disagree with their lack of accountability and transparency, Facebook has truly one of the best work cultures in my opinion. One major reason is investment in learning & development. Every employee, including leaders and individual contributors, is required to complete a foundational course called Managing Bias. The lessons from this course continue to influence my team-building behaviors.

The title of the course is important, Managing Bias, because it's not about eliminating bias completely. That's impossible. In fact, one lesson from the course was that companies who claim there is no bias are likely to be the worst offenders (I wish I could cite this study, please let me know if you know where to find it)! Instead, make yourself aware of how bias may show up in the workplace so you can avoid common situations.

An NYU study has shown that when men complete certain "altruistic" tasks like staying late to help a teammate, or taking notes during a meeting, it's perceived as more "above and beyond" than when women complete identical tasks. The subtext is that it's perceived as a woman's job to do office housework. This necessary but largely thankless work can be an additional burden.

But here's the real kicker: because the subjects of bias are aware that these unconscious biases exist, it can actually shape their own behavior. Using the above example, because women are aware of these expectations, they are more likely to volunteer for such tasks, such as taking notes. This may also cause women to be more selective about speaking up in meetings, because they are aware that it may be perceived as being too "bossy" or "ambitious," when men might be perceived as being "confident" for exhibiting the same behavior. (I wish I could cite an example of how gay men like me encounter bias and proactively act upon perceived bias in the corporate world, but unfortunately this isn't widely talked about, which is a separate issue I won't get into at the moment.)

So how can you help your team avoid the very real consequences of unconscious bias?

• Acknowledge that it exists, don't sweep it under the rug or claim that your company doesn't have it (remember when the President of Iran said in a speech at Columbia University in 2009 that the country has no gay people? LOL).
• Train your teams. This is a learning & development investment you can't afford not to make (see link above).
• Interrupt it when it occurs, and design systems to prevent it. For example, rotate note takers during crucial meetings, so everyone has a chance to be a lean-forward participant.
• Check in with your team regularly about how they feel about interpersonal dynamics on the team. Create a safe space to welcome an honest discussion.

One key difference between managers and leaders is that managers focus on optimizing output. Leaders recognize that interpersonal dynamics have short- and long-term impact on a team's overall productivity, and invest in building a culture where everyone can achieve their maximum potential.