How Managers Can Support and Address Unconscious Bias in the Workplace
Contents:
- What is Unconscious Bias in the Workplace?
- Recognising Signs of Unconscious Bias at Work
- Types of Unconscious Bias in the Workplace
- How to Support Employees
- What Am I Allowed to Ask Regarding Unconscious Bias?
- Workplace Rights and Reasonable Adjustments
- How to Overcome Unconscious Bias in the Workplace
- Helpful Resources
- Consider ClearTalents for Your DEI Needs
What is Unconscious Bias in the Workplace?
Unconscious bias affects every workplace, often in ways that are difficult to identify and address. Unconscious biases are implicit judgements made about individuals based on cultural norms or stereotypes.
These deep-seated, unintentional associations can influence decisions about recruitment, promotion, team dynamics and workplace culture, potentially creating barriers to true workplace diversity, equity, and inclusion.
As a manager, understanding and addressing unconscious bias is vital for creating an environment where all employees can thrive and bring their unique, individual selves to work.

These biases can affect anyone, regardless of their background or position, and can impact any of the protected characteristics under the Equality Act 2010, including age, disability, race, religion, gender, and sexual orientation. If left unnoticed, propagated unconscious biases can lead to a decrease in productivity, higher turnover rates, and a less diverse workforce, not to mention making employees feel that they cannot perform at their best. However, recognising and acknowledging these biases is the first step toward creating positive change throughout your organisation.
ClearTalents offers a free demo of our enterprise-grade Diversity, Equity, and Inclusion (DEI) software, designed to help managers identify and address unconscious bias throughout the employee lifecycle. Our platform provides the tools and frameworks needed to make consistent, fair decisions.
Recognising Signs of Unconscious Bias at Work
Unconscious bias can materialise in various ways within the workplace, whether in a small business or a multinational corporation. As a manager, being alert to these signs is essential for maintaining an inclusive environment. Many employees may inadvertently or unintentionally do or say something which is unconsciously biased.
You might notice:
- Pattern-based decision-making, such as:
- Certain managers always selecting similar candidates for promotion
- Consistently assigning certain types of tasks to specific team members
- Showing preference for particular communication styles
- Team dynamic or cultural issues, including:
- Certain voices being regularly overlooked in meetings
- Informal groups forming based on similar backgrounds
- Some team members receiving more development opportunities than others
When unconscious bias affects workplace decisions, you may observe decreased employee engagement and a lack of willingness to collaborate with other internal teams. Additionally, worker productivity and performance may be affected and this may be reflected when managers conduct internal performance reviews. This can trigger alarm bells for managers trying to cultivate a culture of open communication and reduced barriers.
In the long run, if unconscious biases are allowed to perpetuate without intervention, victimised staff may leave the company altogether. Over time, this can affect retention among certain groups.
ClearTalents’ DEI analytics dashboard helps organisations track these patterns objectively, providing data-driven insights to identify potential bias hotspots and measure the effectiveness of interventions.
Types of Unconscious Bias in the Workplace
The following are just some common examples of unconscious bias in the workplace, regardless of business size or sector:
- Affinity bias: Occurs by treating people more favourably because they share similarities to us.
- Conformity bias: The pressure we feel to act due to the actions of others and not our own independent thinking.
- Gender bias: Inadvertently or knowingly preferring one gender over the other.
- Perception bias: Treating individuals based on general assumptions and false stereotypes.
- Ageism: The discrimination of individuals based on their age.
- Confirmation bias: Making decisions or drawing conclusions about people based on our own experiences, preconceptions, or beliefs.
How to Support Employees
The impact of unconscious bias in the workplace can be astounding if not effectively managed. But it’s not as simple as putting an end to it by any means necessary.
When you recognise potential bias affecting your team, addressing it requires sensitivity and strategic action. Your employees may come to you with concerns about experiencing bias, or you might notice patterns that need attention.
Initial Conversations
- Create a safe space for open dialogue about experiences of bias
- Listen without defensiveness or judgement
- Focus on impact rather than intent
- Document specific examples or patterns
- Develop action plans collaboratively
Accountability Mechanisms
- Clear policies and reporting strategies for addressing bias
- Regular policy reviews to ensure alignment with top-level DEI goals
- Performance reviews for managers and team leaders, with clear DEI targets
- Anonymous employee feedback surveys
Promote Inclusion
- Reasonable adjustments and accommodations in line with the Equality Act 2010
- Assistive technologies, flexible work arrangements, accessible office spaces or translation software
- Awareness and stigma training, with regular refresher sessions
- Highlighting success stories
Foster Diverse and Inclusive Leadership
- Seeking input and consent from all team members
- Training managers to reconsider leadership styles and recognise their own biases
- Practice active listening and empathy with underrepresented groups
- Create routes for diverse individuals to receive promotions into influential positions
- Championing role models from varied backgrounds to reinforce DEI commitment
- Implement mentorship and coaching programmes to support professional development
Challenge Biases
- Celebrating diversity openly and proudly
- Organise events that highlight and celebrate cultures, identities, and experiences
- Promote awareness through targeted campaigns
- Recognising and rewarding inclusive behaviours in the workplace
- Extending opportunities for learning and connection
Structured Recruitment
As a manager, the question of “How can unconscious bias impact recruitment practices?” is an important and multifaceted one.
Suggestions include:
- Design rigid hiring processes that minimise the risk of unconscious bias in decision-making
- Remove identifiable information like names, gender or addresses from applications
- Use a standardised set of questions for all candidates for greater impartiality
- Include a diverse hiring panel to reduce the influence of individual biases
- Use enterprise-grade software to screen applications to eliminate biases (provided that they are audited regularly for fairness and do not exacerbate existing biases)
Remember, the goal isn’t to assign blame but to create positive change. Approaching these conversations with curiosity and empathy helps build trust and encourages honest dialogue.
ClearTalents’ DEI recruitment tools help organisations create inclusive recruitment strategies, ensuring all applicants feel welcome from day one, building a highly skilled workforce.
What Am I Allowed to Ask Regarding Unconscious Bias?
When addressing unconscious bias, managers must balance gathering necessary information with maintaining appropriate professional boundaries. Here’s a guide to help navigate these conversations effectively:

Do Ask:
- “Could you share specific examples of situations where you’ve felt impacted?”
- “What support would help you feel more included and valued?”
- “How can we make our processes more equitable?”
- “Would you be comfortable providing regular feedback on our inclusion efforts?”
Do Not Ask:
- Personal questions about protected characteristics
- Leading questions that assume bias
- Questions that dismiss or minimise experiences
- Queries that could be seen as attributing blame
Workplace Rights and Reasonable Adjustments
Under UK law, organisations have a responsibility to prevent discrimination and address bias. Understanding these obligations helps create fair workplaces where everyone can succeed.
Legal Framework:
- Protection against discrimination under the Equality Act 2010
- Right to fair treatment in recruitment, promotion, and daily work
- Protection from harassment and victimisation
- Right to raise concerns without fear of retaliation
Reasonable adjustments might include:
- Reviewing and updating recruitment processes
- Implementing blind CV screening
- Establishing diverse interview panels
- Creating standardised evaluation criteria
- Providing flexible working arrangements
- Ensuring equal access to development opportunities
- Regular review of promotion criteria and decisions
- Fair distribution of work assignments
How to Overcome Unconscious Bias in the Workplace
Creating a workplace free from unconscious bias requires a systematic approach and ongoing commitment.
Regular Bias Training and Education
- Mandatory training for all employees
- Specific guidance for hiring managers
- Real-world scenario workshops
- Regular refresher sessions
Policy and Process Review
- Regular audit of recruitment procedures
- Assessment of promotion criteria
- Review of performance evaluation methods
- Analysis of work allocation patterns
Data-Driven Monitoring
- Track diversity metrics across all levels
- Monitor promotion rates across different groups
- Analyse pay equity regularly
- Review employee feedback and engagement data
ClearTalents’ comprehensive reporting suite helps organisations track progress on their inclusion journey, providing actionable insights to drive positive change.
Helpful Resources
For additional support and information about addressing unconscious bias, consider these reputable organisations:
Consider ClearTalents for Your DEI Needs
Managing unconscious bias effectively requires the right tools and support. ClearTalents provides comprehensive diversity and inclusion software designed to help organisations create fairer, more inclusive workplaces.
Our platform offers:
- Tailored workplace adjustments for each individual
- Tools for consistent decision-making
- Resources for manager support and development
- Comprehensive tracking and reporting capabilities
By implementing systematic approaches to addressing unconscious bias, organisations can create environments where every employee could succeed based on their abilities and potential.
Published on: 21/01/2025
Author: Robin Christopherson, Content Manager
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