Your team is struggling with unconscious bias in decision-making. How can you address it effectively?

Tackling unconscious bias in decision-making requires a multi-pronged approach. Start with comprehensive bias training to raise awareness among your team. Implement structured decision-making processes to minimize subjective judgments. Encourage diverse perspectives by fostering an inclusive environment where everyone feels heard. Use data-driven analytics to highlight any bias patterns in decisions. Lastly, promote a culture of continuous feedback and reflection, allowing team members to identify and address their biases proactively. Remember, addressing unconscious bias isn't a one-time effort but an ongoing journey towards fairness and inclusivity.

In "The Piano" on UK TV Channel 4, a piano is installed on the concourse of a busy railway station. Amateur pianists play a piece of music as commuters rush by. In a recent episode a young boxer brought up on a Council Estate in Leeds was introduced. He admitted that, if not for boxing, he would, by now, have a criminal record. In common with most viewers, my unconscious bias kicked in. What happened was completely unexpected. He played Chopin's Ballade No 4, a notoriously difficult classical piece for piano. A large crowd gathered - mesmerised by his playing. "For me, classical music is the finest form of human expression," he explained "You don't need to be a certain person to do that" "You just need to be human". Taught me a lesson!

It is difficult to be entirely sure of what unconscious bias does your team/colleagues have. Some may have multiple biases. I don't see this as a problem. Everyone has them. Their biases provide different perspectives on the matter at hand. If we focus on the merit of each perspective, we will decide on one that will likely be best action to move forward. Most importantly is to provide everyone the opportunity to present their viewpoints.

The book Supercommunicators: How to Unlock the Secret Language of Connection by Charles Duhigg has a terrific chapter on this very topic that showcases how Netflix helped their employees recognize unconscious bias. The book itself is amazing, and making the book or the chapter required reading before a session will work wonders because it brings up issues we don't generally think about (the uncionscous part) and how not thinking about them harms a group of people (the bias part).

When your team is struggling with unconscious bias in decision-making, address it effectively by first acknowledging its existence and impact. Implement training programs focused on bias awareness and mitigation strategies. Encourage open discussions about biases and create an inclusive environment where diverse perspectives are valued. Use structured decision-making processes that rely on objective criteria, and regularly review decisions to ensure fairness. By fostering a culture of continuous learning and accountability, you can help your team make more equitable and informed decisions.

Raise awareness – Educate your team on the concept of unconscious bias and how it can impact workplace dynamics, decision-making, and inclusivity. Establish clear values – Define and communicate your organization's values centered around diversity, inclusion, and respecting different perspectives. Diversify your team – Integrate individuals from a variety of backgrounds, experiences, and perspectives into the team. Promote collaboration – Encourage open dialogue and teamwork, enabling diverse viewpoints to be heard and considered. Implement inclusive decision-making – Develop processes that require input from multiple team members, reducing the impact of individual biases.

Turn taking is a simple and effective strategy for combatting bias. If everyone in the room has an opportunity to contribute their ideas (by taking it in turns) you'll hear from all voices in the room.

Establish mechanisms to monitor decision-making outcomes, analyzing patterns that may indicate the presence of bias. Ensure to conduct regular reviews of these findings with your team, engaging in open discussions on strategies for improvement. This continuous evaluation not only encourages accountability but also emphasizes the commitment to combatting unconscious bias. By actively addressing biases within the team, you cultivate an atmosphere of equality, where all members can thrive and contribute to the organization's success. Ultimately, a diverse and unbiased environment results in better decision-making and higher levels of innovation.

You can lead by example by knowing your blind spots and seeking out (and paying for) others with lived experience that is different from yours. For example, a disability inclusion plan will be most effective if the organisation seeks the perspective of people living with disabilities or the insights or organisations who specialise in disability advocacy.