Unconscious Bias, Stereotypes, and Microaggressions
Confirmation Bias
The tendency to search for, interpret, favor, and recall information in a way that confirms or supports one's prior beliefs or values.
Halo/Horn Effect
A cognitive bias which can possibly prevent someone from accepting a person, a product, or a brand based on the idea of an unfounded belief on what is good or bad.
Affinity Bias
The tendency to favor people who share similar interests, backgrounds, and experiences with us.
Conformity Bias
The tendency to take cues for proper behavior in most contexts from the actions of others rather than exercise our own independent judgement.
Appearance Bias
The tendency to assume that people who are physically attractive also possess other desirable personality traits.
You know the old adage about when you assume, you make...well, you get the point. Assumptions based on stereotypes, small snippets about someone, and our unconscious and conscious biases can lead to a disconnect between people. Our assumptions reinforce our deeply entrenched ideas. It is valuable to put all assumptions aside, actively listen, and build a relationship with someone. You will likely still have your unconscious biases but maybe, just maybe, they will begin to shift as you get to know a diverse variety of amazing people.
According in to the Oxford English Dictionary, a microaggression is defined as "indirect, subtle, or unintentional discrimination against members of a marginalized group." Microaggressions are everyday slights, insults, putdowns, invalidations, and offensive behaviors that people from underrepresented communities contend with on a near constant basis.
Examples of microaggressions include, but are not limited to:
Microaffirmations are on the opposite end of the spectrum from the Microaggression. Where a microaggression is a small slight, insult, or unintentional form of discrimination, a microaffirmation is much more appropriate for the workplace. Microaffirmations are the small actions or statements we use to validate someone (including ourselves). These might include giving credit to others, providing comfort during times of distress, and small gestures that acknowledge another person's value.
Effective forms of microaffirmations:
Stereotypes are the preconceived, often unfair and untrue beliefs we hold about certain groups of people, ideas, and things. Stereotypes can be held about race, gender, ability, class, wealth, religion, age, naturalization status, and many many other characteristics. They can be conscious or unconscious, and all stereotypes are learned. We are taught to stereotype, we are not born stereotyping people.
When we make these assumption we either promote or diminish a person, in our thoughts and actions, of certain groups we favor or disfavor, based on our learned stereotypes. Stereotypes feed our unconscious biases and can lead to microaggressions, whether intentional or unintentional.
Gender Stereotypes!
Age Stereotypes!
Identify and evaluate your own biases
Let others challenge your assumptions
Spend time with people who are different from you
Give yourself some slack
When you feel brave enough to respond to microaggressions, it is important to understand that this can lead to a difficult conversation. That does not mean it should be avoided, in fact, knowing it will be a tough conversation will help you understand that the conversation is necessary. You may not be addressing microaggressions that were pointed at you; you could be having these conversations as an ally who is speaking for someone who does not feel powerful enough to have those conversations themselves.
Unconscious bias, stereotypes, and microaggressions can have significant negative impacts on the employee experience within an organization. Coqual, a global think tank and advisory group, conducted a study on how bias impacts employees in the workplace and found that:
