Showcase Magazine Winter 2026 - Flipbook - Page 16
EQUALITY &
DIVERSITY
Unconscious
Unconscious bias
bias
Unconscious bias, sometimes called implicit bias, refers to the attitudes or stereotypes that affect our
understanding, actions, and decisions without us even realising it. These biases are automatic and often
shaped by our background, culture, and experiences. While they are a natural part of the human brain’s
way of processing information, they can influence behaviour in ways that are unfair or discriminatory.
Everyone has unconscious biases. They can appear in everyday situations, from the way we interact with
colleagues and peers to the decisions we make in hiring, promotions, or education. For example, a
practitioner might unconsciously call on boys more often than girls in an activity, or an employer might
favour candidates who share their own background or interests. These biases are not necessarily malicious,
but they can have a real impact on opportunities, outcomes, and inclusion.
Unconscious bias can take many forms. Affinity bias is when we favour people who are like us, while
confirmation bias makes us pay more attention to information that confirms what we already believe. Halo
effect occurs when one positive trait overshadows everything else about a person, and the horn effect is
the opposite, where one negative trait unfairly defines our perception of someone. Recognising these
patterns is the first step in reducing their influence.
Awareness alone is not enough to tackle unconscious bias. Active steps are needed. Organisations and
individuals can use structured processes, such as blind recruitment or standardised assessments, to
reduce subjective influence. Training sessions can help people recognise and question their own biases.
Encouraging diverse teams and perspectives is another effective way to challenge assumptions and foster
inclusion.
On a personal level, reflecting on your decisions and considering whether bias might have influenced them
is crucial. Asking yourself questions such as,
