Formal vs. Informal Unconscious Bias: What Employers Need to Know

Formal vs. Informal Unconscious Bias: What Employers Need to Know

The concept of unconscious bias has been in the limelight for quite some time now. It refers to the implicit assumptions and stereotypes that people hold about others, based on their traits, beliefs, and backgrounds. These biases can have a profound impact on an individual’s personal and professional life, especially in the context of their workplace. Employers need to understand the distinction between formal and informal unconscious bias and their adverse effects to create a fair and inclusive work environment.

What is Formal Unconscious Bias?

Formal unconscious bias refers to an explicit, legally or professionally sanctioned set of assumptions or biases that are enforced systematically against certain groups of people. For example, a company’s dress code policy that requires female employees to wear high heels or makeup can be considered formal unconscious bias. Such biases are built into the system of an organization and can be hard to identify and change.

What is Informal Unconscious Bias?

Informal unconscious bias is the less-complicated version of formal unconscious bias. It refers to individual unconscious biases that are not explicitly required or encouraged by an organization but are still prevalent in the decision-making processes of its employees. For example, an interviewer asking a female candidate about her family status in a job interview can be considered informal unconscious bias. Informal bias is far more ubiquitous, subtle, and insidious than formal unconscious bias.

How do Formal and Informal Unconscious Bias Affect the Workplace?

Formal and informal unconscious bias can have far-reaching repercussions on an individual’s personal and professional life. In the workplace, these biases can reflect in various ways – whether in hiring, promotions, assignments, or relations with colleagues. For instance, a female or a minority candidate may be subjected to formal or informal biases in the recruitment process, leading to lower chances of hire or promotion.

How Can Employers Tackle Unconscious Bias?

To effectively tackle unconscious bias in the workplace, employers can take several measures that focus on awareness, education, and action. The first step is to acknowledge and recognize the existence of unconscious bias. Employers can then invest in formal anti-bias training programs to develop awareness and skills among their employees.

Moreover, recruitment processes can be designed to minimize the effects of unconscious bias by adopting techniques such as blind resume reviews, structured interviews, and diverse selection committees. Additionally, creating a diverse culture within an organization can address informal biases by promoting diversity and inclusion through mentorship programs, employee resource groups, and diversity & inclusion councils.

Conclusion

The distinction between formal and informal unconscious bias is critical to understanding the impact they can have on individuals and organizations. Employers need to take proactive steps to address these biases and create a diverse and inclusive work environment. This can help ensure that each employee feels valued and is treated fairly based on their merits, rather than their traits or background. By challenging unconscious bias through awareness and action, employers can foster a more welcoming, productive, and equitable workplace culture.