As humans we have many unconscious biases and in organisations our leadership decisions are also subject to them. Gender bias leads to predetermined views of talent, creating inequalities and a loss of capability and commitment.
Unconscious gender bias prescribes leadership as a male domain and lies at the heart of why men are disproportionately chosen ahead of women for leadership roles, even when managers believe they are being fair.
Gender stereotypes are learnt early, stored in memory and accessed without awareness. Our conscious and unconscious beliefs are often likely to contradict each other, especially when it comes to contentious issues such as gender. Usually, what we say represents our conscious beliefs, while what we do represents our unconscious beliefs.
Dr Karen Morley, co-founder of Gender Worx - the specialist diversity division of Insync - has researched how unconscious bias can affect the choices of women throughout their careers. Karen has over 20 years' experience in leadership consulting and wrote the 60 page white paper, Unlocking the potential of women at work: a decade of evidence.
At an Insync round table discussion on the topic of unconscious bias with Karen and various leaders and HR professionals, five great ideas emerged:
"Getting to grips with unconscious bias"
|Learn more about unconscious bias and how it impacts business decision-making with our free white paper.|
To determine the extent of the unconscious bias across your organisation and the differences in each level and division, find out more about our gender diversity survey.
To determine the extent of your own unconscious gender bias, click the following link and follow the instructions.