Unconscious Bias at Work

For example, hiring a person because of close association with him or her such as being of the same age and segregating against others who are different in either age or characteristics from the one they have. This discrimination poses a legal risk to those advancing them. The big question is how different companies or employers promote these biases (Flack, 2018). Employers use Harvard’s implicit association tests to know their preferences. Recently, significant discussions about the validity of the assessment have been advanced, and any company using the analysis can be sued in a court for biases. Knee-jerk interview guide serves as a reminder during such conversations (Katehi & Kass,(2017). During the interview, one should be reflexive and deliberate and not conform to the initial impression.

Managers seek to know why they feel in a certain way during meetings and when not sure they can postpone the interviews to have data-driven interviews. In most of the cases, people get answers when they think about something. For example, the old members among those seeking for a job will strike on his mind as “rigid” which somehow is a stereotype and should never be used in decision making. Nevertheless, inspections achieved if managers are true to their feeling. Moreover, if they look more inclined, it is okay if know the significant of the advantages of a well-structured business that come along with diverse workforce. The driving force behind every workplace should be advocating for diversity in every workplace. From a legal aspect, employees should ensure that their business practices comply with the ombudsman guideline against discrimination.

In the ombudsman guidelines, there is a likelihood of prejudice to occur if workers take action against a fellow employee on the aspect of unbiased characteristics and may lead to open litigations. Effective training involves looking at how people make decisions when faced with situations such as, how it human portray behaviors and the ways of mitigation. The training required in the workplace involves the expected levels of biases that the individuals expect to encounter in their day to day experiences either through team dynamics, hiring and in their career development. It is vital to note, that the critics of the training claim that it does not necessarily enhance diversity in an organization and may allow the use of stereotypes. Participants fear to attend the process because of the fear that they will be accused of propagating prejudice.

In contrast, very few researches have looked at the long-term impact of the training. Even though this system of hiring has some disadvantages but according to me the greater good is more significant for diversity inclusion Measure and experiment It is essential for any organization to set goals which are measurable. The primary purpose of any workplace is building a workplace that incorporates everyone in decision making. The workplace should be an inclusive one and facilitating good decision making and processes. The primary goals of the business are centered on equal representation in management or demographics, but majorly on what the company wants to achieve in the long run (Katehi,& Kass,2017). There should be set standard for bias awareness and understanding in business as provided by a survey in the organization.