Challenging your bias is uncomfortable and takes effort, but it needs to be done to foster a truly inclusive workplace culture. Andrea Dermody explains how.
Our brains are trained to make snap decisions that are not necessarily based on either facts or judgment. The key here, however, is what happens next.
Do you act on your initial judgement, or do you take a step back, acknowledge the facts, and change your behaviour accordingly?
This is a central issue around different types of bias. When we make a judgement and don't change our approach, no matter the evidence to the contrary, we're heading down a dangerous road towards unconscious bias. And, when we first become aware of unconscious bias, trying to do anything about it will feel uncomfortable.
Why uncomfortable matters
When we learn a new skill, such as riding a bike, we're delighted to be uncomfortable. But in the professional arena, and especially for those in senior roles who are used to being regarded as well-informed, recognising that there are areas where we are ignorant is an uncomfortable place.
However, to work towards eradicating biases, it is essential to be aware of these knowledge gaps and understand how important it is to start learning. By listening to what people with different experiences have to say, you will build this skill into a habit and eventually find yourself less uncomfortable and more informed.
Be BRAVE to counteract bias
One way to eradicate biases is to deploy the 'BRAVE' technique. Each letter of BRAVE stands for two actionable steps an organisation can take.
Build relationships outside your in-group
Hearing the story of someone else's different lived experiences can help promote empathy.
Be consciously inclusive
Ensure you build inclusion into every touchpoint and interaction you have with people by asking yourself what is missing: do we have differences represented? Do we hear different perspectives and voices?
Recognise bias in yourself and others
Look for people who will challenge you—and do the same for them.
Request feedback from a broad group
You have to leave your echo chamber to see the full picture of a situation. Consider 360 feedback requests from people outside your comfort zone, such as peers and direct reports.
Advance all talent
Don't just choose to mentor and sponsor people who have the same experiences as you. It is much more valuable to mentor and sponsor people who might have a different experience from your own to broaden your view and theirs.
Accountability to drive progress
Consider how you will hold yourself accountable for any changes you make to your way of thinking and question how your organisation holds people responsible for change. Without accountability, cultural or behavioural change is impossible.
Being vocal the moment you see inequity
If you don't challenge where you see inequity, you're telling everybody else in the group that you're okay with what's been said. Speak up.
Add another viewpoint to your decision making
Are you only making decisions based on input from a tiny group of people? Receive input from a variety of different types of people.
Empower everyone to contribute and act
Help people understand that inclusive culture is about how we treat each other, from the CEO down.
Effort by everyone, every day
Feeling and doing something that makes you uncomfortable, or doing something that feels initially counterintuitive, can feel like it's going against your gut. But, we must make ourselves uncomfortable to drive inclusivity within our organisations.
Andrea Dermody is the Founder of Dermody Inclusive Organisations