In a workplace setting, bias can lead to favoritism, discrimination, or unfair treatment of certain individuals or groups, affecting everything from hiring practices to daily interactions. Read our blog to discover what is bias, how it affects your organization, and what to do about it.

What is the Definition of Bias?

Bias refers to a preconceived opinion or inclination that can influence one’s perception and actions toward others. 

Bias in the workplace often stems from unconscious attitudes shaped by cultural, personal, or social influences. It can manifest in various ways, including assumptions based on:

  • Age
  • Gender
  • Race
  • Education

When we define bias, it’s important to mention that favoritism and nepotism are types of biases, and they all affect employee mental health on different levels.

42% of employees manifest experiencing bias at work

Why is Understanding Bias Important for HR, Business Owners, and Team Leaders?

Addressing bias in the workplace is critical for HR professionals, business owners, and team leaders because it impacts organizational culture, employee morale, and overall performance. Essentially, by understanding what bias is, leaders can develop policies and practices to foster fairness and equality.

  • Promotes Fairness and Equality: Recognizing bias at work helps ensure that employees are treated equitably, regardless of race, gender, age, or background. A fair and inclusive work environment strengthens trust within teams.
  • Enhances Employee Engagement: Reducing bias boosts engagement by fostering a culture where employees feel valued and respected. Studies show that organizations with high engagement have 21% higher profitability and 17% higher productivity (Gallup, 2021).
  • Supports Diverse Talent Acquisition: Minimizing bias in hiring allows companies to attract diverse talent, enriching the workplace with varied skills and perspectives.
  • Improves Decision-Making: Leaders aware of their own biases make more balanced decisions, benefiting both individuals and the organization.
  • Minimizes Legal Risks: Addressing bias reduces the risk of discrimination claims, safeguarding the organization from potential legal and financial consequences.

Types of Bias

Different types of bias affect workplace interactions and decisions, each with distinct effects on employees and team dynamics. Understanding these biases helps leaders address issues that could impact performance, retention, and morale.

  1. Confirmation Bias: The tendency to favor information that confirms one’s pre-existing beliefs, leading to selective perception and decisions. This bias can affect recruitment when interviewers seek traits that align with their views.
  2. Affinity Bias: Also known as “similar-to-me” bias, this occurs when individuals favor those with similar backgrounds, interests, or experiences. It may exclude diverse candidates, affecting team diversity.
  3. Halo and Horn Effect: The halo effect is the tendency to let one positive trait influence overall perception, while the horn effect allows a negative trait to overshadow positive ones. These biases are especially prevalent in performance reviews.
  4. Anchoring Bias: When initial impressions heavily influence subsequent judgments, especially in hiring or evaluations. For example, a strong first impression may cause a leader to overlook later performance issues.
  5. Attribution Bias: The tendency to attribute one’s successes to personal traits and others' successes to external factors. This type of bias at work can lead to unfair evaluations, demoralization, resentment, and a hostile work environment.

How Does Bias Influence Workplace Productivity?

Bias in the workplace has a significant impact on productivity by creating a culture of mistrust, favoritism, and unfair treatment. Research shows that 42% of employees feel they face workplace bias, which affects their engagement and willingness to contribute (Center for Talent Innovation, 2020). Here’s how bias impacts performance:

  • Reduces Team Cohesion: Perceived bias can lower team cohesion, as employees feel that their contributions are not valued equally. Reduced cohesion hampers collaboration and effectiveness, ultimately lowering overall productivity.
  • Hinders Innovation: A biased work environment discourages employees from sharing unique perspectives, limiting creativity and innovation. Diversity of thought enhances problem-solving, but bias can stifle this diversity by marginalizing voices.
  • Increases Turnover Rates: Employees who experience or perceive bias are more likely to leave, leading to higher turnover rates. This disrupts productivity as new hires need to be recruited, trained, and integrated.
  • Impacts Employee Confidence: Bias causes employees to doubt their abilities, which can limit their willingness to take on new challenges. Studies show that employees who feel marginalized at work are 23% less likely to stay engaged (SHRM, 2022).

What Are Some Real-World Examples of Bias in the Workplace?

Understanding real-world examples of bias helps HR and team leaders recognize these behaviors in their own organizations. Here are some examples:

  1. A hiring manager may favor candidates from top-tier universities, assuming they’re more capable. This type of bias excludes candidates with different educational backgrounds, even if they have the required skills.
  2. Employees who socialize with management may be more likely to receive promotions, displaying affinity bias. This form of bias at work can undermine team morale and lead to perceived unfairness.
  3. In evaluations, managers might allow a single positive or negative trait to dominate their assessment, showcasing the halo or horn effect. This leads to inaccurate evaluations that don’t fully reflect performance.
  4. Certain employees may receive frequent feedback and development opportunities, while others are overlooked, illustrating confirmation bias. This impacts employee growth and engagement.
  5. Managers may assume younger employees are better suited to tech-oriented projects, showing age-related bias. This assumption restricts employees’ professional development in a multigenerational workforce organization.
meditopia can be helpful in supporting employee wellbeing and training managers in bias in the workplace

How Can Bias Impact Employee Mental Health?

Bias can severely affect employee mental health, leading to stress, diminished self-esteem, and isolation. The effects of bias are supported by psychological theories, including Cognitive Dissonance Theory, which explains the discomfort people feel when they’re treated unfairly based on factors beyond their control.

Remember that experiencing bias triggers the fight-or-flight response, increasing cortisol levels and chronic stress. Over time, this can lead to burnout and decreased productivity.

Also, according to Social Comparison Theory, employees evaluate their worth based on how they’re treated compared to others. Bias creates feelings of exclusion, reducing engagement and overall morale.

That’s why, for organizations, understanding the bias meaning, addressing it on time, and offering the right sensitivity training and employee support, can help protect mental health, increase engagement, and foster a supportive work environment. 

Offering Employee Assistance Programs (EAPs) with resources like counseling can help employees affected by bias manage stress and build resilience.

FAQs: Bias in the Workplace

How does an EAP help with bias?

An Employee Assistance Program (EAP) offers essential resources like counseling and workshops to help employees process experiences of bias at work. EAPs support employee mental health by providing coping mechanisms and creating a safe space to discuss concerns, while also helping managers and leaders by offering different types of mental health solutions.

How should bias be managed at work?

Bias should be managed by promoting open dialogue, implementing clear workplace policies, and encouraging accountability at all levels. Regular assessment and feedback can help leaders recognize and reduce bias proactively.

How can bias be prevented or addressed?

Preventing bias involves setting up unbiased recruitment and evaluation processes, offering training resources to staff, and establishing reporting channels. Addressing bias promptly shows a commitment to fairness and inclusivity.

How can training address issues related to bias?

Training raises awareness of unconscious biases, equipping employees to recognize and counteract bias in decision-making. These programs foster an inclusive work environment where diverse perspectives are respected.

How can companies create policies around bias?

Companies can create anti-bias policies that define bias, specify unacceptable behaviors, and outline steps for reporting incidents. Policies should include regular reviews and reinforcement to adapt to evolving needs within the workplace.

What role does bias play in workplace morale and mental health?

Bias negatively impacts employee mental health and morale by fostering feelings of exclusion and unfairness. When employees feel valued and respected, engagement and productivity increase, contributing to a positive work environment.

‍