Recognizing Unconscious Biases

Recommended APA 7th Edition Citation:

Grinev, L. (2023, June 14). Recognizing unconscious biases. In Articles. WellnessToday180. https://wellnesstoday180.net/blog#articles

Weinberg and Fine (2020) warned of the increase in microaggressions and “modern racism,” which includes aversive, cultural, epistemological, and institutional forms of racism, in workplaces. According to FitzGerald and Hurst (2017), implicit biases form because of availability, controllability, intention, and need for mental resources. Similarly, Tolstoi-Miller noted in TEDx Talks (2017) that decision-making occurs after information overload deductions as the brain cannot correctly handle too much information at one time. Thus, unconscious biases, like implicit biases, form to assist in quick decision-making. An example that Tolstoi-Miller provided of an unconscious bias influencing hiring practices in the workplace is a recruiter not hiring an applicant for wearing white after Labor Day. Even Tolstoi-Miller questioned whether she should remain a recruiter, fearing that she may be pinpointed as a “blonde bimbo.”

As expressed by Tolstoi-Miller (TEDx Talk, 2017), these unconscious biases are placed onto others and ourselves to enact belongingness or prevent change or mistakes. In Tolstio-Miller's words, “we will all be wrongly judged and be perceived by someone else’s unconscious bias,” like being viewed as an exemplary candidate by one recruiter but otherwise by another recruiter. Tolstio-Miller advocated that we need to “appreciate individual differences and similarities” to “build collectiveness,” such as increasing self-awareness by writing down assumptions, judgments, and perceptions or taking Harvard’s online implicit association test to unravel unconscious biases.

Unconscious biases do not only exist in hiring practices or within workplaces, but Tolstio-Miller (TEDx Talk, 2017) mentioned it in dating, media, politics, schools, and the judicial system. Social work settings are not excluded because Sengah (2023) formulated that healthcare disparities are rooted in biases. These disparities from implicit biases impacted diagnostic and treatment decisions between diverse populations and healthcare professionals in FitzGerald and Hurst (2017).

Some unconscious biases that social workers, which may be similar to those of recruiters, have may be related to the other individual’s ethnicity/race, gender, health condition, or weight (Weinberg & Fine, 2020). Like Tolstio-Miller (TEDx Talk, 2017), Sengah (2023) stated that mitigating the impact of unconscious bias for social work professions requires reflections that ultimately reduce oppression, including the embodiment and expression of biases impacting qualities of life. Other mitigating strategies come from Weinberg and Fine (2020) regarding anti-racist practices and FitzGerald and Hurst (2017) on utilizing feminist theory emphasizing intersectional practices. Still, motivation and a possibilist mindset are needed to steer positive actions and effects to create opportunities for the dignity and worth of individuals (Sengah, 2023). Otherwise, not countering unconscious biases in the context of social work organizations or hiring practices can cause conflicting professional and personal values, psychological distress, and reduced job benefits and opportunities (Weinberg & Fine, 2020).

References

FitzGerald, C., & Hurst, S. (2017). Implicit bias in healthcare professionals: a systematic review. BMC Medical Ethics, 18(1), 1-18. https://doi.org/10.1186/s12910-017-0179-8

Sengeh, D. M. (2023). Radical inclusion: Seven steps to help you create a more just workplace, home, and world. Flatiron Books: A Moment of Lift Book.

TEDx Talks. (2017, May 4). Unconscious bias: Stereotypical hiring practices. Gail Tolstoi-Miller. TEDxLincolnSquare [Video]. YouTube. https://www.youtube.com/watch?v=QCFb4BiDDcE

Weinberg, M., & Fine, M. (2020). Racisms and microaggressions in social work: the experience of racialized practitioners in Canada. Journal of Ethnic & Cultural Diversity in Social Work. https://doi.org/10.1080/15313204.2020.1839614