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Mitigating the Risk of Unconscious Bias

on Thursday, 01 October 2015.

The creation and development of a more diverse workforce and learning environment at all levels is an important objective for most universities and higher education institutions (HEIs).

Whilst there has undoubtedly been progress in some areas, the overall pace of change is slow.

What is unconscious bias?

Recently there has been an increasing focus on the concept of 'unconscious bias'.

Unconscious bias is essentially bias that we are unaware of and which happens outside of our control. It is a bias that happens automatically and is triggered by our brains making quick judgments and assessments of people and situations, influenced by our background, cultural environment and personal experiences. It can occur in many situations and in relation to many prejudices which could include:

  • physical characteristics or appearances
  • social contexts, such as socio-economic groups
  • stereotyping
  • group favouritism

Why should it be on your agenda?

In many circumstances, these prejudices can amount to discrimination under the Equality Act 2010, which could expose a university or HEI to a tribunal and/or civil claim. An example of this kind of prejudice could be a decision not to promote a woman because of stereotypical assumptions about having children.

However, unconscious bias can be much wider than this and extend beyond the scope of the Equality Act. Unconscious bias is therefore a business risk that needs to be identified and mitigated in the same way as any other risk.

VWV is receiving an increasing number of requests to assist clients with staff development in this area, as well as in relation to auditing policies and processes to identify situations where unconscious bias may have an impact.

What can you do?

Research by various eminent academics has shown that unconscious bias is a habit that can be changed.

Raising awareness and investing in staff development in this area through the use of interactive workshops and training are key, together with the provision of a toolkit of strategies to equip relevant staff to identify and address any biases.

Changing behaviour in this way takes time, effort and a willingness on the part of decision makers to be open to change. To be really effective, it needs to be led by Council/the Board and senior management teams and they should be the first groups to undertake and engage with raising awareness.

Next Steps and How We Can Help

  • Review all internal processes and identify situations where unconscious bias may have an impact. Commonly, these will include recruitment practices, promotion processes and PDRs/appraisals.
  • Implement/refresh staff development programmes, prioritising the development of senior management and those involved in recruitment and promotion.
  • Risk assess new policies/processes to limit the impact of unconscious bias.

If you would like more information or would like to discuss how unconscious bias can be addressed in your institution, please contact Jane Byford on 0121 227 3712.

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