{"id":83269,"date":"2026-08-14T09:30:00","date_gmt":"2026-08-14T08:30:00","guid":{"rendered":"https:\/\/www.highspeedtraining.co.uk\/hub\/?p=83269"},"modified":"2026-08-14T10:59:03","modified_gmt":"2026-08-14T09:59:03","slug":"unconscious-bias-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.highspeedtraining.co.uk\/hub\/unconscious-bias-in-the-workplace\/","title":{"rendered":"What is Unconscious Bias in the Workplace?"},"content":{"rendered":"\n

An individual\u2019s lived experiences greatly influence how they view the world and the people around them. Whilst some of these views are rooted in personal encounters, others can be influenced by the media, family and friends or the social climate. These views can result in automatic judgments that are based on harmful, one-dimensional beliefs about certain characteristics and what they ostensibly mean. This unconscious bias can cause people to unknowingly think favourably of some and less favourably of others for incredibly superficial reasons. <\/p>\n\n\n\n

Everyone has some level of unconscious bias and it\u2019s important to be aware of how bias can negatively influence someone\u2019s behaviour or decisions. In the workplace unconscious bias can lead to a lack of diversity, unfair hiring practices and high staff turnover. It can make a work environment feel unsafe and lead to inaccurate judgements that result in people\u2019s talents being overlooked. In this article we will outline what unconscious bias is, how it can show up in the workplace and provide some guidance on how to tackle unconscious bias.<\/p>\n\n\n\n

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What is Unconscious Bias?\u00a0<\/h2>\n\n\n\n

Unconscious bias refers to the opinions and prejudices that a person unknowingly has. Despite these biases being unconscious, they can still influence a person\u2019s decisions or behaviour towards someone with a specific trait or characteristic. Unconscious biases are typically influenced by our background, lived experiences, social interactions and stereotypes. It\u2019s important to note the unconscious element of unconscious bias. Many people have biases and are aware that they have them. Whilst this is not necessarily positive, when people are conscious of their biases it can make it easier to identify when their behaviour is potentially unfair or rooted in prejudice. Comparatively, unconscious biases are the opinions that we form outside<\/em> of our conscious awareness, meaning an individual may not know that they have a particular bias and may not recognise how that bias has influenced their decision or attitude toward someone. However, just because a bias is unconscious does not mean it cannot have the same disenfranchising impact. <\/p>\n\n\n

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\"Colleagues<\/figure><\/div>\n\n\n

In the workplace unconscious bias can have a significant influence on the working environment and key decisions such as recruitment and promotions. For example, unconscious bias can cause an interviewer to not hire an individual due to an unconscious prejudice against their name or a manager to skip over an employee for promotion due to their unconscious belief they wouldn\u2019t be able to handle the role due to their age. Unconscious bias in the workplace limits diversity and can result in a mirrored workforce in which only people with similar characteristics are hired. At first glance this may not seem like a bad thing as the people hired are \u2018good fits.\u2019 However, when people are only deemed \u2018good fits\u2019 as they share similar characteristics to the existing workforce, such as age, race or gender, and not because of their qualifications or working experience, workplaces become homogenous environments in which any kind of difference is feared rather than welcomed.   <\/p>\n\n\n\n

Unconscious bias can also impact how an individual feels about their job and whether their working environment feels safe and inclusive. When unconscious bias is left unchecked, it can lead to low staff morale and feelings of demotivation if opportunities feel limited or unfair. This can result in high staff turnover, absenteeism<\/a> and a poor reputation for businesses. There are also legal implications as under the Equality Act 2010<\/a>, which legally protects people from discrimination in the workplace, businesses and employers must not make decisions about prospective employees or staff based on protected characteristics. A bias being unconscious is not a legal defence for someone being discriminated against. As such, it is vital that businesses and employers take steps to recognise any unconscious bias in the workplace and address it in a timely manner.\u00a0<\/p>\n\n\n

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Unconscious Bias vs. Implicit Bias<\/strong><\/p>\n\n\n\n

Unconscious bias and implicit bias are often used interchangeably to describe biases or prejudices that an individual unknowingly has. The phrase \u2018implicit bias\u2019 was first coined by psychologists Mahzarin Banaji and Anthony Greenwald in their 1995 article Implicit social cognition: Attitudes, self-esteem, and stereotypes<\/em><\/a>. In their article they argued that implicit bias is \u2018an automatic reaction we have towards other people [and that] these attitudes and stereotypes can negatively impact our understanding, actions and decision-making.\u2019 Unconscious bias also refers to automatic or preconceived thoughts that can impact a person\u2019s decision making. Whilst the phrase ‘unconscious bias\u2019 is more commonly used when discussing the workplace, it refers to the same \u2018automatic\u2019 behaviours. As such, unconscious bias and implicit bias typically refer to the same thing.\u00a0<\/p>\n\n\n\n

\"Expert<\/div>

Looking for More?<\/h3><\/div><\/div>

Our Unconscious Bias Training<\/a> will give you the skills to recognise your own preconceived judgements and learn how to challenge them. By the end of the training, you will be confident in identifying and overcoming your own implicit biases.<\/p><\/div>\n\n\n\n

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Types of Unconscious Bias<\/h2>\n\n\n\n

Unconscious bias is an umbrella term which encompasses many different biases. Whilst most unconscious bias is rooted in unchallenged preconceived notions, not all of those notions are focused on the same thing. For example, someone with beauty bias may have a different type of prejudice than someone with attribution bias. Recognising the different types of biases and how they can manifest can help improve self-awareness and help individuals address the root of their particular bias. Subsequently, this can help to support tailored attempts to address any implicit bias than an individual may have. <\/p>\n\n\n

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Below you will find a table exploring eleven common types of unconscious bias and how they can show up in the workplace. This list is not exhaustive however it addresses the types of unconscious bias that are typically found in the workplace.<\/p>\n\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n
Bias<\/th>\n Meaning<\/th>\n Example in the Workplace<\/th>\n <\/tr>\n <\/thead>\n
Affinity Bias<\/td>\n Unconsciously preferring people with the same qualities as you, such as people who went to the same school or who share similar hobbies.<\/td>\n A recruiter only hires people who went to the same redbrick university as them as they believe it produces the best candidates. This results in fewer people with different academic careers being hired.<\/td>\n <\/tr>\n
Ageism<\/td>\n Negatively discriminating against someone because of their age.<\/td>\n A manager refuses to let a junior employee lead a presentation as he believes they are too young to present their report in a professional manner or to be taken seriously.<\/td>\n <\/tr>\n
Attribution Bias<\/td>\n Incorrectly assuming a person\u2019s behaviour is solely due to their character or a specific characteristic, rather than a situational factor.<\/td>\n A manager passes over an employee for promotion as they are infrequently late to work. They attribute this to them not taking work seriously and therefore not being reliable rather than recognising that they live further away from the office and rely on public transport.<\/td>\n <\/tr>\n
Beauty Bias<\/td>\n Judging someone based on their physical attractiveness; treating those perceived as beautiful preferably and treating those who are not harshly.<\/td>\n A coworker being rude to the receptionist as they think he doesn\u2019t care about his physical appearance or \u2018make an effort\u2019 to look nice for work.<\/td>\n <\/tr>\n
Conformity Bias<\/td>\n Agreeing with the views of the majority in order to fit in and be accepted by a group, regardless of one\u2019s own individual opinion.<\/td>\n A recruitment panel is reviewing a candidate\u2019s application. One member of the panel thinks the candidate would be perfect for the role however the other members of the panel disagree for insufficient reasons. To avoid \u2018being difficult\u2019 the panel member changes their opinion on the candidate to side with the majority.<\/td>\n <\/tr>\n
Confirmation Bias<\/td>\n Selectively focusing on information that aligns with a pre-existing belief and ignoring any evidence to the contrary.<\/td>\n A coworker disapproved of the hiring of a new employee. During that new employee\u2019s second week they have to take time off sick. The coworker sees this as proof that they should never have been hired in the first place as they are \u2018clearly\u2019 unreliable and not dedicated to the job.<\/td>\n <\/tr>\n
The Contrast Effect<\/td>\n Making judgements based on comparing one person to another rather than on each person\u2019s individual merits.<\/td>\n An interview panel is interviewing two candidates for a role. One candidate is a social extrovert and comes across as very charming and affable in the interview. The remaining candidate is comparatively seen as less outgoing and timid despite having better qualifications and more experience.<\/td>\n <\/tr>\n
Gender Bias<\/td>\n Preferring one gender over the other and treating someone poorly because of their gender.<\/td>\n A new mother is not hired for a construction job as the recruiter thinks it will be too physically demanding for a woman and that her new family will impact her ability to focus on the role.<\/td>\n <\/tr>\n
The Halo Effect<\/td>\n Solely focusing on one beneficial trait that an individual may have and ignoring any potential negative features.<\/td>\n A candidate is hired to fill a senior role as they worked in a similar role at a rival company. Their team highlights serious inadequacies in their work but this is ignored because of where they worked previously and they are instead encouraged to trust in their new manager\u2019s previous experience.<\/td>\n <\/tr>\n
The Horns Effect<\/td>\n Solely focusing on one negative trait that an individual may have and ignoring any potential positive features.<\/td>\n During an interview a candidate mentions that they had a difficult adolescence and whilst they were never arrested, did have encounters with the police. They have since turned their life around and have no criminal record, however the interviewer believes this makes them inherently untrustworthy and therefore unsuitable to work with.<\/td>\n <\/tr>\n
Name Bias<\/td>\n Negatively discriminating against someone because of their name.<\/td>\n A call centre is hiring for new employees. Upon receiving numerous applications, the recruiter filters out applicants with \u2018international\u2019 sounding names on the assumption that English will not be their first language and they will therefore have a strong accent that makes them hard to understand on the phone.<\/td>\n <\/tr>\n <\/tbody>\n<\/table>\n\n\n\n
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How to Overcome Unconscious Bias in the Workplace<\/h2>\n\n\n\n

Overcoming unconscious bias can feel daunting as biases are typically shaped by things outside of work that a workplace has limited power to influence such as one\u2019s lived experience, social background or familial attitudes. However, that is not to say that unconscious bias cannot and should not be tackled in the workplace. <\/p>\n\n\n\n

The strategies below can help you overcome unconscious bias in the workplace.<\/p>\n\n\n\n

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\n Recognise Personal Biases \"drop\n <\/h3>\n
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One of the most effective ways to overcome unconscious biases is by making them conscious. Whilst this may seem counter intuitive it can shed a light on biases that an individual may not be aware that they have. Once these biases have been recognised an individual can work to unlearn them and recognise the ways in which they may impact their decision making. Everyone has unconscious biases and so the goal in learning to recognise them isn\u2019t to shame someone for having them, but to learn how to control them, how to challenge them and how to limit their impact on others. <\/span><\/p>\n <\/div>\n

\n Don\u2019t Rush Decision Making \"drop\n <\/h3>\n
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A sense of urgency can unknowingly encourage people to rush decisions. This can cause them to rely on automatic reactions and judgements and not give the necessary time to challenge these views. For example, a member of HR may feel pressured to fill a role quickly as they need a new employee to support on a large, upcoming project. This sense of urgency causes them to filter CVs based on their unconscious biases, rather than by looking through each applicant\u2019s qualifications and suitability. They are unlikely to view this as being in any way prejudiced and may instead think that it is more efficient and that they are relying on their working experience to help filter candidates, rather than on an unconscious bias. As such, ensuring that people have adequate time to make important decisions such as hiring new staff or selecting employees for promotion encourages the full assessment of each candidate\/employee based on their individual capability, not a preconceived notion.<\/span><\/p>\n <\/div>\n

\n Focus on the Individual \"drop\n <\/h3>\n
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Many unconscious biases are rooted in harmful stereotypes, or, as mentioned, from a skewed perception that comes from comparing one person to another. When people are viewed solely through the lens of a particular characteristic or trait, confirmation bias, as well as other unconscious biases, can lead them to be pigeon holed and preconceived notions end up having more weight than the merits of the specific individual. This results in a narrowed perspective that reduces someone to a harmful stereotype. To avoid this in the workplace, focus on the individual in front of you and judge them on their own merit. This can help to challenge biases by reaffirming that people with shared characteristics and traits are not a monolith and should be respected as individuals. <\/span><\/p>\n <\/div>\n

\n Invest in Training \"drop\n <\/h3>\n
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Improving awareness of the importance of equality and diversity provides all employees with the tools to challenge biases in themselves and in others. Investing in comprehensive and reliable training, such as High Speed Training’s <\/span>Equality, Diversity & Inclusion<\/span><\/a> training, teaches employees about the benefits of a diverse working environment and how to create a sense of belonging for all. This in turn can help to create a positive working environment in which differences are celebrated and all people feel valued and included.\u00a0 <\/span><\/p>\n <\/div>\n

\n Commit to Equality, Diversity and Inclusion Practices \"drop\n <\/h3>\n
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Equality, diversity and inclusion is more than just a course to be taken each quarter. It should be an intrinsic part of a business\u2019 ethos and values and should be reflected in organisational policies and procedures. Under the Equality Act 2010 all employers must legally ensure that they do not unfairly discriminate in any aspect of work, take steps to prevent discrimination, do all they reasonably can to protect people from discrimination from others and look after the wellbeing of their workers. Addressing unconscious bias and recognising how it can lead to employees being discriminated against falls within this remit. As such, having robust equality, diversity and inclusion policies, as well as dedicated anti-discrimination procedures, helps a business remain legally compliant whilst signalling to employees that they take their responsibilities seriously. This can help to create a solid foundation of equality upon which a company-wide culture of inclusion can be fostered, encouraging people to recognise and celebrate diversity and to challenge biases in themselves and others. <\/span><\/p>\n <\/div>\n <\/div>\n\n\n

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To help overcome unconscious bias specifically in recruitment businesses can adopt the strategies listed above as well as:<\/p>\n\n\n\n