Unconscious bias is a mental shortcut made up of attitudes or stereotypes developed over time.<\/p>\n
Unfortunately, when it goes unchecked, unconscious bias can have detrimental effects on your organisation\u2019s creativity, diversity and inclusivity.<\/p>\n
Is there anything you can do to reduce unconscious bias? Yes! Look to the SELF model.<\/p>\n
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Unconscious bias can lead us all to make decisions based on flawed stereotypes or mental attitudes that have developed over time.<\/p>\n
To reduce the impact of unconscious bias, Hudson has developed the SELF model.<\/p>\n
We are most likely to give in to our unconscious biases when we are busy, anxious or under pressure \u2013 so avoid making key decisions during these times.<\/p>\n
The old adage or \u2018walking in someone else\u2019s shoes\u2019 is a simple, yet powerful technique for reducing unconscious stereotypes. This helps break down our brain\u2019s natural \u2018in-group\/out-group bias.\u2019<\/p>\n
Unconscious bias thrives on a lack of information. We often avoid what we don\u2019t understand and the best way to fix this is to be informed by actively seeking to learn about different diversity groups.<\/p>\n
Research demonstrates that unconscious stereotyping can be reduced by focusing on counter evidence. Organisations can reduce the impact of unconscious bias by celebrating individuals who don\u2019t conform to stereotypes.<\/p>\n
Recruitment processes such as structured interviews, psychometric testing, diverse selection panels <\/strong>and assessment centres <\/strong>all help to reduce unconscious bias.<\/p>\n