#Unconsciousbias is a term that might seem new to some people. However, this phenomenon is slowly creeping into our work places and businesses. By definition, #unconsciousbias is nothing more than a stern prejudice people have formed in favour or against some other person, rather unintentionally. In other words, a person or a group of people being judgemental about another person, his or her traits, cultural background, etc. unconsciously. If this bias goes unnoticed, there are many chances that the entire set of morals or values of an organization or a business might become questionable. This may also lead to many errors in judging the right person beginning from the interview process. Hence, unconscious bias is affecting more people and businesses and it is important to keep it at check.

There are many types of #unconsciousbias based on how and when we form the prejudices. For example –

1. #Attributionbias is a phenomenon when you attribute certain characteristics to a person based on his or her previous behaviour or your interactions with them. This hinders you to see the potential or ideas of a candidate past these opinions.
2. Another example is #thehaloeffect. This takes place when you are impressed by one aspect of a person and you then you affix an exaggerated positive opinion to anything and everything that person does.

For instance, if in the hiring process, you have come to know that the person is an alumni of a college that you highly regard, the positive opinion on that person would linger on.

Whatever be the type or name of the bias, the effects of #unconsciousbias are huge and sometimes irreparable to a business. This leads to unhealthy work place environment. With half of the world #workingfromhome it is essential to find ways how to keep these biases at bay.

1. Try to make a note of a person’s interests, hobbies, and talents which might be similar to yours, rather than their culture, background, nativity etc. Consciously avoid the #culturefit idea if you are recruiting someone.
2. Do not judge or attribute characteristics to people too soon. If you notice something glaringly negative about a person, try to ask clarifying questions before coming to conclusions. Try not to attribute a person’s one negative point to their character. For example – If a candidate is late to an interview, ask why and show concern. Do not assume that they are careless and do not care about the job.
3. Look at a person’s capabilities beyond his or her age and sex. If you are a hiring manager, make conscious effort not to know the gender when you go through a potential candidate’s profile. Do not judge a person by their previous college, work place or educational background. Simply see if their skills are a fit for the required role.

These tips and an open-minded attitude help people and businesses to keep #Unconsciousbias at a check and in turn making a work place truly #diverse one.