Founder and CEO of Link Consulting Services, a global recruitment company specializing in tech, executive search, and diversity recruiting.
As organizations try to promote greater diversity and inclusion within their ranks, many recruiters and hiring managers are focused on sourcing candidates from a variety of backgrounds.
This is an essential first step to building a diverse group of employees, but it is often not enough alone. To promote inclusivity in the workplace, companies must also ensure that candidate interviews and assessments are not biased against minority professionals and people of color.
Let’s talk about how to address the two types of bias that can significantly impact your organization’s diversity recruitment initiatives: unconscious bias and conscious bias.
What is unconscious bias?
Unconscious bias (also known as implicit bias) is the preferences and prejudices that we don’t realize we have. These biases often come from our background and aren’t necessarily apparent in our day-to-day interactions with others. However, they can inform the decisions we make about the people with whom we surround ourselves.
Everyone has unconscious biases; many hiring panels might unwittingly lean toward hiring — or not hiring — candidates based on those implicit prejudices.