Unconscious Bias: The hidden influence on your everyday choices

Unconscious bias, or implicit bias, is something we all experience. It's part of how our brains work. We process the world quickly, often without realizing the decisions we're making. And these quick judgments can lead to bias, even when we have good intentions.

But what exactly is unconscious bias? And why does it matter?

What Is Unconscious Bias?

Unconscious bias happens when our brains make snap decisions about people or situations based on stereotypes or past experiences. These biases often happen subconsciously, meaning we don't realize they influence us.

For example, you might meet someone at work or in a social setting and form an immediate opinion about them that may or may not be true. You don't know why you think this way. It could be their age, accent, or even the way they dress. That's unconscious bias at work.

It's not something to feel guilty about—it's human. But recognizing it is the first step to change.

Why Does It Matter?

Unconscious bias can shape how we treat others. It can impact who gets hired and promoted and even how people are treated in public spaces.

Take Dave and Emma, for example.

Dave was at a community event when he noticed a woman in a wheelchair and immediately assumed she couldn't participate in the day's activities.

He didn't mean to be hurtful. In fact, Dave thought he was being considerate.

However, the woman in the wheelchair, Emma, approached him and asked about the obstacle course. Surprised, Dave explained the rules. Emma nodded, said, "Great! I'll give it a shot," and completed the course with creativity and determination.

Dave realized his bias almost prevented Emma from participating. Thanks to this experience, Dave will check his assumptions in the future and allow people to show what they're capable of.

When we don't check our biases, it can lead to exclusion, inequality, and harm.

How Stereotypes Fuel Unconscious Bias

While stereotypes aren't unconscious biases, they can lead to one if left unchecked.

What's the difference?

Stereotypes are generalized beliefs about a group of people. Examples include assuming that older adults are bad with technology or that young people are too inexperienced to contribute.

When we rely on these stereotypes, even unconsciously, they can lead to specific biases like affinity bias (favoring someone who feels familiar) or perception bias (letting group assumptions cloud how we view individuals).

Like Dave in our story earlier in this article, if you assume someone with a disability can't perform a task, this stereotype might cause you to unconsciously underestimate their abilities.

Challenging stereotypes can interrupt the formation of unconscious bias before it impacts our decisions.

10 Types of Unconscious Bias

Since there are approximately 150 known unconscious biases, we can't cover them all in this blog. Below are ten of the most common ones, with an example of how they might appear in your life.

1. Affinity Bias

We naturally feel more comfortable around people who are like us. This familiarity can be based on shared hobbies, experiences, or backgrounds.

While this familiarity can feel good, it can lead to excluding people who are different even though they are equally or even more qualified.

Imagine you're hiring for a role. One candidate shares your hobbies, went to your school, or reminds you of a friend. Without realizing it, you might overlook someone equally qualified—or even better suited—because they're different from you.

2. Confirmation Bias

Because our brains like to feel right, we're naturally drawn to information that confirms our beliefs. Unfortunately, this bias can lead us to ignore important details or new perspectives that challenge our assumptions.

For example, if you assume a person with a disability can't do a particular job or obstacle course, you might focus only on their challenges instead of their skills.

Remaining open-minded and exploring well-rounded research can help you see a topic or person from all perspectives.

3. Halo Effect

Coined in the 1920s by Edward Thorndike, the halo effect is the tendency to make a blanket judgment about someone based on one positive trait.

Let's say a person speaks confidently in a meeting. You might leave that meeting assuming they're a great leader, even though it's well known they don't treat their employees well.

Because you view them positively based on that one thing, you may inadvertently place them on a pedestal and overlook their mistreatment of employees.

The opposite of the halo effect is the horn effect, where you develop a negative association with a person based on one trait or experience you don't like.  

4. Perception Bias

Perception bias happens when we allow stereotypes or assumptions about groups to influence how we see individuals within those groups.

Perception bias is particularly evident in movies. How many movies have you watched where the villain has an apparent physical distortion, like a scar or limp? The high school nerd wears thick glasses and a bow tie? And the heroin reflects conventional beauty ideals?

These perceptions reinforce harmful stereotypes and can unfairly influence how individuals are valued and treated. If you’re not careful, you may start seeing these fictional portrayals as reflections of real people.

5. Attribution Bias

When we judge others, it's easy to blame their character rather than their circumstances. This is known as attribution bias and can create unfair evaluations, especially in the workplace.

For instance, if a coworker misses a deadline, you might assume they're lazy or disorganized rather than considering they might be dealing with a personal issue or ADHD.

This bias can lead to unfair judgments.

6. Conformity Bias

Humans are social creatures, and we don't like to feel like the odd one out. For this reason, we're often willing to compromise our thoughts or values to avoid potential conflict. This willingness to go along with groupthink is conformity bias.

Let's say you're at a community meeting discussing a new policy. The majority supports it, but you feel it could harm a vulnerable group.

Conformity bias might stop you from voicing your concerns because you don't want to appear difficult, even though raising your perspective could lead to a more inclusive decision.

7. Name Bias

Our brains can make snap judgments based on something as small as a name. Name bias occurs when we associate certain names with specific qualities, often rooted in cultural or societal stereotypes.

For example, a resume with an unfamiliar name or perceived as culturally different from yours might cause you to unconsciously assume the candidate isn't a good fit, even before you read their qualifications.

8. Gender Bias

Despite progress toward equality, gender bias still exists. Also known as sexism, this bias can affect men, women, and nonbinary individuals by associating certain traits or abilities with specific genders.

A typical example is assuming men are better leaders or women are more suited to caregiving roles. Gender bias is still all too common but most often shows up in hiring, promotions, and performance evaluations.

9. Authority Bias

Authority bias happens when we give more importance to someone's ideas or opinions because of their job title or position.

While respecting authority can sometimes be appropriate, it can also prevent us from evaluating ideas objectively.

You might assume someone in a leadership role has the best idea, even if someone in a less influential position has a more innovative or practical idea.

This bias can suppress fresh perspectives and limit opportunities for collaboration and growth.

10. Ableism Bias

Ableism bias occurs when we unconsciously judge someone's abilities based on whether or not they have a disability—often assuming limitations that don't exist.

Believing a person with a physical disability can't handle a demanding job or assuming someone with an invisible disability isn't as capable as their peers is an example of ableism.

These biases can lead to exclusion, missed opportunities, and barriers for individuals who are fully capable of performing alongside their able-bodied peers.

Challenging ableism bias means recognizing everyone's unique strengths and valuing their contributions equally.

Recognizing Bias in Everyday Life

Unconscious bias seeps into almost every area of life, often in ways we don't immediately notice.

From the choices we make to the interactions we have, these biases can influence how we treat others and how they experience the world around them.

Here are some examples:

• Healthcare: A doctor assumes a patient's symptoms are less severe because of their gender or age. This can lead to misdiagnosis or poor treatment, making it essential for healthcare professionals to remain aware of their own biases.
• Schools: A teacher may unconsciously give more attention to students they feel are more promising, leaving others behind. This can lead to some students receiving more opportunities and support while others are unfairly overlooked.
• Friendships: Someone might hesitate to invite a neighbor with a disability to a party, assuming they won't want to attend.

What Can We Do About It?

The good news? We can all learn to recognize and reduce our biases. It takes practice and intention, but it's worth the effort.

Here are five things you can do to help reduce unconscious biases in your life.

1.   Slow down Your Thinking

Bias often happens when we make quick decisions. Take a moment to reflect before acting.

Ask yourself:

• Am I making an assumption?
• What evidence do I have to support this belief?

2.   Challenge Stereotypes

When you catch yourself thinking in stereotypes, question it. For example, if you assume someone isn't capable, ask why you believe that. Is it based on facts or assumptions?

3.   Diversify Your Circle

The more we interact with people who are different from us, the more our biases break down. Attend events, join groups, or converse with people outside your usual circles.

4.   Educate Yourself

Read books, listen to podcasts, or attend workshops on diversity and inclusion. The more you learn, the more you can recognize biases in yourself and others.

5.   Be Open to Feedback

Sometimes, others notice our biases before we do. If someone points out a bias, listen with an open mind. It's an opportunity to grow, not a reason to feel defensive.

Small Steps, Big Impact

Unconscious bias is part of being human, but it doesn't have to control us.

Recognizing and challenging our biases can create a more inclusive, fair, and welcoming world for everyone.

So, what's your next step?

• Start small
• Reflect on your decisions
• Have honest conversations
• Commit to ongoing learning

Together, we can make meaningful change.