Course Name: Unconscious Bias Essay - Strategies for Mitigation

This essay delves into the concept of unconscious bias, defining it as the influence of personal experiences, values, and societal norms on actions and decisions without conscious awareness. The essay highlights the manifestation of unconscious bias, particularly in gender equality debates, emphasizing its pervasive influence on individual behavior. It discusses methods for identifying unconscious bias, including the use of the Implicit Association Test developed by Harvard University. The essay then explores strategies for eradicating unconscious bias, such as challenging generalizations, being mindful of language, and making decisions without pressure. It also emphasizes the importance of working beyond one's comfort zone and engaging with diverse groups to mitigate bias. The essay concludes by summarizing the key approaches to reducing unconscious bias, including exposure to different backgrounds and avoiding pressure-filled decision-making processes.

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Unconscious Bias
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Unconscious Bias
Unconscious bias is a given lens where an individual personal experience, values,
background, societal stereotypes, as well as cultural norms, impact their actions and decisions
without realization. The situation is mostly manifested in the gender equality debate (Madsen,
and Andrade 2018, p. 64). Individuals exhibit gender bias without even realizing they are
victimizing the opposite gender. unconscious bias lurks under the surface of an individual, but it
is controlling as well as influencing every decision made and actions performed by that person.
Biases develop and become reinforced over a period through the influence of friends,
family, and peers, as well as the impact of the media and culture. If there is a group that shares
this bias, it is easier for them to be reinforced. They thus form our unconscious thinking. To
identify unconscious bias, use its lens while considering a promotion at work or during team
interaction. It is only after experiencing the unconscious bias lens that you will come to realize it
(Fiarman 2016, p.13). Everyone is biased to some extent hence the need to be aware of the bias
while taking action to eradicate it from our unconscious system.
In modern times, Harvard University has designed a different series of tests that can be
used by people to discover any form of unconscious biases. The Implicit Association Test is
online and can be accessed by anyone (Harris, Macinko, Jimenez, and Mullachery 2017, p.80).
Many businesses use these tests to address the issues that come with unconscious biases. The
tests are specifically designed to check for specific forms of unconscious bias. Once one is aware
of any type of biases, they can take effective steps to reduce and eradicate biases from their
actions.
To eradicate unconscious bias as a leader, one should be aware of the generalization.
Generalization and stereotypical points of view have become part of our language (Nalty 2016,

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p.46). Try to listen and reflect on which type of language is used by your team. Avoid all the
terminologies or adjectives view such as working mums that could question the context of
conversations. One should make a point to challenge their mode of decision making. Put your
ideas out to the rest of the members to be aware of the first impression as well as reactions in the
process of your decision making. It has been determined that unconscious biases are prevalent
when one is pressured or stressed. Therefore, it would be effective to ensure that decisions are
made without pressure or stress to eradicate any form of biases (Nalty 2016, p.47). People tend
to point themselves with similar individuals. Such affinity bias can lead to groupthink, which
should be avoided since it might have unintended effects on other groups.
In conclusion, the best way of eradicating unconscious bias is to ensure that you work
beyond the comfort zone. Involve with groups that have different backgrounds and from
different cultural orientations. Spent time with individuals that come from different environments
and offer positive feedback to works of various groups and avoid making decisions under
pressure.

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References
Fiarman, S.E., 2016. Unconscious bias: When good intentions aren’t enough. Educational
Leadership, 74(3), pp.10-15.
Harris, M., Macinko, J., Jimenez, G. and Mullachery, P., 2017. Measuring the bias against low-
income country research: an Implicit Association Test. Globalization and health, 13(1), p.80.
Madsen, S.R. and Andrade, M.S., 2018. Unconscious gender bias: Implications for women's
leadership development. Journal of Leadership Studies, 12(1), pp.62-67.
Nalty, K., 2016. Strategies for Confronting Unconscious Bias. Colo. Law., 45, pp.45-47.