In this time of social unrest, it is important in our workplaces to understand our differences and be mindful of how we treat one another. The moment we meet someone, we begin forming assumptions, often without realizing it. This is a natural part of being human. But how often are these assumptions shaped by unconscious bias, especially during interviews and interactions with customers, patients, students, and others we serve?

In professional settings like job interviews and other front-line roles, these first impressions can significantly impact relationships. If an interviewer’s unconscious bias leads to a negative experience, the consequences can extend beyond the interview. Applicants may share their experiences with others, which can harm an organization’s reputation.

Assumptions based on appearance, accents, or physical attributes can unconsciously influence perceptions. These perceptions often relate to intelligence, skills, or the ability to communicate effectively in English.

Below are examples of how bias can impact individuals from diverse backgrounds.

Example 1: Assumptions About Intelligence Based on Race

Anton, an African American Investment Executive with a college degree, shared this experience of being underestimated during a job interview:

“After I’d talked to the person for maybe 45 seconds, he said, ‘You come across as very intelligent.’ I thought, how do you know how good my math skills are or whether or not I can spell when you just met me 45 seconds ago? There’s nothing that I’ve done that comes across as intelligent except that I have spoken a few sentences in English. Perhaps you thought that I wouldn’t be able to speak English, and you are so surprised that I can make a conversation with you for less than a minute. . . a pretty low standard they had set for me that I have so far surpassed so that now they’ve decided that I am intelligent.”

Example 2: Misconceptions About Abilities

Lisa, an Office Assistant who is deaf and uses a wheelchair, also holds a college degree but feels interviewers often view her intelligence unfairly:

“That we are stupid. I have had interviews where the person really talked down to me. That they thought that I had no education. There are a lot of myths out there that most deaf people only read on a third-grade level, that we are not smart enough to have jobs. I think that’s the worst one I have had to suffer with.”

When asked how interviewers can approach applicants with disabilities, Lisa offered this perspective:
“Basically, they are intelligent people with skills. They wouldn’t be applying for the jobs if they didn’t think they could handle them. I really don’t see that as a problem for the interviewers to see that person as a person. Just forget about the deafness. Yes, it’s an extra need for communication assistance, but it’s nothing more than that.”

Awareness Is the First Step

Hearing stories like Anton’s and Lisa’s helps shed light on how unconscious bias can affect the hiring process and workplace relationships. Acknowledging these biases is the first step toward meaningful change. Once biases are recognized, they can be managed and reduced. This leads to more equitable and inclusive workplaces.

Key Strategies for Managing Bias

Recognizing and addressing biases and stereotypes is essential for fostering inclusion and equity in hiring and cross-cultural communication. Here are steps to take:

• Acknowledge Your Biases: Becoming aware of personal biases is the foundation of building cultural competence.
• Manage and Adapt: Develop strategies to effectively work with diverse individuals and adapt to different communication and interaction styles.
• Build Rapport: Approach new acquaintances with openness, focusing on their unique skills, knowledge, and abilities rather than stereotypes.
• Focus on the Individual: See the person for who they are, not through the lens of assumptions about their race, gender, or physical abilities.

Building a Culture of Inclusivity

Unconscious bias can influence hiring decisions and limit access to opportunities for qualified individuals. It can also shape how organizations treat customers, patients, and communities. Creating an inclusive hiring process requires intentional effort and ongoing training. Organizations must prioritize cultural competence and equip teams to recognize bias. Our Integrating Diversity training programs provide practical tools that help interviewers and front-line workers focus on skills and abilities. This approach strengthens reputations and builds more diverse, effective teams.

 

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