Time to address the bias in HR

Let’s start to address the unconscious bias in HR

 

Unconscious bias in HR

HR practitioners are not exempt from bias

Getting individuals to understand that bias isn’t only found in others, is not easy.  We all have unconscious biases. It’s about us too. It can be even more challenging dealing with unconscious bias within HR itself and this is the function which is responsible for managing the talent pipeline.

I have seen situations where HR practitioners, even in D & I, demonstrate varying levels of  bias and inadvertently perpetuate outdated stereotypes.  I recently flagged up to an HR conference organisation that most of the images on their blog page were of white men, or male coded. They were appreciative and hadn’t noticed. Some time ago a recruitment heavyweight was snippy with me because I gently queried  language choice was sexist. He was less thrilled. HR policy manuals, even for D & I initiatives, frequently include military or sporting terminology or acronyms. No one is even aware of this because the messages are so subliminal and deeply embedded in our cultures.

We don’t mean anything by any of itTweet this. Yet it does untold and hard to assess damage

Read: Male coded messages cut out women

Backlash

If we force employees to train on this sensitive subject, any efforts are frequently can be met with resistance or even hostility.  The responses they give are along the lines of:

“We are all decent, caring empathetic people. We are not biased at all.”

“We have a D & I policy and a women’s network. We can’t possibly be biased”

Right….? Of course everyone believes themselves to be decent and caring. But wrong. We all have biases. It’s just a question of becoming aware of them because they all have different roots. Raising awareness of unconscious bias in HR whether it’s in the HR processes, the corporate culture,  male coded policies, or in individuals themselves, is seen as tiresome, political correctness.

The only solution is to deal with unconscious bias in HR itself,  and that means we have to deal with ourselves. That takes time and needs a kick start.

My own unconscious bias

I was recently trying to arrange to see vendors on a Wednesday afternoon. In Belgium the schools are closed. One male vendor was unable to meet because he had to pick up his kids. Another female vendor also had the same commitment. I mindfully noted  my own reactions to both.

In emoji terms one earned

smiling_face_emoji_with_blushed_cheeks

The other was: Unconscious Bias

My immediate reaction was for the guy “too cute.” The daddy factor. For the woman “she could miss business. What a shame.” It was very fleeting, but there nevertheless.

I caught that one.

The ones that get away

Kristin Pressner, Global Head of Human Resources at Roche, and a tireless advocate for, and promoter of women in the workplace identified this exact syndrome in her really important and must watch TedX talk “I’m biased, are you?”  (see below)  In this valuable and brave “outing” of her own bias, she recognizes what I have observed in myself and in others around me. We all need to be more vigilant to recognize our own hidden, irrational biases — and keep them from limiting us.

In June 2016 I wrote a post “Why does HR not do more for gender balance.” The premise being that there was something that didn’t quite jive because HR is dominated by women.  Yet the needle barely moves on gender balance at a senior level.

I talked about two reasons that contribute to this situation:

do more for gender balance

  • HR has become a pink skill silo steroptypically associated with so called female skills
  • Lack of business training and competency to become a valued partner to the CEO.

What I didn’t talk about was unconscious bias in HR itself.  With a function dominated by women, managing those biases should help for gender bias at least.

Read: #HRTechWorld addresses gender balance in Tech

Flip it to test it

Kristen’s approach of flip it to test it, is an excellent way of cross checking ourselves which I absolutely love.  Her question of “how many times have you not caught yourself” when it comes to exhibiting bias against women will be one that we can’t answer. By switching gender roles of the presenting issues, we can test our own reactions to see if they still stand. See what happens when she ascribes male qualities to a female report and vice versa.

 

Similarly unknowingly I had applied the same test to myself. But imagine how many times these biases go unchecked. How many do we miss?

Kristen adds:

It’s easy to go to training and then accuse others of unconscious bias– but only when we recognize it in ourselves can we change. One of the most humbling moments of my life was realizing that I could have a bias that was counter to everything that I stand for. Once you’re broken down to that point, you have nothing to lose (but a lot to gain) to share that story”

If you have any doubts take the Harvard Implicit Bias Test. I test as exhibiting gender bias. A teaching friend over the summer found to her horror that at a very subconscious level she saw science as a male field. She had a role as a university courses adviser in her school.

Read: Naomi Bloom: How HR can drive Gender Balance in Tech

Unconscious bias within HR exists. Because we all have biases. Let’s start there and work on our own biases. To promote more women leaders we need to start “flipping to test.”

Originally published on www.dorothydalton.com

 

Do you need unconscious bias training in your organisation contact 3Plus International

 

3Plus, 3Plus online e-Gazine for professional women, Gender Balance, Personal & Professional Development
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Dorothy Dalton is CEO of 3Plus International. A specialist in diversity and bias conscious executive search, she joins the dots between organisations, individuals, opportunity and success.

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