Bias in the workplace
If two equally qualified people apply for a promotion but only one is considered because they “fit in” better, that is bias in the workplace at play.
This guide explains what workplace bias is, why it matters and how tackling it can make your organisation fairer, more inclusive and more effective.
What is bias in the workplace?
Bias in the workplace is when conscious or unconscious preferences, stereotypes or assumptions influence how people are hired, managed, promoted or treated at work.
It can shape decisions about:
recruitment and who gets interviewed.
pay and who is offered higher salaries or bonuses.
performance reviews and how feedback is framed.
progression and who is seen as “ready” for the next step.
Sometimes bias shows up as clear discrimination. More often it is subtle: favouring people who share a similar background, communication style or interests, even when others have the same skills.
Why address bias in the workplace?
Bias is not something to write off as “just human nature”. If it is left unchecked, it can:
Undermine fairness. Decisions drift away from skills and performance towards stereotypes and personal preference.
Limit diversity and inclusion. People from underrepresented groups can be overlooked or pushed out.
Damage engagement. When opportunities feel unequal, trust drops and people disengage.
Hurt reputation. Organisations seen as unfair struggle to attract and keep great talent.
Increase legal risk. Biased decisions can lead to discrimination claims and costly disputes.
Addressing bias is about building a workplace where people trust that what they do matters more than who they are.
Building a bias aware workplace
Tackling bias takes more than a one off training session. A bias aware workplace bakes fairness into everyday processes, for example by:
using standardised recruitment steps and structured interviews.
removing unnecessary personal details from CVs to reduce unconscious bias.
setting clear, transparent criteria for promotion and pay.
training managers to notice and challenge their own assumptions.
regularly reviewing hiring, pay and performance data to spot patterns.
These steps help decisions rely more on evidence and less on gut feeling.
Who benefits from reducing bias?
Reducing bias supports:
Team members, who gain fairer access to roles, recognition and progression.
Leaders, who build stronger, more diverse teams with a wider range of ideas.
Organisations, which see better decision making, more innovation and stronger retention.
When bias is recognised and addressed, the workplace does not just become more inclusive. It becomes more effective for everyone.
Get your practices together
Bias will never disappear completely, but it can be reduced.
By reviewing your hiring, pay and progression processes with bias in mind, and using tools that support objective decisions, you move closer to a workplace where people are judged on their impact, not assumptions.
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