Prejudices and preconceptions are deeply embedded in our human existence. They often operate unconsciously and can influence our thoughts, feelings and actions without us realizing it. Especially in the workplace, they can have a negative impact and affect equal opportunity. In this article, we take a look at the phenomenon, how it manifests itself, and what we can do about it.

Few target groups are as sought after by employers and companies as young professionals, but they not only strive for a successful career, but also for professional development and making the most of their skills. Learn how you as an employer can make yourself attractive to the popular target group and win them over for your company.

What are unconscious biases and where do they arise? 

Unconscious biases, also known as implicit biases, are unconscious attitudes or stereotypes that influence our behavior. They can relate to a variety of issues, including race, gender, age, religion, sexual orientation, and disability, to name a few. Unconscious biases can manifest themselves in a variety of workplace situations and can influence different interaction dynamics. Some typical scenarios and constellations in which they can occur include the following: 

• Hiring processes: Hiring decisions can be influenced by biases based on gender, age, origin, social background, or other characteristics such as a person's appearance. This can result in qualified candidates being overlooked or certain groups being underrepresented in the organization.  
• Workload: when certain employees are assigned more work because they are assumed to have fewer off-the-job responsibilities. 
• Work Relations: Being prejudiced can affect the way employees interact with each other. They can cause some employees to be less respected or recognized, which can lead to conflict and less effective teamwork. 
• Relationships between supervisors and subordinates: Preconceptions can also affect relationships between supervisors and their employees. For example, if a supervisor subconsciously assumes that older employees are less tech-savvy, this could result in fewer opportunities for training or development being offered to those employees. 
• Performance appraisals and promotions: A biased mindset can lead to employees' performance and contributions not being fairly evaluated. For example, women working in male-dominated fields may be judged more harshly, or ethnic minority employees may be overlooked for promotions. Thus, opportunities for advancement decrease even though the needed qualifications exist.  

• Conflict management and problem handling: Prejudice can also influence how conflicts and problems are handled in the workplace. For example, if employees from certain groups are assumed to be more "problematic," their concerns or complaints may be taken less seriously.
  

It is important to recognize these and other situations where unconscious prejudgment may occur in order (e.g., in form of stereotypes) to develop effective strategies to address them. This can help create a fairer and more inclusive workplace where every employee has the opportunity to reach their full potential. 

What are the consequences?  

The effects of a biased behaviorism in the workplace can be severe. They can lead to unfair treatment of employees, which can result in demotivation, lower engagement and ultimately poorer performance. Marginalized groups in particular can suffer the consequences, as they are often the ones most affected by preconceptions.  

Strategies to combat bias and prejudice

Despite the ingrained nature of preconceptions, there are strategies that can help identify and minimize them. Here are a few of them: 

• Training: Awareness training can help employees and managers learn to recognize and challenge their own biases. 

• Diversity and inclusion: companies should foster a culture of diversity and inclusion, where all employees are treated equally and valued regardless of their background. 
• Objective evaluation criteria: Objective criteria should be used in hiring and promotion decisions to avoid bias. Guides and guidelines can help reduce prejudices.  
• Mentorship programs: These can help promote equal opportunities and provide support and guidance to employees from marginalized groups. 

New perspectives and continuation of the dialogue 

Exploring the topic of unconscious bias and prejudice is not just an academic exercise. It is an important engagement that helps improve the way we collaborate and interact with each other. 

In this context, it is important to emphasize that the dialogue on this topic should never end. It is an ongoing process of learning, reflecting and growing. It takes courage to hold up the mirror to ourselves and recognize our own preconceptions. But by recognizing and accepting our own role in these processes, we can begin to take active steps toward change. The important thing here is that everyone does their part to create a working world that is free of unconscious bias and prejudice. 

Fewer biases benefit all of us

Unconsciously biased predispositions are a widespread problem that presents a real challenge. But by becoming aware of this problem, addressing it openly and taking proactive steps, we can create a workplace that is fairer and more inclusive. 

And the good news is: each of us can do our part. It takes continuous effort and commitment, but the rewards - a more diverse, inclusive and equitable work environment - are worth it. 

At the end of the day, it's about creating a work environment where everyone can fully develop their skills and talents. Because in such an environment, we can all thrive and reach our full potential. And that's what really matters. 

Together, we can overcome unconscious bias and prejudice in the workplace and create positive change. Because everyone deserves a workplace where they feel valued, respected and treated fairly. And as always, the first step to change is awareness. So, let's take that first step together.