Close your eyes

Imagine yourself. You are late and running to catch a flight to Milan. You manage to get through customs and security just in time. As you settle into your seat and the doors close, you see the pilot going to the restroom on the plane.

You have a smooth flight, arrive at your destination, and go out for dinner at one of the city’s finest restaurants. The food is fantastic, and you notice that the couple next to you is celebrating their 10th wedding anniversary.

The next day, you attend a TED Talk, which is the reason you traveled to Italy. The speaker is the CEO of one of the largest tech companies.

Now open your eyes. Be honest. Did you picture the pilot as Black? Did you see a lesbian couple celebrating their anniversary? And was the CEO a woman?

Do you recognize these thoughts? We all have them. Our brains take shortcuts to help us organize the world around us and respond quickly. These shortcuts are called bias—literally translated as prejudice or assumptions. We form an impression before we have consciously thought about it.

In many situations, bias is useful. It has two main advantages. First, it helps ensure our safety. Imagine you’re on a safari in the Serengeti in Tanzania and see a lion. It is crucial that your brain’s alarm system goes off immediately, prompting you to flee. In such moments, you don’t stop to think or discuss what to do.

Bias also provides social safety. It helps us understand how to behave in certain situations. For instance, when meeting someone for the first time, you know it’s polite to introduce yourself without having to consciously think about it each time.

Another benefit is that it helps us manage the enormous amount of information we process every second. Our brains handle 11 million bits of information per second. It makes a big difference if we can take some shortcuts. These shortcuts are connections our brains make based on past experiences. One of the first connections we form as babies is associating the sight of a bottle with being fed.

However, the problem with bias is that these shortcuts or connections are often inaccurate, leading us to take a wrong turn without realizing it. And this happens to everyone: “If you have a brain, you have bias.” We make connections based on what we frequently see, hear, and experience.

This also applies to our perceptions of what men and women do and can do. Annual reports often show male-dominated leadership teams, street signs feature mostly male heroes, boys’ magazines focus on fighting and winning, while girls’ magazines emphasize makeup and princesses. Superheroes are Superman and Spiderman, while Superwoman is portrayed as seductive, as if that is her primary quality.

Once you start paying attention, you will see it everywhere in daily life.

Bias isn’t just about gender. We also have biases about people based on age, cultural background, sexual orientation, and disabilities. However, In Touch Female Leadership & Career Academy specializes in gender diversity, and this article focuses on gender bias.

Five Forms of Gender Bias

LeanIn.org, an initiative by Sheryl Sandberg, former CEO of Facebook, and McKinsey & Company, researched different types of bias that negatively impact women’s career advancement. Gender bias unconsciously hinders women’s professional growth. The word unconscious is key here. Our brains unknowingly take shortcuts, leading to unconscious bias. Fortunately, more organizations are working towards an inclusive culture. This starts with understanding the different types of bias and their impact on daily work life. Here are five key types:

1. Likeability Bias
   • Men are expected to be assertive and take charge.
   • Women are expected to be kind and communal.
   • But when they are, they are seen as less competent.
   Example: A manager describes a female employee as “too ambitious” when she asks for a promotion.
   What would you do if you heard this?
   Since both men and women expect women to be less ambitious, they are more likely to be labeled as “too ambitious” unless they are also “nice.” You could ask the manager: “In general, we value ambition in our organization. Why does it bother you in this case?”

2. Attribution Bias
   • Women receive less credit for success and more blame for mistakes.
   • Their contributions are perceived as less valuable.
   • They are interrupted more often—by both men and women.
   Example: In your company, most employees chosen for a leadership program are men.
   What would you do?
   We judge people based on gut feelings. Ask how the selection process can be made more concrete. Ensure clear criteria and require justification based on specific achievements.

3. Performance Bias
   • Women’s performance is underestimated, while men’s is overestimated.
   • Women must achieve more to prove they are equally competent.
   Example: A man with potential is preferred for a position over a woman with more proven experience.
   What would you do?
   Ensure clear selection criteria and discuss potential biases influencing the decision.

4. Parental Bias
   • Mothers are seen as less committed and competent.
   • They are less likely to be hired and earn lower salaries.
   • Fathers are less often expected to take parental leave.
   Example: A female colleague is overlooked for an exciting assignment abroad because she recently became a mother.
   What would you do?
   Point out that it should be up to her to decide, not others making assumptions on her behalf.

Snyder, K. “How to Get Ahead as a Woman in Tech”
Steinpreis, R. E., Anders, K. A., & Ritzke, D. (1999). The impact of gender on the review of curricula vitae of job applicants and tenure candidates: A national empirical study. Sex Roless, 41, 509–528
Correll, S. J. Benard, S. and Paik I. (2007). Getting a Job: Is There a Motherhood Penalty? American Journal of Sociology 2007 112:5, 1297-1339

5. Affinity Bias
   • We tend to favor people who are similar to us and avoid those who are different.
   Example: Most hires in your company come from employees’ personal networks.
   What would you do?
   Suggest actively seeking candidates outside of existing networks to ensure a more diverse workforce.

Bias, Positive Psychology, and Inclusion

Bias can undermine confidence in women and minority groups. When people are underestimated, interrupted, or ignored, they may start to doubt themselves, avoid challenges, and miss opportunities for growth. This affects both personal well-being and organizational success. By addressing bias, organizations can unlock the full potential of their employees and foster a truly inclusive culture.

Tips: From Unconscious Bias to Conscious Action

• Start with yourself. Question whether your assumptions are accurate. What facts support your views?
• Organize awareness sessions, especially for leadership. Bias is unconscious, but awareness can lead to change.
• Train hiring managers. Discuss how unconscious bias affects recruitment and talent development.
• Use humor and perspective. Awareness sessions should be engaging and non-judgmental.
By recognizing and addressing bias, we can create workplaces where everyone can thrive.