Hidden Bias: Sustaining an Inclusive Workplace

Workplace bias takes many forms, but the result is always the same – exclusion of members of the workforce from experiences and opportunities for which they are qualified. We all have hidden biases, and they can prevent businesses from leveraging the talents and perspectives of all members of their workforce. 

Throughout this series, we’ve given examples of how and where bias often shows up in the workplace, why it is important to examine and how to minimize it. But how do we know if what we’re doing is enough? Hopefully by examining bias, we are learning more about ourselves, but do the inclusive practices we employ to combat it lead to better business outcomes? 

One of the most difficult things to do when tackling these issues in the workplace is sustaining change, and that is often linked to the difficulty in evaluating progress. This final piece in our Hidden Bias series looks at how employers are taking their knowledge of diversity, equity and inclusion (DEI) and applying it in their daily work. Some practices are universally applicable, while others are specific to an industry or workforce. Regardless, it’s the commitment to integrating DEI practices over time that can foster true cultural shifts within an organization.

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