The impact of a 1% bias

- Is a small amount of bias really going to dramatically affect your workforce? The short answer is yes. The long answer, still yes. Researchers from three universities collaborated to create a computer simulation that showed a 1% bias in favor of promoting men in the workplace. Now, you might think that beginning with the same number of men and women in entry level positions and applying a 1% bias in promotion wouldn't change the expected 50-50 outcome. But in fact, applying a 1% bias in favor of men at every six-month review for 10 years led to 65% of the most senior positions in the company being held by men. Every decision made about a person, from the time we're hired to the time we're promoted, passed over, get fired or quit, each decision costs us and the company money. And the wrong decision sends us running to the nearest online employer rating board to post a negative review. Failure to attend to unconscious bias in the workplace can even impede positive organizational change and organizational resilience. And that makes total sense. I mean, once I realized how detrimental a 1% differential in pay can be, I was angry, nevermind what it looks like when it's a 5% or 10% difference. The results are something we need to focus on. The initial research simulation was only run at 1%, but when you add additional factors to the equation, things get worse. By adding in the bias that occurs when the job description is written, recruiting begins, interviews take place, hiring decisions are made and then promotions are considered, you can see how the situation compounds. A small amount of bias has a lot large impact on our careers. The effects are dramatic and exponential. And as we continue to shine a light on unconscious bias, we need to also keep in mind that candidates are increasingly making decisions about job offers based on a company's reputation and management of diversity issues. As candidates, we have choices. So in order to remain competitive, businesses will need to address each aspect of the hiring process from start to finish. What aspect of the promotion and development process would you like to see modified? The next time you reject a job offer, will you inform the company that their lack of diversity or reluctance to address bias factored into your decision? If you are a company looking to hire, how are you going to distinguish your company as an employer of choice?