Unconscious Bias Through The Looking Glass

Despite diversity and inclusion being two different concepts, one cannot exist without the other. Diversity is the acknowledgement of the benefits of individual differences and the unique perspectives and skills which these can offer. Diversity includes but is not limited to, personal and cultural backgrounds, as well as, professional and personal experiences. Whereas, inclusion is the optimisation of business performance and outcomes through the cultivation of a culture which values individuals and removes barriers within the workplace. An inclusive environment engages and empowers people, allowing them to feel respected and valued; thus, working and contributing to their highest capacity. However, a workplace cannot be inclusive without diversity and diversity cannot be fostered without an inclusive mindset.

“Diversity is central to innovation” (Australian Government, 2016), where the concepts of diversity and inclusion exist synonymously; and in a world where constant change and improvements are a necessity in remaining competitive, innovation is paramount. “It brings forth new and better ways of doing things, helps us harness the benefits of technology and improve efficiency and quality of our service” (Australian Government, 2016). However, the key to capitalising on this potential is inclusion.

There have been many steps taken to increase diversity in Australian schools and workplaces, stemming from a mindset of inclusion. “In the Australian Curriculum, students develop intercultural understanding as they learn to value their own cultures, languages and beliefs, and those of others. Intercultural understanding involves students learning about and engaging with diverse cultures in ways that recognise commonalities and differences, create connections with others and cultivate mutual respect. Intercultural understanding is an essential part of living with others in the diverse world of the twenty-first century. It assists young people to become responsible local and global citizens, equipped through their education for living and working together in an interconnected world.” (ACARA, 2019).  This shift in education and social opinions and expectations has also been seen in the approach to business with the Australian Government: Department of Human Services offering their ‘Workplace Diversity and Inclusion Strategy’. This document focuses on listening to the people they serve and reflect the diverse community; with the strategy being released every 3-5 years and changing with the growing understanding of what diversity and inclusion means in the modern workplace. This objective has also been echoed by the Fair Work Ombudsman’s ‘Diversity and Inclusion Strategy: 2018-2021’; which provides a framework for how to achieve a workforce which reflects the diverse Australian population and foster engaged workers. 

This push for inclusivity and diversity in the workforce challenges deep-rooted social trends which is seen in everyday life, also known as unconscious bias. These are the “learned stereotypes that are automatic, unintentional, deeply engrained, universal, and are able to influence behaviour” (Dunn et al., 2004). The Australian population has reported many conflicting beliefs about inclusion and diversity which is indicative of unconscious or implicit bias. Intolerant attitudes were reported as high despite the support for cultural diversity. This suggests that there are anxieties regarding the cultural differences, which can often be problematic as it has been found to have the “potential to generate substantial inter-communal tensions in the workplace” (Dunn et al., 2004)

These government standards and frameworks are being taken seriously by many major organisations and neglected by others. However, major Australian companies such as Telstra, Woolworths and nib have all instituted policy to acknowledge potential bias and reduce its role in the hiring process and in the workplace. Telstra has placed a strong focus on the inclusion and support of members of the LGBTQIA+ community through their exclusive network ‘Spectrum’ which offers a place for members to connect and support each other and bring awareness to this community internally and externally. Similarly, all recruitment staff working on acquiring new talent for Woolworths are required to successfully complete unconscious bias training. These initiatives which are based in inclusion exist in many other organisations in order to acknowledge and support the diverse Australian population.

This respect for and acceptance of diversity is an exciting shift which is being seen throughout the employment landscape. However, it is our unconscious bias which we must continue to challenge in order to cultivate thriving individuals, teams and organisations.