We have a human brain therefore we have unconscious bias.

Period.

 …and we can outsmart it by creating policies that force our brain to make a pause before taking a decision.

1. Equalize resumés

…By removing data that can fuel the bias, like location, age, gender, name, schools

2. Assess competency first

… by creating a set of questions determining if someone has the specific skills necessary to successfully do the job

Pay attention to gender-coded language and growth mindset over fixed mindset language.

3. Train the interviewers

… in unciouncious bias

4. Revise performance interviews

train managers on how to assess performance and give effective, constructive feedback that doesn’t include criticism based on personality.

… check if the concepts like “team player” and “leader” are applied evenly to the same behaviors

• Determine if specific managers consistently rate some identity groups higher or lower than others
  Make sure standards of success and failure are consistent for all employees

• See if certain words are only used to describe certain groups

• train managers on how to assess performance and give effective, constructive feedback that doesn’t include criticism based on personality.

5. Examine Your Metrics

Check if behaviours like risk-taking, quick decision-making and competitiveness that are traditionally rewarded over things like consensus building, inclusive communication, empathetic leadership really bring the best results

·       Do a long-term assessment of what your company values and how you are rewarding what you claim to value.

Source: Valerie Alexander, Five Policies That Outsmart Unconscious Bias in Your Company