Employment laws protect all workers from bias. Unfortunately, studies indicate that we humans practice implicit or unconscious bias often, even those of us who believe it is wrong. Implicit bias takes more than 150 forms, and can manifest itself in myriad ways, creeping into the foundations of every social and professional environment. Implicit bias in the workplace can create a culture that breeds unfair employment conditions for many Americans. The good news is that many companies are becoming aware of biased practices and are taking on the challenges of deep and important change.

Identify the problem

The first step to addressing implicit bias is identifying it as a problem. New and emerging conversations about workplace bias identify dozens of areas of bias, including height, gender, weight, race, hair color, hair style, skin color, place of origin, where someone went to school, shape of a person’s face, eye color, sound of a person’s voice, speaking dis-fluency, vocabulary, and many similar human characteristics. While the law protects workers from overt acts of bias, in many cases the actors and recipients of subtle biases are dimly aware or unaware of what is happening. Giving bias a name helps everyone become more aware and sensitive and therefore less likely to practice or tolerate it.  After the bruising national campaign of 2016, these issues are highly likely to blast to the surface in and after 2017.

Uncover bias experiences

Employers can begin to address the problem of implicit bias by speaking to employees about their experiences. It also helps to speak with former employees who might be more attuned to the existence of unfair practices. Some employees may be reluctant to complain about bias, especially if they have shame issues around their own differences.

Make a plan to improve the workplace

An essential step in changing the workplace culture is to use the tools that are available. Human Resources professionals should implement awareness training programs to shed light on all biases, those that have been identified and those that operate under the surface. Training sessions may allow employees who are experiencing bias to feel safer raising the issue with their superiors, and this may be the first step towards lasting change.

No employer wants to think they are practicing or tolerating bias in the workplace, treating employees unfairly, or thinking in prejudiced terms. The truth is, many do, whether they know it or not. Taking steps to address workplace bias can improve the work environment for everyone, and ensure that employers are in compliance with the law.

Conclusion

If you have a crisis or concern about workplace discrimination, whistleblower problems, or retaliation, contact the employment attorneys at Hanan M. Isaacs, P.C., at 609-683-7400, or contact us online to set up a near-term reduced fee initial consultation.  We will listen to your facts, explain the law, and recommend your best pathways to monetary and social justice.  Call today. You will be glad you did.