Unconscious Bias is a recognised phenomenon which is hitting the headlines in 2019 as businesses become aware of the need to embrace diversity and inclusion as policies in their organisations.
Unconscious bias refers to a preference that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, and not always the most logical.
Lynn Sedgwick, Managing Director at Clayton Recruitment, said, “Bias can happen in all walks of life, and critically this phenomenon can disrupt the recruitment process significantly.
The challenge is unconscious bias, as the name implies, happens outside of our awareness. It is like putting two and two together and assuming it makes five because the numbers have similar shapes.
Unconscious bias is influenced by our background, cultural environment, and personal experiences. We all have these biases and research has shown that they heavily influence how we evaluate people in the interview process and often put minority candidates at a disadvantage.
The critical point here to consider is based on current data and research. Bias creates the ‘same old same old’, which stifles growth. Research by McKinsey over the last three years has confirmed that a diverse workplace is more effective, and diverse organisations perform better.”
Lynn Sedgwick went on to comment; “this is why an interview should be structured and delivered in a specific way. For instance, setting tasks, planning questions ahead of time and having candidates interviewed by more than one person.
At the end of the day, it’s key to consider how someone will help your business, not just where they come from or their friendly demeanour.”
Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an enviable reputation for trust and reliability. With specialist divisions covering Commercial, Financial, Industrial, Nursing, and Engineering appointments, on both a permanent and temporary basis.
