Invisible Filters – Unmasking Unconscious Bias in Leadership

Today, we’re talking about something that affects all of us, whether we realize it or not—unconscious bias. Now, I know what you’re thinking: ‘I’m not biased!’ But here’s the thing—unconscious bias isn’t about being a bad person. It’s about how our brains are wired to process the world around us. Think of it like making coffee. Just like a coffee filter lets some things through and holds others back, our brains filter information constantly—deciding who belongs in our ‘in-group’ and who doesn’t. And sometimes, those filters can lead us astray. In this episode, we’ll explore what unconscious bias is, how it affects our decisions—especially as leaders—and most importantly, what we can do about it. So grab your coffee, and let’s dive in to unmasking unconscious bias in leadership!

What is Unconscious Bias?

Unconscious bias happens when our brains make snap judgments about people based on things like appearance, gender, race, or even age—without us even realizing it. This process is called social categorization.

Here’s the wild part: It happens in less than a tenth of a second. That’s faster than you can blink! Our brains are exposed to 11 million pieces of information at any given moment, but we can only consciously process about 40. So, to cope, our brains create shortcuts—what psychologists call heuristics.

The result? We instinctively sort people into ‘in-groups’ (those who are like us) and ‘out-groups’ (those who aren’t). This is called affinity bias. It’s not logical or rational—it’s just how our brains work.”

But here’s the catch: These biases can influence how we treat people without us even realizing it.

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How Does Unconscious Bias Affect Us?

Let’s talk about how unconscious bias shows up in real life. It often manifests in subtle ways—what researchers call micro-inequities and micro-affirmations.

Micro-inequities are those tiny ways we overlook or discount someone based on characteristics like race or gender. For example, interrupting someone more frequently in meetings or not making eye contact during a conversation.

On the flip side, there are micro-affirmations—small gestures that acknowledge someone’s value, like nodding when they speak or giving them credit for their ideas.

Now let’s bring this into the workplace. Studies show that unconscious bias affects hiring decisions, promotions, and even performance evaluations. For example:

• Women often have to work harder than men to prove their competence.
• Job applicants with ‘white-sounding’ names are more likely to get callbacks than those with ‘ethnic-sounding’ names.

These biases aren’t intentional—but they’re impactful.

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What Can We Do About Unconscious Bias in Leadership?

So now that we know what unconscious bias is and how it affects us, let’s talk solutions. The good news is we can challenge our biases—but it takes effort and self-awareness.

Here are some practical steps you can take as a leader:

Challenge Your Beliefs

Ask yourself questions like:

• What evidence do I have for this belief?
• Is it always true?
• Where did this belief come from?

Investigate Logical Fallacies

Sometimes our biases stem from flawed reasoning. For example, assuming someone isn’t qualified because they don’t fit a traditional mold.

Inclusive Hiring Practices

• Advertise job openings in venues that target diverse audiences.
• Remove biased language from job descriptions.
• Use structured interviews with consistent evaluation criteria.

Diverse Interview Panels

Having a mix of perspectives on your interview panel can help counteract individual biases.

Be an Advocate for Diversity

Speak up when you notice bias in your workplace and encourage others to do the same.

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Lessons Learned from This Coffee Journey

So what have we learned today? Unconscious bias is something we all have—it’s part of being human. But by acknowledging it and actively challenging our beliefs, we can start to dismantle the barriers it creates.

As leaders, we have a responsibility to create environments where everyone feels valued and included. That means:

• Recognizing our own biases
• Taking steps to mitigate them
• Advocating for diversity and inclusion

It’s not just the right thing to do—it also leads to better decision-making and stronger teams.

So here’s my challenge for you this week: Pay attention to your filters. Notice when you’re making snap judgments about someone and ask yourself why. Start small but stay consistent.

Together, we can create workplaces—and a world—that values diversity and celebrates differences.

Until next time, keep challenging your assumptions—and keep those coffee journeys brewing!

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Useful links

• A short mental exercise that will help you how to think big
• Elevate Your Leadership Through Journaling
• The Responsibility Process: How to Overcome Challenges and Take Personal Responsibility
• Understanding Unconscious Bias Course
• This is how AI bias really happens—and why it’s so hard to fix | MIT Technology Review