What is Unconscious Bias in the Workplace and How Can You Reduce It?

Unconscious bias in the workplace can be costly.

According to one study, employees who perceive bias against them are:

• nearly three times as likely to be disengaged at work
• more than three times as likely to quit their jobs
• 2.6 times as likely to withhold ideas as their peers

Employers risk losing profit in lost productivity and innovation, the cost of replacing unhappy employees, not to mention costly HR incidents.

So, what exactly is unconscious bias and what can you do to avoid it?

This guide explains what to look for and how to reduce biased behaviors.

Jump to a section:

• What is Unconscious Bias?
• Types of Unconscious Bias
• Unconscious Bias vs. Preference
• Causes of Unconscious Bias in the Workplace
• Ways to Reduce Unconscious Bias

What is Unconscious Bias?

Sometimes called implicit bias, unconscious bias occurs when "our unconscious mind makes decisions, regardless of whether we have enough information or not," explains strategic HR consultant Catherine Mattice. "We are built to resolve ambiguity, and so our minds frequently jump to conclusions."

In a workplace setting, unconscious bias occurs when we don't know a lot about a person but our mind tries to tell us that we do. We want to fill in the gaps, so we insert information we've learned from past experiences and messaging we received growing up.

Unconscious bias can apply to anything, including:

• race
• personality
• accent
• religion
• gender
• education
• appearance
• fashion sense

Let's say your team has hired a new employee who is originally from Germany. Last year you managed an employee, also from Germany, who sexually harassed another employee. You might unconsciously act cold or rude towards the new employee because your brain associates their background with workplace incidents.

Unconscious bias isn't always negative, but it is always problematic.

For example, you need to hire a new employee and you come across an applicant who shares your alma mater. Because of your positive experiences at school, you assume this applicant is smart and capable, so you give them an interview.

While your bias towards the applicant helps them, you're also showing unconscious bias towards applicants who didn't go to the same university as you. Assuming something about a person before you know all the facts, especially in a workplace setting, can cause tension at best and a complaint, EEOC charge, or lawsuit at worst.

Types of Unconscious Bias in the Workplace

Unconscious bias doesn't always present in the same way or come from the same place. Employees need to learn to recognize the many different types of bias in themselves, including:

• Confirmation bias: interpreting new information as confirming your existing beliefs. Example: "This candidate is older and she has limited computer skills. I knew all older people were terrible at computers!"
• Expectation bias: your expectations for a person influence your behavior, and possible theirs. Example: "This candidate is older and I don't think they'll be good at computers, so I won't even ask about their experience in that area."
• Affinity bias: being biased in favor of someone because you share something with them (e.g. hometown, school, ethnicity, hobbies, interests, etc.). Example: "This candidate plays tennis in their spare time and so do I, so they must be a good person."
• Conformity bias a.k.a. peer pressure: you act or think similarly to those around you (i.e. coworkers). Example: "I don't agree with my teammate's idea, but everyone else does, so I'll say I like it."
• Halo effect and horns effect: Thinking highly of a person after learning something good about them (halo), or looking down on them after learning something negative about them (horns). Example: "This candidate graduated from an Ivy League university, so they must be right for the job."
• Cognitive dissonance: when thoughts and behavior don't match, you try to make them match. Example: "Jim said this meeting was important, but now he's late for it. He is clearly unreliable."

RELATED: Disparate Impact & Treatment: The Definitive Guide

Is It Unconscious Bias or Personal Preference?

As explained above, unconscious bias is the result of a lack of information. Our brains try to fill in the blanks to make sense of a person or situation. Our brains use any small similarity with a previous experience to fill in those blanks. You then make choices or assumptions based on this bias without even realizing it.

Bias is defined by the American Psychological Association as "an inclination or predisposition for or against something."

Preference, on the other hand, is "the act of choosing one alternative over others."

To put simply, your biases are internal feelings of like or dislike towards things. Your preferences are shown in your actions. So, you could have a bias in favor of something, but if you don't choose that thing over other options, it's not a preference.

Here's an example for a workplace setting: Clyde attended Penn State University. His alma mater's rival school is the Ohio State University. In college, he developed a bias against anyone who attended OSU. Years later, he's a hiring manager at his job and comes across a candidate who's an OSU alumnus.

His bias might tell him not to hire this person because they are a rival. However, if he gives them an interview anyway, he does not have a preference against OSU alumni. His internal feelings (bias) and his actions (preference) are separate.

What Causes Unconscious Bias in the Workplace?

Bias doesn't just occur in toxic work environments full of blatant discrimination and harassment. Even if your organization is open and welcoming with a strong DEI program, unconscious bias can still pop up.

According to Zundel, "the less energy you have, the more you rely on instinct or autopilot."

In other words, when employees are burnt out, stressed or overwhelmed, they might let their unconscious bias take over when making decisions. They won't have the capacity to think things through, and might start taking mental shortcuts.

Risk factors of unconscious bias in the workplace include:

• Employees who feel angry or disgusted, regardless of what they're upset about
• Ambiguity
• Obvious social categories or hierarchy amongst employees
• Employees who are tired, disengaged or disinterested in their work
• Decision-making situations that are rushed, pressured, or distracted
• Lack of feedback and/or accountability when employees make decisions

As with more intense misconduct such as harassment, discrimination, and bullying, bias most often springs from feelings of fear, anger, fatigue, sadness, and uncertainty. To prevent unconscious bias from steering your employees' decisions, make their well-being and education top priorities.

RELATED: How Do the World's Most Ethical Companies Prevent Discrimination?

How Does Unconscious Bias Affect the Workplace?

Unconscious bias may be subtle, but its effects on the workplace are measurable and far-reaching. When left unaddressed, these biases can influence critical decisions and degrade both employee experience and business outcomes.

1. Impact on Hiring and Promotions

Bias can seep into recruitment and advancement decisions, often favoring individuals who resemble decision-makers in background, appearance, or communication style. This limits diversity and undermines merit-based progression, stalling organizational growth and innovation.

2. Reduced Team Cohesion and Morale

When employees perceive bias—whether during meetings, performance reviews, or recognition—it erodes trust and weakens team dynamics. Over time, this can lead to disengagement, interpersonal conflict, and high attrition.

3. Legal and Reputational Risks

Unconscious bias, if tied to discriminatory outcomes, can lead to compliance violations, internal complaints, or lawsuits. In some cases, reputational harm may follow, especially if patterns of biased behavior are exposed publicly or via social media.

4. ROI Implications and Turnover

Organizations that don't address bias risk higher turnover, longer time-to-hire, and lower productivity. Inclusive teams, on the other hand, have been shown to make better decisions up to 87% of the time and deliver stronger financial performance.

How to Reduce Unconscious Bias and Workplace Discrimination

1. Provide Unconscious Bias Training for Employees

Nearly every organization requires employees to attend harassment and discrimination training. Everyone knows that these incidents happen and that we should try our best to prevent them. But what about biases that they don't realize exist?

Unconscious bias training helps employees recognize their biases, understand how they are formed, and how they can affect others in the workplace. Unfortunately, only 50 per cent of companies require this type of training, according to a study Case IQ conducted on LinkedIn.

When developing your training module, use plenty of examples to define and illustrate unconscious bias (such as those described earlier in this article). You can also get employees to take Implicit Association Tests to help them identify their unconscious biases.

Finally, include actionable steps employees can use to keep minimize their biases, such as:

• Give every person an equal chance to speak in meetings
• Gather as much information as possible before making a decision
• Interact with employees from different ethnic groups, genders, and ages
• Don't make assumptions
• Act as an ally; speak up if you witness bias, harassment, discrimination or bullying in action

2. Engage Employees Resistant to Change

Do you have some employees who struggle with accepting their own unconscious biases?

First, explain "that unconscious bias is a normal brain function that helps take mental shortcuts to navigate a complex world, and that there is nothing . . . unnatural about it," says Stan Kimer, President of Total Engagement Consulting. "Training that shames and blames people immediately turns them off."

Then, help the employees think of a time that they may have been the target of another person's unconscious bias.  This helps foster empathy and reminds them "how [biased behavior] felt," says Kimer.

Finally, tie unconscious bias back to your business. Kimer suggest explaining "how unconscious bias, when not mitigated, can lead to errors in judgement and negatively impact business results." Understanding that their bias could negatively affect their job could get hesitant employees to take unconscious bias training seriously.

3. Avoid Favoritism in Decision-Making

Unconscious bias can affect any procedure or process, from social interactions to hiring and promotions. To keep bias-driven decisions from taking over your workplace, have set protocols in place.

First, don't choose employees for promotions, projects and other opportunities based on who you have the strongest personal connection with. Instead, analyze each employee's credentials and choose based on their skill set and career goals.

In the same vein, don't discipline employees on a case-by-case basis. Apply the rules and consequences in your code of conduct consistently, regardless of the person's tenure, position, or any other factor.

Finally, don't favor some employees and leave others out. If you plan a meeting or social gathering, invite every team member, not just your buddies. Give equal praise for equal effort, as well as equal negative feedback. Offer equal support, openness, and emotional warmth toward all employees.

4. Address Mental Health to Mitigate Workplace Bias

To minimize unconscious bias in your organization, minimize the risk factors. Reducing the causes mentioned above will not only reduce bias, but also improve your company culture overall, making it a safer, happier workplace for every employee.

First, cut down on excessive competition. Employees should want to do their best, but pushing them to meet unreasonable targets or fight for promotions leads to a toxic work environment. In turn, employees will be so stressed and distracted, they won't make the most informed decisions possible.

When they aren't feeling at their best mentally, workers are more likely to work on gut instincts and assumptions. To prevent this, put employees' mental health first by:

• Promoting a healthy work/life balance by encouraging time off and offering flexible work hours
• Train managers to recognize employees who are struggling and how to help them
• Including mental health treatments in your company's benefits plan
• Compiling a list of mental health resources that all employees can access, such as crisis hotline numbers, local practitioners' contact information, and educational information on mental health symptoms and signs
• Organizing stress-busting events, such as yoga, therapy dogs, or painting

RELATED: 6 Tips for Maintaining a Mentally Healthy Workplace

5. Make Hiring Practices More Inclusive

"Recruitment and hiring play a critical role in recruiting diverse talent and often provide the first impression of a company’s culture. Simply placing the standard Equal Employment Opportunity diversity statement at the bottom of a job listing is not enough," explain Shamika Dalton, professor at the University of Florida and Michele Villagran, professor at San Jose State University.

To find candidates from a wide variety of backgrounds, they suggest looking beyond the typical job fairs and employee referrals. Instead, scope out professional associations and groups that represent diverse communities, such as Black Women in Science and Engineering or Muslim Urban Professionals.

In addition, word your job postings carefully. "Using extreme or masculine words or requirements that are unnecessarily steep or vague can detract diverse candidates by lowering the perception that they would belong in the organization," Dalton and Villagran say.

For example, using buzzwords and jargon like "guru" or "rockstar" can be confusing to applicants whose first language isn't English. Use a more common job title instead. Avoid aggressive language like "fast-paced" or "crush your tasks" that could turn off female candidates.

Encourage diversity during the hiring process by scripting interviews, say Dalton and Villagran. Come up with a set of questions you'll ask each candidate and stick to it to avoid discrimination and unconscious bias.

Small changes can make a big impact. Download this free cheat sheet to learn 10 bias interrupters you can work into your company's procedures to promote a fair workplace culture.

6. Implement a DEI Program to Promote Workplace Equity

Finally, make all of these changes part of a larger diversity, equity and inclusion program in your organization.

An effective DEI program corrects for biased and discriminatory practices you might not even realize you have.

The first step? Analyzing your current policies and procedures. Consider if and how your organization:

• measures and analyzes DEI
• creates a welcoming environment for all employees
• allocates budget to DEI initiatives, such as closing pay gaps and recruiting diverse candidates
• follows laws and regulations related to DEI
• conducts performance management and employee evaluations equitably
• fosters a culture of inclusion
• gets leaders on board with DEI initiatives

If you aren't currently doing any of these things (or your procedures could use an update), be sure to include them in your DEI strategy.

Next, determine your goals for the program. These should come from your ethical standards and core values, as well as your organization's mission. Start by asking, "why does my organization want to overcome unconscious bias?"

When creating your program, get employees involved. Send out a survey and form a working group of employees from different departments, levels, ethnicities, abilities, and genders to collaborate on goals and strategies. After your DEI program is finalized, train employees on your new protocols.

Not sure how to start planning your DEI strategy? Download our free eBook to create your program in just seven steps.

Unconscious bias can quickly escalate into harassment and discrimination if it isn't addressed. Making employees aware of their biases and teaching them how to minimize bias creates a more productive and positive work environment. These steps can save you from costly staff turnover, HR incidents, and even stifled innovation.

What Is the Role of HR in Reducing Workplace Bias?

HR plays a central role in shaping a workplace that’s fair, inclusive, and compliant. From policy design to program delivery, the responsibility to reduce bias lies at the heart of HR’s function.

1. Build Bias-Free Policies

HR should take the lead in developing and enforcing anti-bias policies, ensuring clear definitions, reporting procedures, and consequences are in place and communicated across the organization.

2. Implement Training and Monitor Results

Bias-awareness training is only the first step. HR teams must track participation, measure effectiveness, and monitor employee outcomes to ensure behavioral change takes root over time.

3. Support Inclusive Hiring

Bias-reduction tools such as structured interviews, diverse hiring panels, and anonymized resume screening help HR reduce subjectivity in the hiring process and open doors to a wider talent pool.

4. Foster a Culture of Accountability

By enabling anonymous reporting, conducting regular climate assessments, and responding transparently to concerns, HR helps create a culture where fairness isn’t just expected—it’s enforced.

How to Identify Unconscious Bias in the Workplace

Before bias can be reduced, it must be recognized. Identifying unconscious bias involves looking closely at day-to-day behaviors, decision-making patterns, and cultural signals within the organization.

1. Watch for Warning Signs

Bias often shows up in subtle but consistent ways:

• Who speaks the most in meetings—and who gets interrupted?
• Are performance evaluations consistent across similar roles?
• Who is repeatedly passed over for promotions or stretch assignments?

2. Common Behavioral Patterns and Microaggressions

Microaggressions—comments or actions that reinforce stereotypes—can be strong indicators of unconscious bias. So can assumptions made about an employee’s capabilities, interests, or cultural "fit" without objective evidence.

3. Use Data to Uncover Patterns

To get a clearer picture, many organizations rely on:

• Anonymous pulse surveys to assess perceived fairness
• 360-degree feedback to capture multiple perspectives
• Inclusion audits to detect trends in hiring, compensation, and attrition

Uncovering these patterns creates a foundation for real, sustained change.

Using Technology to Address Workplace Bias

Technology is becoming a key ally in the fight against unconscious bias. From analytics to automation, digital tools can help organizations surface hidden patterns, promote accountability, and create measurable change.

1. AI-Powered Pattern Detection

AI can help identify bias trends in hiring, evaluations, and internal investigations—flagging outliers, inconsistencies, or patterns of behavior that suggest unequal treatment.

2. Compliance and DEI Reporting

Centralized platforms allow teams to track DEI progress, audit disciplinary actions, and benchmark diversity data—all of which are critical for transparent reporting and compliance.

3. Anonymous Intake and Risk Monitoring

Whistleblower hotlines and anonymous reporting tools empower employees to raise bias-related concerns without fear of retaliation—essential for building trust and surfacing issues early.

How Case IQ Helps

Case IQ provides organizations with the tools to capture, investigate, and resolve bias-related incidents confidentially and effectively. With secure case management, anonymous intake, and analytics to monitor incident trends organization-wide, Case IQ helps companies turn insight into impact, while supporting compliance every step of the way.

Looking for an all-in-one solution that can help you track, investigate and prevent costly HR incidents? Click here to learn about Case IQ's powerful case management software.

FAQs About Unconscious Bias in the Workplace

1. What is unconscious bias in the workplace?

Unconscious bias in the workplace refers to the automatic, unintentional attitudes or stereotypes that people form based on characteristics such as race, gender, age, appearance, or background. These biases influence decisions without conscious awareness and can affect hiring, promotions, team dynamics, and everyday workplace interactions. Even well-intentioned individuals can exhibit unconscious bias, which is why awareness and proactive measures are essential.

2. How does unconscious bias affect workplace culture?

Unconscious bias can negatively impact workplace culture by fostering inequality, reducing trust, and limiting opportunities for underrepresented employees. When left unaddressed, it can lead to poor morale, communication breakdowns, and a lack of diversity in leadership roles. Employees may feel undervalued or overlooked, which contributes to higher turnover and reduced overall engagement. Ultimately, it hinders collaboration and innovation across teams.

3. What are some common examples of unconscious bias at work?

Examples of unconscious bias in the workplace include favoring candidates with “traditional” or familiar names, assuming younger employees are more tech-savvy, or assigning leadership tasks based on gender stereotypes. Managers may unknowingly give more mentoring opportunities to employees who share similar interests or backgrounds. These subtle forms of bias often go unnoticed but can significantly affect equity and inclusion.

4. What causes unconscious bias in the workplace?

Unconscious bias is primarily caused by the brain’s tendency to create mental shortcuts for processing information. These shortcuts are shaped by a person’s upbringing, societal norms, cultural exposure, and past experiences. Over time, these influences lead to automatic associations and judgments—especially in fast-paced environments like the workplace—where decisions are made quickly, often without full awareness or reflection.

5. How can I identify unconscious bias in my team?

Identifying unconscious bias involves looking for patterns in behavior, communication, and decision-making processes. You may notice bias in who gets hired or promoted, how performance is evaluated, or who receives challenging assignments. Consider using anonymous surveys, feedback loops, and data analysis to identify disparities across demographics. Tools like 360° reviews and bias audits can also provide insights into hidden biases within teams.

6. What are effective ways to reduce unconscious bias at work?

Reducing unconscious bias requires a multi-layered approach. Start by offering unconscious bias training to raise awareness and educate employees. Encourage the use of structured interviews and standardized evaluation criteria to remove subjectivity. Foster a culture of open dialogue where employees can discuss bias-related concerns. Also, implement inclusive hiring practices, diverse interview panels, and strong DEI (Diversity, Equity, and Inclusion) initiatives backed by leadership commitment.

7. Is unconscious bias illegal in the workplace?

While unconscious bias itself is not explicitly illegal, it becomes a legal issue when it results in discriminatory behavior or systemic inequality. If biased decisions lead to the exclusion or unfair treatment of employees based on race, gender, age, disability, or other protected characteristics, the company may be in violation of equal employment opportunity laws. Addressing unconscious bias is not just ethical—it's also a critical step toward legal compliance.

8. What are the 4 steps recommended to break unconscious bias?

The four commonly recommended steps to break unconscious bias are:

• Awareness – The first step is recognizing that unconscious bias exists. This involves understanding how personal experiences, stereotypes, and societal influences shape automatic judgments. Self-assessments or bias tests can help bring awareness to hidden preferences.
• Acknowledge and Reflect – Once aware, individuals must consciously reflect on how their biases influence workplace decisions. This step involves pausing to question assumptions and being open to feedback from others.
• Educate and Expose – Exposure to different perspectives and cultures helps reduce bias. Participating in diversity training, engaging in open conversations, and learning about marginalized groups can broaden viewpoints and challenge stereotypes.
• Act Intentionally – Finally, it’s about putting learning into action. This includes making deliberate efforts to be inclusive, using objective criteria in hiring and performance evaluations, and creating accountability mechanisms for ongoing improvement.

These four steps—awareness, reflection, education, and intentional action—are crucial for individuals and organizations working to create a more inclusive workplace culture.

9. What are the three C’s for managing unconscious bias?

The “Three C’s” framework for managing unconscious bias includes:

• Confidence – Be confident enough to confront your own biases. Self-awareness and honest reflection are critical for addressing the root causes of unconscious attitudes and making meaningful change.
• Curiosity – Stay open and curious about others’ experiences, especially those who come from different backgrounds. Ask questions, seek to understand diverse perspectives, and challenge assumptions.
• Commitment – Commit to ongoing learning and behavioral change. Managing bias isn’t a one-time fix; it requires consistent effort, regular training, and strong organizational support to create lasting impact.

Together, confidence, curiosity, and commitment empower individuals and teams to reduce bias and foster equity across the workplace.