Most people are aware that unconscious bias influences our decision making.
Our brains operate on bias. They make quick decisions for us, based on the information they have at an unconscious level, where they don’t know right from wrong.
Bias plays a significant role in hiring procedures—setting perceptions about candidates and even reinforcing stereotypes. Gender stereotypes lead to higher rates of men in leadership positions or extremely labour-intensive jobs, while women are thought to be more suited for roles that require higher levels of “soft skills” such as HR. These biases limit qualified applicants and discourage diversity and creativity in workplaces. Balancing these biases contributes to fairer and more effective hiring.
Gender stereotypes in recruitment
Stereotypes about gender can affect an employer’s choices to hire women for positions that were formerly seen as exclusively male, especially in male-dominated industries. For example, Labour Force Survey data from Statistics Canada shows that just 14% of the overall construction labour force was made up of women. That figure drops to less than 6% when measuring only individuals working in onsite positions. Biases regarding women’s physical abilities and dedication to a long-term profession frequently influence hiring decisions. Yet, there is no evidence to suggest women are not interested in the construction field.
Conversely this also applies to male applicants, as the administration or human resources departments are stereotypically linked to women. As a result, men may find it challenging to obtain positions seen as more applicable for women. Once more, this bias not only limits skill but also supply.
Unconscious bias affects hiring decisions
Unconscious bias occurs in many aspects of the hiring process:
- Cultural assumptions: The chosen individuals may pass selection based on cultural norms, rather than merit or potential.
- Resume screening bias: The unconscious influence of feminine- or masculine-sounding names or experiences will create an impression about a candidate’s fit.
- Role stereotyping: The idea that some roles are associated with a particular gender. Sometimes, a recruiter or hiring manager may unconsciously identify a particular role as gender-specific. For example, they may choose men for site management roles or women for office support functions.
These biases not only impact recruitment processes but also affect talent development when looking at who to move forward for career advancement opportunities.
The advantages of eliminating bias
- Diverse groups foster creativity: According to research from McKinsey & Company, companies with diversified teams outperform peers by 35%.
- Improved standing: Research shows that employers that value inclusion tend to attract a higher caliber of talent and retain employees longer.
- Enhanced security: A diverse workforce brings diverse perspectives, thereby minimizing blind spots in safety procedures and decision making.
Developing a fair hiring process
One of the ways that employers can fight unconscious bias is in the hiring process. This can be done by using the following:
Create gender-neutral job descriptions
Research shows job descriptions can contain gender-preferable words. These include obvious terms like “foreman” and “he/she,” but also gender-coded words that can impact how a person perceives a job posting. Leading practice is using gender-neutral words such as “site supervisor” or “they” (in the singular) and tools such as Textio to help eliminate biased language in job postings.
Establish a standardized interview process
Standardizing your interview processes, such as asking all candidates the same questions, ensures all candidates are judged based on the same measures.
Offer training on unconscious bias
Educate hiring teams about unconscious bias and how it can impact their decision making.
Make use of technology
Use AI-driven tools that remove identifiers from resumes. This forces recruiters and hiring managers to focus on a candidate’s skills alone.
Final thoughts
Employers that implement bias-aware recruitment policies can increase their potential talent pool, and reduce voluntary turnover with innovative, inclusive workplaces. Increasing awareness of unconscious biases provides a strategic benefit by helping to foster a more inclusive work environment where everyone can succeed.
Michael Bach is an author and speaker, a thought leader in inclusion, diversity, equity, and accessibility, and an IDEA consultant to BuildForce Canada.
Respectful and Inclusive Workplaces
