8 unconscious biases that pollute your business

On July 14,Julie Tardif, CRHA et Noellie Dias, CRHAheld a webinar in partnership with Détail Québec which was a resounding success:Systemic discrimination, eliminate it from your HR processes. During this unique webinar, they addressed critical points concerning each aspect of business life.

One of the issues raised was the unconscious biases which insidiously insert themselves into decision-making processes and which thus perpetuate systemic discrimination.. An issue so relevant and delicate that it seemed essential to us to make you aware of this subject.

First of all, what does“unconscious bias» ? These are learned beliefs whose results are thoughts or actions that disadvantage or exclude an individual from a group. Our thoughts are influenced by our biases, our affinities, stereotypes, cultural biases and prejudices. These implicit biases work in favor of a certain type of individual and against others.

Discover the 8 unconscious biases that influence the quality of your decision-making:
  1. The Halo Effect: the positive or negative opinion towards a person in a given area and which influences our judgment about their skills in all other areas.

  2. The Error of Extremes : the tendency to place individuals in either one extreme or the other, leading to a very positive or very negative evaluation.

  3. Centrism : the discomfort of evaluating an employee honestly and therefore assigning an average rating rather than an actual result.

  4. The Primacy Effect : focusing your evaluation on our first impression without examining behavior over the entire evaluation period.

  5. The Recency Effect : the tendency to judge on the very last event, or the last impression left, without examining performance or behavior over the entire evaluation period.

  6. The Mirror Effect : assigning more favorable ratings to people we consider similar to ourselves than to people who are different.

  7. The Similarity Effect : the tendency to evaluate more positively people with whom we get along well, with whom we have affinities and with whom our customers and our employees could get along well.

  8. The Contrast Effect (or overflow) : the fact that we evaluate a person by comparing them to another.

These unconscious biases often seem very intangible and furtive. Therefore, to passfrom a performance approach to a transformation approach, you will need to concretely equip your managers to train them on effective decision-making and best management practices;

Contact usto watch the webinarSystemic discrimination, eliminate it from your HR processesand sustainably dismantle these dynamics within your company.

Author

Julie Tardif

Sales Director, Co-founder & Partner

Approved speaker and trainer

Human resources consultant


Author

Noellie Dias

Organizational development consultant

Specialized in human resources


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