15 Examples of Implicit Bias in the Workplace
Optimize team management in minutes with ManageBetter. Start your free trial now and join Uber and Microsoft in boosting performance, gathering insights, and generating reviews—all AI-powered, no writing required.
What Is Implicit Bias in the Workplace?
Bias is a preference. Workplace bias usually refers to an unfair preference.
And implicit bias is an unfair preference that’s not openly expressed. For example, research shows that white-sounding names receive 50 percent more interview callbacks than African-American-sounding names.
Why Is Implicit Bias a Problem?
First, implicit bias is unfair. Nobody wants to be deprived of opportunities based on what they look like, what culture they’re from, or how their name sounds.
Second, implicit bias can affect others too. It can lead to less than optimal business decisions including:
Alienating team members
Creating a toxic work environment
Promoting under-qualified candidates
Examples of Implicit Bias in the Workplace
Prove It Again
Situation
There can be an implicit bias toward certain groups to “prove themselves” in an unfair way.
For example, some groups may be perceived as incompetent:
Women
People of color
Older employees
Those with disabilities
Professional from blue-collar backgrounds
As a result, others may be shocked when these “incompetent” groups perform well. An implicit behavior may be asking these folks to prove themselves again or prove themselves in a manner that’s not expected of other groups. Here are some examples:
Example 1: Blue-collar candidate having to prove themselves
A law firm typically has three rounds of interviews. A candidate from a blue-collar background does surprisingly well during the three-round interview process. The general partner decides that it’s better to be safe than sorry. So he directs his assistant to schedule two more interviews for the blue-collar candidate.
Example 2: Unconventional candidate going through extra hoops
A bank has a structured interview process. Everyone is asked a standard set of behavioral questions based on its three corporate values.
A Japanese candidate lists fluency in Portuguese. The interviewer, who is from Brazil, decides to conduct the rest of the interview in Portuguese, even though none of the other candidates are subjected to a Portuguese interview.
Why is this a problem
Asking someone to “prove themselves again” is both demoralizing and exhausting.
These groups may feel that they have to work twice as hard or jump through separate hurdles.
Tightrope
Situation
There can be an implicit bias to encourage marginalized groups to behave a certain way. For example, managers may overpraise women or black men for being on “good behavior.”
Example 3: Assertive women
Women may be afraid to be assertive because it will be viewed as being “difficult.”
Example 4: Black men and tempers
Black men are afraid that showing their temper will be perceived as “menacing.”
Example 5: Females being sweet
In a performance review, a peer writes that a female colleague is “assertive in a sweet way,” implying that being assertive in a not sweet way is not acceptable.
Why is this a problem
Some groups may feel penalized for behaving in ways others can.
In response, women and black men may choose to limit their range of behaviors, even though others do not.
Maternity Wall
Situation
There can be an implicit bias that (soon-to-be) moms are no longer focused on their careers because they’d rather focus on building their family.
There is another implicit bias that new moms are disorganized using the derogatory term “mommy brain.”
Example 6: Off-the-partner track
A hard-charging female associate announces that she’ll be going on maternity leave soon.
In the next performance review, her boss changes her partner track potential from top 5% to top 20%.
Why is this a problem
Managers may unfairly assume that moms and women do not deserve promotions to more challenging roles because they no longer care about their careers.
Racial, Gender, or Other Identity Bias
Situation
There can be an implicit bias that individuals of certain races or physical characteristics are better at some tasks than others.
Example 7: Asian Americans aren’t leaders
At VC backs a promising two-person startup. The CEO is an Asian-American male, but the CTO is a white male.
The VC believes that Asian-American males rarely play the CEO role. Behind the scenes, he lobbies other board members for why the white male CTO should take both CEO and CTO responsibilities.
Example 8: Latinas are fun
A boss jokes that Latinas throw amazing parties, so she nominates the token Latina on the team for a fun (but extra) project to organize the upcoming holiday party.
Example 9: Tall men are leaders
Recalling that most US Presidents are at least six feet, a manager nominates a tall man (with poor speaking skills) over a short man (with superior speaking skills) to represent the team for an important speaking opportunity)
Example 10: Asian-Americans don’t fight back
A manager notices that Asian-Americans are the model minority. That is, they don’t fight back when they are mistreated.
The manager unwittingly buys into that narrative. Every time he needs to vent his frustration he criticizes the Asian American male on his team. And true to the stereotype that Asian-American male never fights back.
Also, it appears that the Asian-Americans don’t get as upset about “not getting credit for ideas,” so he makes less effort to attribute ideas to Asian-American females on his team.
Example 11: “No fun” single woman
An older female on the team is single. Others make speculate why that woman is unmarried, concluding that she is not fun and hard to please.
Why is this a problem
Managers may mistakenly overlook someone who has unique strengths and should be rewarded for their strengths.
Tug of War
Situation
A member of a group who has persistently received implicit bias is upset that another member of the group isn’t receiving the same treatment.
To retaliate, this person goes out of their way to make the other person miserable.
Example 12: Older females treating young females harshly
An older female is surprised that a younger female isn’t starting her career with degrading career experiences such as serving tea to the executives.
To retaliate, the older female withholds information from the younger female.
Furthermore, the older female is first to congratulate others on their promotions. But when the younger female gets promoted, her customary congratulations is conspicuously absent.
Example 13: Treating female executives differently
A female administrative assistant normally does not push back on her workload.
However, she was recently re-assigned to a female executive, her first.
As a result, this administrative assistant is more vocal about pushing back on workload.
Why is this a problem
The tug of war creates a hostile and toxic work environment.
Discounted Success
Situation
Assuming that the success of one member in a group is due to an affirmative action program.
Example 14: Black females
During an after-work party, a group tells a black female executive that it was politics, not merit, that brought her career success.
Why is this a problem
Marginalizes the individual’s contribution.
Weight of the World
Situation
An individual is singled out to say a few words about current events because they are a member of that group.
Example 15: African-Americans
Every year, a manager asks the African-Americans in the group to lead a session called “What’s it like to be African-American” during Black History Month.
Why is this a problem
It not only creates an awkward situation but also forces an additional responsibility that is not work-related.
Sharpen Your Leadership Edge: Join 3,000+ executives receiving weekly, actionable insights from industry experts. Subscribe free to The Thoughtful Leader and elevate your team's performance.
