Unconscious Bias in the Workplace: How to Recognise and Challenge It

We all like to believe we’re fair and objective – especially at work. But the reality is that everyone has biases, many of which operate under the surface. These unconscious biases influence how we perceive others, make decisions, and shape workplace culture – often without us realising.

In the context of gender equity, unconscious bias can be particularly harmful. It affects who gets hired, who gets heard, and who gets promoted. And unless organisations actively work to recognise and challenge these biases, they will continue to hold women – especially women from marginalised backgrounds – back.

What is unconscious bias?

Unconscious (or implicit) bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. Everyone has them – shaped by our upbringing, experiences, and exposure to cultural messaging.

At work, this might look like:

• Assuming a woman is less committed to her career after having children.
• Interrupting women more frequently in meetings.
• Associating leadership with traditionally “masculine” traits like assertiveness or dominance.
• Expecting women to take on “office housework” like note-taking or organising social events.

These behaviours might seem small in isolation, but over time, they create an environment where women feel undervalued and overlooked.

Why it matters

The impact of unconscious bias isn’t just personal – it’s systemic. According to a McKinsey report, more than 50% of women experience microaggressions at work, such as being mistaken for someone more junior, or having their expertise questioned. And women of colour, LGBTQ+ women, and women with disabilities are even more likely to face these everyday slights.

These biases can also affect hiring and promotion decisions. Studies have shown that CVs with traditionally male names are more likely to be shortlisted than identical ones with female names. It’s not just unfair – it’s bad for business. Diverse teams perform better, innovate more, and have stronger financial returns. But without tackling bias, diversity efforts can stall.

How to recognise and challenge bias

The good news is that unconscious bias can be unlearned – but it takes consistent effort. Here are some ways organisations and individuals can start making change:

1. Educate yourself and others
   Awareness is the first step. Provide regular training sessions on unconscious bias, microaggressions, and inclusive behaviours. But don’t stop there – create spaces for open conversations and reflection.
2. Interrupt bias in decision-making
   Review hiring, promotion, and performance processes to ensure they are structured and fair. Use diverse interview panels, blind CV screening, and clear evaluation criteria to reduce subjectivity.
3. Build inclusive habits
   Encourage practices like rotating meeting roles, actively inviting contributions from quieter voices, and calling out bias when you see it. Allyship is about action – not silence.
4. Set goals and measure progress
   What gets measured gets managed. Track representation, promotion rates, and employee feedback – and be transparent about your progress.

Creating real change

Challenging unconscious bias isn’t a one-off workshop – it’s a long-term commitment. But the reward is worth it: a workplace where everyone feels seen, respected, and able to thrive. At Netwomen, we believe that inclusive leadership is the future – and we’re here to help you get there.

Whether you’re an individual looking to grow your impact or a company ready to shift your culture, we’ve got the tools, community and expertise to support you.

👉 Ready to lead with inclusion?
Visit www.netwomen.us to explore our leadership programmes and corporate training, or email us to learn more about our 12-Month Career Accelerator for women ready to rise hello@netwomen.co.