This is the first in a series of posts from the author on the topic of leadership.
What is bias? How do we navigate the professional sphere where bias exists? How does bias manifest in leadership? What do we do about the negative effects of bias?
Everyone is Biased
First, bias is natural. Bias is the inclination to be for or against an idea, group, object, or individual. It can present itself as a conscious or unconscious idea, a subtle action, a federal policy. It is important to understand bias, and to do so it needs to be confronted, which can be uncomfortable. We all have biases, and not all biases are negative; it is a little more complicated. For example, there is optimism bias where one may like to think they will win the lottery even though the odds of that happening are slim. Playing the lottery and believing you will win is not negative. However, having this bias coupled with the consistent urge to gamble is negative. Being aware of bias could help prevent negative outcomes, and knowledge is power.
Understanding Bias
So, when bias is present in professional environments such as work, the best thing one can do is to educate themselves about different biases. There are many different biases in the workplace; several common ones are affinity bias, halo effect, and confirmation bias. Affinity bias is a tendency for people to favor those who are like them. This can affect the hiring process and promotion selection process in organizations. The halo effect is when a single characteristic is the foundation of an overall positive impression. This can become an issue when it comes to reprimanding someone who is seen as a stellar employee. Confirmation bias is the tendency to look for or interpret information that is consistent with existing beliefs. This type of bias can have negative effects when hiring or working with people from different backgrounds. Overall, unchecked bias can affect leadership and how it presents.
What leaders can do
Bias in leadership can be seen in many different scenarios. Bias in an organization can look like interviewing candidates from neighborhoods or institutions they are familiar with. Bias is assuming a coworker from a certain background fits the stereotype of their culture background. Bias is favoring employees from similar backgrounds to oneself. Bias is paying women less than their male counterparts. Biases that are not confronted can lead to work environments that are not conducive toward inclusivity and therefore limit productivity. There are many negative consequences that can stem from unchecked bias in the workplace. However, biases can be confronted through admitting that bias is natural and doing the work of self-reflection to recognize it in oneself. Here are some steps to properly address bias in others:
- Reflect on your own biases. This is a difficult, continuous journey, and putting in the work to correct one’s biases leads to becoming a better leader.
- The next action is also difficult but necessary: let your peers challenge you. This has the impact of creating an opportunity to learn. The best and brightest leaders are those who learn from around them and teach from a place of working through those challenges. Who knows what you could learn about yourself when you are open to feedback? Diverse feedback, to be exact.
Being able to lead people from various backgrounds is a sign of great leadership. Overall, leadership is not easy, but through dedicated introspection, challenging beliefs, and diverse feedback, one can effectively make exceptional change.
References
Acton, C. (2022, February 4). Are you aware of your biases? Harvard Business Review.
Casad, B. J., & Luebering, J. E. (2025, March 29). Confirmation Bias. Britannica.
Choate, A. (2024, November 14). Recognizing and mitigating unconscious bias in the workplace. SHRM.
Kratz, J. (2024, February 22). What is affinity bias and why does it matter? Forbes.
Nikolopoulou, K. (2023, November 27). What is the halo effect?: Definition & examples. Scribbr.
Panel®, E. (2024, September 13). 20 Tips For Addressing Unconscious Bias At Work From The Top Down. Forbes.
Pilat, D., & Krastev, S. (2025). Optimism Bias – The Decision Lab.
University of Chicago. (n.d.). Defining Bias. Uchicago help.