"If you don’t give people information, they make up something to fill the void." — Carla O’Dell
A landmark study from nearly 20 years ago found that a candidate named Jamal typically needed eight more years of experience to get the same number of interview callbacks as someone named Greg, despite identical resumes.*1 Many people believe this level of bias no longer exists, but recent research from 2023 shows otherwise.
In a study of over 12,000 job applications for leadership positions, candidates from ethnic minority backgrounds received 57.4% fewer positive responses than those with English names, despite having the same qualifications and experience .
This isn't just a hiring issue—these biases often persist within organisations, affecting everything from promotions to daily interactions. Years of experience across Greater China and the APAC region have shown me that creating a truly inclusive culture requires conscious, consistent effort.
It’s not easy to recognize and address these unconscious biases, but for those who succeed, the rewards are tremendous—both personally and professionally.
Much like maintaining good health, fostering inclusivity requires ongoing attention. Without it, old habits can easily resurface.
Understanding Unconscious Bias
Unconscious biases are mental shortcuts that shape our decisions and actions, often without us realising it. They can subtly influence who we hire, who gets promoted, and how we communicate with colleagues. Left unchecked, these biases can create an environment where certain groups feel marginalised or undervalued.
To build a truly inclusive culture, we must first bring these biases to light—awareness is the first step toward change.
The Challenge of Inclusivity
Building an inclusive culture goes beyond hiring diverse talent; it requires ensuring that every voice is heard, valued, and respected. This means creating an environment where employees feel safe sharing their ideas and experiences, confident that their input will be considered.
So how do we overcome these challenges and foster a more inclusive, respectful workplace?
Bias Training: Implement regular unconscious bias training for all employees to raise awareness of how biases influence behaviour and decision-making.
Open Conversations: Encourage open discussions about diversity and inclusion, making it clear that these values are core to your organisation.
Fair Hiring Practices: Review your hiring and promotion processes for fairness and transparency. Actively seek out diverse candidates, and use structured interviews with standardised evaluation criteria to minimise bias.
Celebrate Diversity: Promote the sharing of cultural backgrounds and experiences within the team. Host cultural events, team-building activities, or informal lunch-and-learns throughout the year to foster understanding and appreciation of diversity.
KPIs for Leaders: Set measurable KPIs around inclusion for leaders and managers to ensure accountability in building inclusive teams.
An Ongoing Commitment
Creating an inclusive culture isn't a one-time initiative—it’s an ongoing commitment. By continually addressing biases and promoting inclusivity, we build workplaces where everyone feels valued and empowered to contribute. This leads to a more engaged workforce, increased productivity, and greater innovation—key drivers of organisational success.
Are unconscious biases affecting your team's dynamics or hiring practices? How can you create a workplace that genuinely embraces diverse perspectives? The journey toward inclusivity starts with awareness and a commitment to meaningful change.
1 Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg More Employable than Lakisha and Jamal? American Economic Review.
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