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Unconscious bias is a word that pervads our lives

2021-04-24 来源: 51Due教员组 类别: Essay范文

51Due教员组今天给各位留学生带来一篇人类资源管理paper代写范文。无意识偏见这个词在我们的生活中无处不在,影响着我们的决策。例如,当人们想到一个成功的商人时,一张中年人西装革履的照片很快出现在我们的脑海中,这是为什么呢?这是我们无意识的偏见,他们在恶作剧,给我们一种CEO的刻板印象,这在很多情况下可能是不正确的。尽管这种无意识的偏见似乎是无辜的,但是,在做决定时,刻板印象可能会导致问题,在工作场所也没有区别(克拉克森,2018)。在这个博客中,我们将讨论什么是无意识偏差及其在人力资源管理中的潜在影响,并评估无意识偏差培训的有效性。

Unconscious bias is a term that appears everywhere in our life and influences our decision making. For example, when people think of a successful business man, a picture of a middle-aged person with suit and tie soon comes up on our mind, why is that? This is our unconscious bias doing mischief giving us a stereotype looking of CEO, which may not be true in many circumstances. While this unconscious bias may seems innocent, however, the stereotype thinking could lead to problems when comes to make decisions, and it does no difference in the workplace (Clarkson, 2018). In this blog, we will discuss what is unconscious bias and its potential impact in human resource management and evaluate the effectiveness of unconscious bias training .

 

What is unconscious bias?

Unconscious bias is so close to us to a point where most time we do not even recognize it, it can be from the neighbourhood that we choose, the close friends that we have, to the people we date (Agarwal, 2018), our unconscious bias affects us and help us to make these decisions without having us to recognize it. Clarkson defines it as the learned stereotypes that are automatic, unintentional, deeply engrained within our beliefs, universal, and have the ability to affect our behaviour. The nature of unconscious bias leads us to make friends who are like ourselves, and when we are in relationship, the unconscious bias would lead us to think that everything about a person is good simply because you like them (Clarkson, 2018).


In the deeper thinking of unconscious bias, it could lead us to different bias when come to sex, ethic, culture and perhaps looks. The bias itself may not be recognized by the person himself or herself, but it shows in many occasions. When a google image search ‘thinks’ that more than 90% of professors are white men, but the fact is that more than a quarter of professors are female, and not considering the number of professors in other race (Agarwal, 2018). As the statistic shows, although there are more white male on a professor level, the actual number still falls short for a good margin against peoples thoughts on the professor group. This simply because of peoples stereotype and assumption of professors as a group, and our unconscious bias tend to make us believe the group are almost identical individuals. Meanwhile, the nature of unconscious bias not only leads stereotyped picture but also can leads to a stereotyped identity of a group, the most obvious example could be the conversation against different race. Although the whole world is encouraging fair rights across all gender and ethic, there are still occasions where people are treated differently because of their born identity. One study found that candidates with with white sounding names are 50% more likely to be called for interviews than black sounding names(Lattice team, 2019), and peoples bias on black people as a groups is the essential reason for this behaviour. Although this is only a small simple research, it is still able to indicate the potential impact of unconscious bias in the work place.


Unconscious bias in the workplace

Just like how unconscious bias influences our daily life, the impact of unconscious bias also carries to the workplace and influences employees performance and attitudes subconsciously. And when this more globalized world leads to a more diversified workforce, especially for multinational enterprises, how to control the performance of diversified workforce has become a though problem on achieving performance targets. To deeply identify the reasons why bias may influence performance, gender and ethic are certainly two main reasons, and perhaps the most identical two.


Gender bias in the workplace

Gender conflicts has been the concern of humanity for many centuries, and the start of feminism really reduces the bias between different genders in the last few centuries.However, it is never absolutely fair, with our unconscious bias, female workers still often gets treated differently. At the office, when a male and a female works with the same attitude, an assertive woman might be perceived as “aggressive”, however, a man is most likely to be described as “confident” (Lattice team, 2019). Moreover, in recruitments, male applicants are often likely to receives more favour than female applicants. The sign of gender bias appears very often in the workplace, and these bias could lead the company to miss out on many great idea and great talents. And one question also arises, does more male workers always leads to better performance at work? The answer is obviously no, according to the report on diversity of workforce from McKinsey & Company back in 2017, a more gender diversified workforce is 21% more likely to have an above-average profitability than less diversified ones (McKinsey & Company, 2017).

Ethic bias in the workplace

Similar to gender bias, ethic bias is also one way of unconscious bias appears in the workplace, and different from gender bias only conflicts between two groups of people, ethic bias remains in many groups of people, it could be among race, nationality, or even among different provinces. The ethic bias could be easily linked to the term racism, and it sure is one of the major concept of ethic bias. The bias between different race is still now appearing everywhere around us, and in the workplace, the bias against another race could lead to significant impact to the chemistry and performance of a workforce. Meanwhile, the unconscious ethic bias could also influence employers decision in recognized way, as a white employer tend to put more attention and trust on a white employee rather employees in other race. So in order to avoid bias and increase productivity, it may be subjective for businesses to recruit all employees in the same race and nationality. However, as statistics shows, a more ethic diversified workforce is likely to be productive than the less diversified one (McKinsey & Company, 2017), and how to reduce bias within the workforce certainly becomes the key to success.


Other bias in the workplace

Apart from gender bias and ethic bias, other bias derives from unconscious bias also appears in the workplace, such as age, social class, backgrounds, etc. And all these bias have one thing in common, it could lead to negative impact on the performance of the workforce. However, since the diversity of an workforce brings many advantage, such as better adaptability, better custom service, greater innovation, easier recruitment and retention (the Mind Tools Content Team), how to reduce bias in the workplace without damaging the diversity of the workforce become essential for business.


Unconscious bias training

In order to reduce unconscious bias in the workplace, trainings on avoiding unconscious bias came our and soon spreads across the global economy. The content of unconscious bias training aims to create a working culture that seeks, respects, values and respects difference, which is utilized by companies to manage diversity (Schneider, 2001, p. 27). However, the effectiveness of unconscious bias training is often questioned, as researches states that training does not help reduce unconscious bias and may even condone the use of stereotype (Emerson, 2017).


So what is the best way to control unconscious bias? If we think about the nature of unconscious bias, the most important thing is that we do not recognize the reaction of bias. Therefore, there first thing we need to do to control unconscious bias is to know what it is and increase peoples awareness, which is exactly what unconscious training can bring to us.


Recommendation

As globalisation leads to a more diversified global workforce, how to control unconscious bias arisen by diversity become essential for human resource management. Although many source states that unconscious training may not be the best way to control bias in the workplace, but it sure is one of the best ways to have employees to be aware of unconscious bias, which is a great first step for company to set new strategy for unconscious bias. Meanwhile, manager still need to lead people to focus on it and potentially introduce a reward and punishment mechanism on unconscious bias.


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