Don’t you love being right? I sure do. I think that’s one reason most of us are afflicted with what’s called “confirmation bias” – the pesky habit of noticing only the evidence that proves our previously held beliefs correct. In other words, we see what we expect to see.
This is where our biases – our inflexible beliefs about categories of people – trick us into jumping to the wrong conclusions. Once we get it into our heads that members of particular groups “all” – because they are members of that group – share a particular characteristic, our brain just can’t resist proving that bias right.
Take, for example, what can happen when we encounter a new team member who uses a wheelchair. Unfortunately, there is a tendency for some of us who are fully-abled to reflexively assume that a person in that situation will require extra help to perform their duties.
That assumption – that bias – in turn means that we fastidiously notice every time he or she does, in fact, ask for help and – conveniently for the confirmation we are seeking – we fail to spot the more numerous times when that same person is utterly self-sufficient.
Noticing only that which makes us feel right may be tempting, but it sure is a bad idea if we are to see the people around us for who they really are and what they have to bring to the workplace.
So, here’s a thought: What if we adopt and practice a far-more productive habit? Namely the habit of skilled skepticism. What if, every time we make an assumption about what someone is like, we pause to weaken that conclusion by dissecting its logic? Specifically, we ask ourselves these three questions:
- Have I ever encountered someone who uses a wheelchair whose need for extra help interfered with my performance in some way?
This brings us to the reality that, sure, some people who use wheelchairs do require extra help. That’s real. It’s not, however, “all” as our confirmation bias tricks us into believing. And this brings us to the demonic nature of bias.
When we have even one an experience with a member of a group that negatively impacts us in some way — in this case “interferes with performance — the brain seeks to protect us from repeating that experience by erroneously teaching us that all members of the group in question are equally apt to put us at that disadvantage.
Sadly, a bias is born. By recalling that experience and recognizing that it is an isolated incident, it brings the event into perspective and, thereby, weakens its impact on our thinking.
- How many wheelchair users do I actually know who are constantly asking for help?
The key phrase here is “actually know.” This doesn’t mean saw depicted on the web or heard a rumor about. It means having had significant ongoing contact with a situation in which help was regularly sought. The answer is overwhelmingly apt to be very few if any. That answer — that insight — has the power to cut through your bias, to weaken it, and allow the rational brain to take over.
Skilled scientism – it works. You’ll be surprised at what you will learn – not only about our colleagues – but about yourself as well.
Sondra has served on the Diversity Cabinet of the American Red Cross, is an Expert Panelist for the Global Diversity and Inclusion Benchmarks, and been widely featured in the media including mention in The Wall Street Journal, U.S.A. Today, and The New York Times. She is the author of six books including, The Diversity and Inclusion Handbook and 3 Keys for Defeating Unconscious Bias: Watch, Think, Act.