Unconscious Bias in the Workplace & How It Impacts Staff Wellbeing

What is Unconscious Bias?

Unconscious bias refers to the automatic judgments and stereotypes we form about others without even realizing it. These biases are shaped by our background, culture, experiences, and media exposure, influencing how we perceive and interact with those around us.

In the workplace, unconscious bias can show up in subtle but impactful ways from who gets hired or promoted to whose ideas are heard in meetings. While often unintentional, these biases can create an uneven playing field, affecting not only individual employees but the overall health and culture of a business.

The Impact of Unconscious Bias on Staff Wellbeing

Unchecked unconscious bias doesn’t just harm workplace equality it also takes a toll on staff wellbeing. 

1. Increased Stress and Anxiety When employees feel overlooked, stereotyped, or unfairly judged, their stress levels rise. For example, someone consistently passed over for leadership opportunities may begin to question their value, leading to feelings of inadequacy and anxiety.

2. Reduced Morale and Engagement If staff sense that decisions are influenced by bias even subtly it can lead to disillusionment. Employees who don’t feel valued are less likely to be engaged, innovative, or motivated to contribute fully.

3. A Culture of Exclusion Bias can foster a workplace culture where certain voices dominate while others are silenced. This lack of inclusion breeds resentment and weakens team dynamics, making it harder for everyone to collaborate effectively.

4. Higher Turnover Rates When staff consistently experience bias, they may look elsewhere for a workplace that values their skills and individuality. High turnover not only disrupts teams but also comes with significant financial costs for the business. 

A Personal Story: Uncovering Bias in the Workplace

I was delivering a wellbeing program to an agriculture organisation and uncovered that 10% of the staff, who were female, were being overlooked and told they were not capable of driving heavy machinery despite the fact that they had the proper tickets and experience. This was knocking their confidence and creating dissatisfaction in their roles, as they were often given the less desirable tasks.

Upon investigation, we discovered that middle management harboured an unconscious bias toward women driving heavy machinery. This bias was preventing these women from fulfilling their roles. Approaching the situation with curiosity, we unpacked the bias, explored where it stemmed from, and discussed the impact it was having in the workplace. We encouraged the team to look at the evidence, the women’s tickets and expertise and did some role reversals to build empathy and understanding of how these decisions made the women feel.

Through these exercises, we broke through the unconscious bias and supported the managers in leading with equity and inclusion. The outcome? A more cohesive, empowered team and a workplace where skills, not stereotypes, guided decision-making.

What Leaders Can Do to Address Unconscious Bias

The good news is that with awareness and action, leaders can mitigate unconscious bias and create a healthier, more inclusive workplace. Here’s how:

1. Acknowledge That Bias Exists The first step is admitting that unconscious bias affects everyone no exceptions. It’s a natural part of how human brains work, but recognizing it allows us to challenge these automatic thoughts.

2. Provide Bias Awareness Training Invest in regular training that helps staff and leaders identify and address their own biases. This goes beyond just a one-off workshop it’s about fostering ongoing conversations and learning.

3. Review Workplace Processes Evaluate hiring, promotion, and feedback processes. Are decisions made based on objective criteria, or could bias be creeping in? Consider using structured interviews, blind resume reviews, and clear performance metrics.

4. Foster Psychological Safety Encourage a workplace culture where everyone feels safe to speak up without fear of judgment. When employees trust that their ideas and feedback are valued, it nurtures creativity and collaboration.

5. Seek Diverse Perspectives Actively create opportunities for diverse voices to be heard. This could mean rotating meeting facilitators, inviting input from quieter team members, or establishing mentorship programs for underrepresented groups.

Creating a Healthier, More Inclusive Workplace

Tackling unconscious bias isn’t about assigning blame it’s about building awareness and taking deliberate steps toward fairness and inclusion. When businesses commit to this, they don’t just protect staff wellbeing they also strengthen team dynamics, boost morale, and ultimately enhance productivity.

True workplace wellness starts with creating an environment where everyone feels seen, heard, and valued.

Are you ready to start the conversation about unconscious bias in your workplace? Let’s work together to build a healthier, more inclusive culture for all.