WIDEN YOUR HORIZONS

STEP OUTSIDE YOUR COMFORT ZONE BY CHALLENGING YOUR BIASES AND FIND A WHOLE NEW APPROACH

Bias. We hear the word a lot and in fact we observe it far more than we might think. Our biases are presented in our beliefs, our language, our friends, our social networks and even in the roles we play at work and in our community.

What is bias? Here’s the Wikipedia view: “Bias is disproportionate weight in favour of or against an idea or thing, usually in a way that is closed-minded, prejudicial, or unfair. Biases can be innate or learned. People may develop biases for or against an individual, a group, or a belief.”

Because we are often oblivious to our bias (because it is hidden from us due to the fact that we accept it as normal and the way we

are) it inhibits genuine opportunity to build diversity and inclusion into teams and workplaces.

There is a saying that states “what is like me I like and the rest (others) makes me uncomfortable so I won’t get involved or engage”. Scott Bolton, from Delta Concepts Consulting, presents a clever YouTube clip to leaders on this subject.

Providing participants with a sheet folded to present a single column, he asks people to list the top 10 people they trust – not family members. Once that is done, he has them unfold the sheet and populate a set of diversity dimensions that include gender, age, race/ethnicity, sexual orientation, marital status and a couple of others.

What is not surprising is that the vast majority of the time the 10 people trusted are carbon copies of the participant. “What is like me I like”, right?

He suggests we also have three levels of people around us in our workplaces. On level one are people we are aware of, or slightly acquainted with and perhaps getting to know. Relatively large, this group is the greatest in their diversity.

On level two there are about 20 per cent of the number on level one and they are those we would be comfortable enough to have at a social event such as a barbecue or a party with others.

Then we have level three – our top 10 trusted people from whom we will seek advice, support for ideas and perhaps provide opportunity and development to. You can see where this is going.

What happens when we rely on our trusted group is that we will replicate the world we live in and close the door on the opportunity to seek truly diverse perspectives. As a leader, that means over time we will diminish genuine opportunities for growth, development and change for both people and the business we are tasked with leading.

Have you ever thought to recognise and challenge your own bias? It takes a bit of work and it’s worth it for the difference it makes.