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Reduce bias and discrimination in your workplace

The Predictive Index enables you to hire fairly, promote equitably, and unlock every employees’ true potential.

As humans, we all have biases towards one another.Throughout our lives, we have gathered information from our families, teachers, communities, workplaces, and the media that we consume. Our brains have so much information to process so they take shortcuts to make decisions easier, and one of those shortcuts is creating and listening to unconscious biases. Unconscious biases are learned stereotypes that are automatic, unintentional, deeply ingrained, and able to influence behavior. Because of unconscious bias, the judgments our brains make are not always true and the decisions it makes aren’t always the best.

Spending time to notice what your biases are, where they come up, and how to unlearn them is an important part of eliminating discrimination in the workplace. In addition to your own learning, The Predictive Index talent optimization solutions can help make decisions more objective and reduce biased decision-making. Eliminating biased decisions is critical to reducing discrimination in the workplace and creating a culture where all people are welcome, included, valued, and given opportunities to learn and grow.

Biases, which are often unconscious, show up in the workplace in the recruitment process, employee development and coaching, promotion pipeline and succession planning, and performance management. If biases are not acknowledged and processes are not put in place to eliminate biased thinking and decision making, employees can be treated unfairly and may be discriminated against. This creates a competitive, anxious, and hostile environment.

Biases can be related to many factors, such as protected classes (age, gender, sex, race, sexual orientation, pregnancy, ability, national origin, and religion) or they can be related to other factors that we have our own opinions on, such as weight, attire and appearance, home zip code, mode of transportation, and education. Other common unconscious biases include:

  • Affinity bias in which we favor individuals who have similarities to ourselves.
  • Attribution bias is when we credit our successes to our merit and hard work, and our failures to external factors, but credit other people’s successes to luck and their failures to their personality or own shortcomings.
  • Conformity bias occurs when a group of individuals you are working with unconsciously sways your opinion.
  • Confirmation bias is when you unconsciously seek out, focus on, and remember information from someone that confirms your existing beliefs and opinions.
  • The Halo effect is a bias where you focus on one great thing about someone, such as their education or one professional success story, and let it positively influence everything else that they say or do. In contrast, the Horns effect is the opposite and occurs when you focus on one negative fact about someone and let it negatively impact everything else about them.

The PI Behavioral Assessment (BA) collects data from an individual to create a unique behavioral report that explains this person’s drives, needs, and general temperament. The PI Cognitive Assessment (CA) measures the rate at which an individual can process and learn new information. Paired together, these assessments are strong indicators of job success when used correctly. 

The PI Job Assessment allows a team of stakeholders to select a series of skills, cognitive abilities, and temperaments required to do a specific job at your company. The software aggregates this data to create a Job Target that you can use when hiring for a new role or promoting an internal candidate. By aligning your candidates BAs and CAs with the Job Target, you can identify the best candidates for that role.

There is a visual layover that shows how the candidate’s BA compares to the Job Target BA, as well as a behavioral, cognitive, and overall match score on a scale of 1-10. This tool is extremely helpful for determining the people who are best suited for the job from a small candidate pool or a larger pool. In the current job market, hundreds of candidates may be applying for a single role, and the data from the Job Target can help you objectively determine which candidates to invite to continue with the interview process. Using the Job Target and candidate’s Behavioral Assessment, the PI software also creates unique coaching questions for internal hires and a behavioral interview guide for external candidates.

Recruiters, managers, and other interviewers often make a decision about a candidate based on their “gut feel,” which is typically rooted in their unconscious biases. By leveraging the PI Behavioral and Cognitive Assessments, Job Assessment, Job Target, and interview guides, your interview team can make more objective hiring decisions.

While the PI platform doesn’t solve social injustice, it can – and does – remove bias in the workplace. It enables you to hire fairly, promote equitably, and unlock every employees’ true potential. 

If you are ready to take the next step in eliminating bias and discrimination in your workplace, contact me so we can work on a customized plan for you to implement.