How to Reduce Bias in Everyday Decisions

Oct 18

Every day at work, we make decisions about people, priorities, opportunities and how we respond to different situations. While we may intend to be fair and objective, unconscious bias can influence our judgement. It can affect whose ideas we value, who receives opportunities and how we assess people's performance or potential.

Reducing bias starts with recognising the assumptions that can shape our thinking and taking practical steps to make decisions more consistent and fair. By becoming more aware of our judgement and reviewing how decisions are made, we can create a workplace where people are assessed on relevant evidence and have fairer opportunities to contribute and succeed.

Recognise Your Automatic Assumptions

Our brains naturally use mental shortcuts to process information and make decisions quickly. These shortcuts can lead us to favour people who are similar to us, rely too heavily on first impressions or overlook information that challenges what we already believe.

The first step is to recognise that everyone can experience bias, regardless of their intentions. When making a decision, pause and ask yourself whether you are responding to what you know about the person or situation, or whether an assumption might be influencing your judgement. This awareness creates an opportunity to reconsider your initial reaction before acting on it.

Focus on Evidence Rather Than Impressions

Personal impressions can sometimes be mistaken for objective evidence. For example, a manager might see an employee who speaks confidently in meetings as more capable than someone who takes time to reflect before sharing their ideas. Yet, confidence and communication style do not necessarily reflect the quality of someone's work or their ability to perform.

Before making decisions about recruitment, performance or development opportunities, identify the specific skills, behaviours and outcomes that matter. Use relevant examples and evidence rather than general impressions or assumptions. This helps ensure that people are assessed on their actual contributions and capabilities rather than how closely they match your expectations.

Apply Consistent Competence Criteria

Bias can influence decisions when we judge people using different standards without realising it. We might describe one employee as ambitious while viewing another's similar behaviour as demanding, or give greater weight to the mistakes of someone we find difficult to relate to.

Establishing clear criteria before making a decision helps reduce these inconsistencies. For example, when selecting someone for a project, agree on the skills and experience required before considering individual candidates. Apply the same relevant standards to everyone and document the reasons behind your decision. Consistency makes decisions more transparent and helps reduce the influence of personal preferences.

Seek Ideas From a Diversity of People

We are often drawn to information that confirms what we already believe. When making decisions, this can cause us to overlook alternative explanations or dismiss information that challenges our initial judgement.

Make a habit of asking what you might be missing. Invite a colleague to offer a different perspective, consider evidence that contradicts your preferred option or ask how someone with a different experience might view the situation. Seeking constructive challenge helps uncover blind spots and encourages more balanced thinking, particularly when decisions affect other people.

Slow Down Important Decisions

Quick decisions are sometimes necessary, but rushing can make it easier for assumptions and first impressions to influence the outcome. This is particularly important when decisions affect people's careers, opportunities, recognition or access to resources.

Where possible, build in time to reflect before making significant decisions. Review the information available, consider relevant alternatives and ask yourself whether you would reach the same conclusion if the circumstances or person were different. For important decisions, discussing your reasoning with a trusted colleague can also help identify assumptions you may have overlooked. Even a short pause can lead to a more considered response.

Review Decisions and Learn from Them

Reducing bias is an ongoing practice. Even when we make a genuine effort to be fair, our decisions may still produce unintended patterns or disadvantage certain people.

Take time to review how decisions are made and consider their outcomes. Are development opportunities being offered fairly? Are some employees' contributions consistently overlooked? Are similar behaviours being evaluated differently across the team? Looking for patterns can help identify where processes need improvement and where greater consistency or transparency may be needed. Use these insights to adjust your approach and strengthen fairness in future decisions.

Putting It into Practice

Pause before making a judgement: Notice your first reaction to a person or situation and consider whether assumptions, familiarity or past experiences may be influencing your view.
Use clear and consistent criteria: Identify the relevant skills, evidence and outcomes before making decisions about recruitment, performance or opportunities. Apply the same standards fairly to everyone.
Review decisions for patterns: Look at how opportunities, recognition and development are distributed across your team. Seek different perspectives and identify practical changes that could make future decisions fairer and more inclusive.