The workplace can often feel like a maze, with both visible and invisible barriers hindering women's progress. We see and experience the stark reality of unequal pay and under-representation in leadership, but beneath the surface lies a more insidious obstacle: the unseen labyrinth of gendered unconscious bias.

What is Unconscious Bias?

Unconscious bias refers to the deeply-ingrained stereotypes and attitudes we hold about people that can influence our perceptions and actions without us even realising it. When it comes to gender, these biases can manifest as subtle - and often blatantly obvious and deeply damaging - assumptions about women's abilities, roles, and behaviours, often leading to unfair treatment and missed opportunities.

A recent survey by JoWiseLeadership.com of 71 female professionals revealed that a staggering 81.7% have experienced being interrupted or talked over in meetings, and 62% have had their ideas dismissed or credited to a male colleague. These statistics underscore the pervasive nature of unconscious bias and its detrimental impact on women's careers.

The Tricky Nature of Unconscious Bias

The challenge with unconscious bias lies in its very nature - it operates below our conscious awareness. We may genuinely believe we're being fair and objective, while our deeply-ingrained biases are silently shaping our decisions.

Moreover, these biases are often reinforced by societal norms and cultural expectations, making them even more difficult to recognise and challenge. Women themselves may have internalised these biases, leading to self-doubt and a reluctance to speak up or assert themselves.

Unconscious Does Not Mean Unchangeable

A bias being "unconscious" means it happens automatically, but it doesn't mean we can't recognise and address it. Our brains constantly take shortcuts to make quick decisions, sometimes based on biased assumptions. While these assumptions may often be accurate, sometimes they're rooted in bias and lead to unfair outcomes. The key is to be aware of these biases and actively work to counteract them.

The Data Speaks Volumes

The impact of unconscious bias is undeniable. In Australia, only 18.3% of CEOs and 32.5% of key management personnel are women, according to the Workplace Gender Equality Agency (WGEA). This disparity highlights that unconscious bias still pervades our workplaces, hindering women's progress and limiting their potential.

Voices from the Workplace

The impact of unconscious bias isn't just theoretical; it's a daily reality for countless women. Their experiences, ranging from subtle slights to blatant discrimination, highlight the pervasive and damaging effects of gender bias in the workplace.

• Gemma shared, "Many general examples that follow the same theme of ideas I put forward in large meetings which are only taken up when male colleagues repeat them. No attribution provided to me."

• Louisa revealed, "I was promoted to a senior executive position ... but I had to prove myself before I could become part of the executive team and get a seat at the table. I was the only female."

• Summer reflected on her early career, saying, "As a younger woman in the fashion industry, women were seen as less stable."

• Avril noted, "In more recent times, in the workplace as an intern counselor on placement, women were equal, but there was a subtle bias towards work being more emotional and less predictable."

• Amy recounted, "I noticed it when I first got pregnant, the interactions I used to have with senior leaders instantly changed as if I was no longer as much of a valuable asset."

These firsthand accounts highlight the insidious nature of unconscious bias. But even more overt instances of discrimination persist.

• Bridget described being excluded from meetings and facing backlash for challenging a "bro code" culture.

• Julie had to repeatedly prove her worth despite a senior promotion, simply because she was the only woman on the executive team.

• Olga pointed out that sometimes bias isn't unconscious at all, recounting instances of blatant sexism and exclusion.

• Zoe shared experiences of sexual harassment, being treated as an assistant despite being a manager, and being excluded from key meetings due to pregnancy.

• Alicia was demeaningly referred to as "that girl" by senior male executives, highlighting the dismissive attitudes women often face.

• Anne was offered a role solely because she was considered "too old to have children," a stark example of discriminatory hiring practices. (Note: Anne did not take the role).

• Fiona described being relegated to administrative tasks, discouraged from travel due to safety concerns, and having her ideas attributed to male colleagues.

• Tamica was excluded from a "team-building" activity that turned out to be a male-only ‘cricket’ event, showcasing the casual exclusion women often encounter.

These stories, and countless others, underscore the urgent need for awareness and action to create a truly equitable workplace.

Charting a Path to Change 

While dismantling unconscious bias is an ongoing process, proactive steps towards a more equitable workplace are crucial.

Organisational Level:

• Awareness and Education: Implement training programs to increase awareness and understanding of unconscious bias.
• Inclusive Policies and Practices: Review hiring, promotion, and performance evaluation processes to ensure fairness and objectivity.

• Diverse Leadership: Strive for greater representation of women in leadership positions, fostering a culture of inclusion.

Individual Level:

• Self-reflection: Examine your own biases and challenge your assumptions.
• Open communication: Foster conversations about bias and its impact.
• Advocacy and allyship: Support and empower women in the workplace.

The Role of Coaching

Navigating the complexities of unconscious bias can be challenging. A coach who understands the unique challenges faced by female leaders can provide the support and guidance needed to:

• Deepen self-awareness: Identify and challenge your own biases.

• Build confidence and resilience: Overcome self-doubt and develop strong self-advocacy skills.

• Craft a powerful leadership brand: Develop and own your leadership identity, showcasing your achievements and ambitions.

• Navigate workplace politics strategically: Gain the confidence and skills to advocate for your career goals.

• Foster inclusivity: Implement strategies to create a more equitable and supportive environment for all.

• Develop effective strategies: Learn to address microaggressions and navigate workplace challenges.

Unconscious bias may be an ingrained part of our workplaces, but it's not an insurmountable obstacle. By understanding its manifestations and taking proactive steps to challenge it, we can create a more inclusive and equitable professional world for everyone.

Remember: The journey towards a bias-free workplace starts with each of us. Let's commit to recognising our biases, fostering open dialogue, and championing change. Together, we can break down the barriers and empower women to thrive.

Ready to take action against unconscious bias? In my other article Beyond the Glass: Dismantling Bias and Creating an Equitable Workplace for Women, we'll explore practical strategies that can help you challenge stereotypes and create a more equitable workplace.