To celebrate LGBTQ+ Pride Month in June 2023, Portobello Institute is examining important issues centred around LGBTQ+ rights to raise awareness and understanding across the sectors in which we specialise.
One of those sectors is Facilities Management and, in this article, we will share some important insights around the topic of the importance of tackling unconscious bias in the workplace.
By doing so we hope to raise awareness and continue this conversation for FMs around what unconscious bias in the workplace is and how it can impact people in the LGBTQ+ community.
In today's diverse and dynamic work environments, fostering inclusivity and diversity has become crucial for organisations seeking to thrive.
While efforts to address overt forms of discrimination have made significant progress, unconscious bias remains a significant challenge.
This article explores the importance of tackling unconscious bias in facilities and workplace management, highlighting its impact and offering strategies to promote an inclusive and bias-free work environment.
Understanding Unconscious Bias
Unconscious bias refers to the deeply ingrained attitudes, stereotypes, and prejudices that influence our judgments and decision-making processes, often without our awareness.
In the context of facilities and workplace management, unconscious bias can manifest in various ways, including hiring and promotion practices, resource allocation, and the overall treatment of employees.
Promoting Diversity and Inclusion
Addressing unconscious bias in facilities and workplace management plays a pivotal role in fostering diversity and inclusion.
By recognising and challenging our biases, organisations can create an environment that values different perspectives, experiences, and backgrounds.
This not only enhances employee morale but also fosters innovation and creativity, leading to better problem-solving and decision-making processes.
Enhanced Talent Acquisition and Retention
Unconscious biases can hinder the recruitment and retention of diverse talent.
When biases seep into hiring processes, qualified candidates from underrepresented groups may be overlooked, perpetuating homogeneity within the workforce.
By implementing strategies to address unconscious bias, such as blind resume screening and structured interviews, organisations can create a fair and inclusive recruitment process, attracting a wider pool of talent and maximising the potential of their workforce.
Improved Employee Engagement and Productivity
When employees feel valued and included, their engagement and productivity levels soar.
Addressing unconscious bias demonstrates a commitment to fairness and equality, creating a sense of psychological safety among employees.
This fosters a positive work environment where individuals feel comfortable expressing their ideas, collaborating with colleagues, and contributing to their full potential.
Mitigating Workplace Conflict and Bias-Driven Behaviors
Unconscious biases can lead to conflicts and bias-driven behaviours within the workplace.
Biased judgments, favouritism, and microaggressions can create a toxic work atmosphere, leading to decreased productivity, high turnover rates, and damaged employee relationships.
By proactively addressing unconscious bias, organizations can establish clear expectations, promote respectful communication, and mitigate potential conflicts, ensuring a harmonious and inclusive workplace.
Enhanced Decision Making and Problem-Solving
Unconscious biases can impair decision-making processes and hinder problem-solving abilities.
When biases influence choices, the organization may miss out on valuable insights and innovative ideas.
By fostering awareness and providing training on unconscious bias, facilities and workplace management teams can promote unbiased decision-making, enabling a more inclusive and effective problem-solving approach that considers diverse perspectives.
Overall, recognising and addressing unconscious bias is paramount to creating a diverse, inclusive, and thriving work environment.
Facilities and workplace management professionals must take proactive steps to identify and challenge biases within their organisations.
By promoting diversity, engaging employees, and mitigating bias-driven behaviours, organisations can unlock the true potential of their workforce and pave the way for sustained success.
Embracing diversity and inclusivity in facilities and workplace management is a moral imperative.
If you are interested in any of our Facilities Management degrees or qualifications you can book a consultation call with our expert FM advisor Brandon McLean here, email brandon.mclean@portobelloinstitute.com or call 01 892 0035.
Visit our Facilities Management department here.
