As if there aren’t enough visible obstacles to navigate in our work lives, we also have to contend with those that aren’t visible. Namely, unconscious bias.
Unconscious bias is so insidious precisely because it’s not tangible. Nonetheless it has tangible consequences, like hindering your career growth and creating a workplace environment where hard work and talent are not always enough.
The good news is it manifests in telltale ways that, once spotted, can be challenged. By arming yourself with self-confidence, you can empower yourself to thrive and dismantle the biases that attempt to thwart you.
What Does Unconscious Bias Look Like?
You may have encountered unconscious bias and not realized it. Your subconscious registered something as “off” and then you continued on with your day. Once you hone your awareness of the subtle ways unconscious bias manifests, you’ll be able to respond effectively. Here are a few common examples of how it manifests in business settings:
- Being interrupted during meetings
- Consistently overlooked for leadership opportunities
- Offered less compensation than male colleagues
- Vague feedback, i.e. “You need to be more approachable”
To combat the above, be prepared. For starters, if you’re interrupted during a meeting, make a point of speaking up, indicating you weren’t done yet. A calm, confident statement like, “I’d like to finish my thought before we move on,” can shift the dynamic and command respect. Responding in this way helps establish boundaries while maintaining a collaborative tone, demonstrating both confidence and emotional intelligence.
When it comes to compensation, research what the industry standards are for your position. Come to the table armed with data, and document your contributions. This will strengthen your negotiating position.
If you’re given vague feedback, ask for clarification and specifics that directly relate to your performance. If something about your work performance needs improvement, it should be rooted in facts, not stereotypes.
Cultivate Confidence and Resilience
Most of us, regardless of experience or achievement, experience self-doubt at some point. For women, this feeling can be even more pronounced, as we often face heightened scrutiny or scrutiny based on gender.
The important thing is to recognize that feelings of insecurity are normal, even among the most successful leaders. Rather than letting these feelings hold you back, reframe them by focusing on your skills, accomplishments, and the growth you’ve achieved.
If you feel like your confidence could use a boost and you’re not sure how to do it yourself, find a coach! The right coach can set you back on track and help you navigate moving forward, starting with assertive body language and cultivating clear, direct communication.
When you communicate confidently, you command respect and convey the message that you belong at the table. Embracing confidence isn’t just about outward appearances—it’s about believing in your abilities and owning your value in every professional interaction.
Setbacks are inevitable. Our job is to find our way around them. This is how we grow and evolve. Resilience is learning to view challenges as opportunities for growth. Rather than being discouraged by obstacles, see them as chances to learn, adapt, and strengthen your professional abilities.
Celebrating small victories along the way—whether that’s successfully handling a difficult conversation or achieving a milestone—can help you stay motivated and maintain momentum, reinforcing the belief that you have the power to thrive despite the obstacles you encounter.
Vie for Visibility
High-visibility projects offer opportunities to demonstrate leadership, creativity, and problem-solving skills. By volunteering for these roles, you can showcase your talents and counteract biases that might otherwise pigeonhole you into less ambitious and/or significant tasks. Seeking out these roles demonstrates initiative and capability, countering any assumptions about your limitations or lack of ambition.
Find Your Support Network
It’s important to remember this fact: no one goes it alone in this world. The right mentor can help build your confidence and offer perspective on long-term career goals. On the other hand, sponsors take a more active role, advocating for you in situations such as promotions, major projects, or critical decisions. Sponsors are the individuals who speak up for your potential when you’re not in the room.
When looking for the right sponsor, focus on individuals in leadership roles who have decision-making power and a track record of championing others. Sponsors need to be well-connected and respected within the organization.
To find the right mentor, identify colleagues or leaders in your organization whose career paths you admire and who exemplify qualities or skills you aspire to develop. If your company has Employee Resource Groups (ERGs), even better!
Clearly articulate why you’re seeking their guidance or sponsorship and what you hope to gain from the relationship. For example, “I admire your ability to lead teams and I’d love to learn how you approach collaboration. Would you be open to meeting for guidance?”
Start with a small ask, like a coffee meetup or advice on a project, rather than a formal long-term commitment. This will feel less daunting to the mentor/sponsor and that they aren’t committing to anything long-term. Once you meet, you can then both assess compatibility. Be sure to express your gratitude!
Self-Advocacy Is Imperative
An unconscious bias typically at play is that women are less capable for leadership roles because they’re less assertive. The truth is that women often downplay their accomplishments to avoid being perceived as arrogant, but this approach can unintentionally undermine your professional growth.
While humility is a virtue, being overly humble at the risk of showcasing your talents, contributions, and achievements can work against you. Your humility needs to be balanced with healthy self-promotion and proactive communication, particularly in a performance review setting.
Flip the narrative: your achievements are a testament to your hard work, dedication, and skills, and they deserve to be acknowledged. Keeping a record of your successes not only helps during performance reviews but also provides compelling material for networking events, enabling you to confidently share your contributions and make a lasting impression.
By confidently showcasing your achievements and taking credit for your work, you challenge these biased perceptions and help reshape workplace norms. That’s the ripple effect: when you advocate for yourself, you model a proactive approach to bias that can encourage others to reflect on their own behaviors and decisions.
Advocacy gives you the chance to inform colleagues and leaders about biases they may not realize they hold. When individuals advocate for themselves, they lay the groundwork for broader cultural shifts within the organization. Speaking up about inequities, such as being overlooked for promotions, not only asserts your worth but also brings attention to patterns of bias that may be impacting others.
Unconscious bias may be a pervasive challenge, but it’s not insurmountable. By taking deliberate actions—both personally and systemically—you can not only navigate bias but also help to dismantle it for the generations to come.