Lets Define Diversity!


Diversity is about what makes each of us unique. It encompasses our backgrounds, personality, life experiences and beliefs, the things that make us who we are and result in our genuine self. It is a combination of our differences that shape our world view, our personal perspective, and our general approach.

A lack of diversity in a work environment can feed unconscious bias within teams.

Unconscious biases, also known as implicit biases, is when the attitudes and stereotypes that a person unconsciously associates to people or group types, which affects how they then engage with others. Assumptions and biased can be form unconsciously through media biased, cultural limitations or lack of diverse role model representation.

Here are some examples of unconscious bias that can affect diversity in the workplace:


πŸ‘©πŸ»β€πŸ¦°πŸ‘©πŸ½β€πŸ¦°πŸ‘©πŸΎβ€πŸ¦° Affinity Bias

This refers to our tendency to gravitate toward people like ourselves. That might mean hiring or promoting someone who shares the same race, gender, age, or educational background.


πŸ‘΅πŸΎπŸ§”πŸ½πŸ‘©πŸ»β€πŸ¦± Ageism

This refers to discriminating against someone on the basis of their age. Ageism tends to affect women more than men, and effects the full spectrum of age based on current culture in each organisation.


πŸ‘©πŸ»β€πŸ¦±πŸ§”πŸ½πŸ‘©πŸΎ Attribution Bias

Because some people see some gender types as less competent than others, they may undervalue their accomplishments and overvalue their mistakes.


πŸ‘ΈπŸΌπŸ‘„πŸ’…πŸ» Beauty Bias

Judging people, based on how attractive you think they are is called beauty bias. People perceived as attractive can be viewed more positively and treated more favourably.


πŸ‘₯πŸ“²πŸ”Ž Confirmation Bias

Confirmation bias refers to the tendency to look for information that confirms beliefs we already hold.


πŸ’¬πŸ§”πŸ»πŸ—¨ Conformity Bias

Quite common in group settings, this type of bias occurs when your views are swayed or influenced by the views of others.


πŸ‘©πŸ½β€πŸ’»πŸ‘©πŸ»β€πŸ’»πŸ‘©πŸΎβ€πŸ’» The Contrast Effect

This bias refers to evaluating the performance of one person in contrast to another, normally because you meet the individuals in close succession and are compelled to compare.


πŸ‘¨πŸ»β€πŸ¦°πŸ‘±πŸ»β€β™€οΈπŸ‘¨πŸ»β€πŸ¦² Gender Bias

Preferring one gender over another or assuming that one gender is better for the job.


πŸ‘ΌπŸΌπŸ˜ˆπŸ‘ΌπŸΎ The Halo/Horns Effect

The tendency to put someone on a pedestal or think more highly of them after learning something impressive about them or perceiving someone negatively after learning something unfavourable about them.


πŸ—¨πŸ’­πŸ—― Name Bias

When you judge a person based on their name and perceived background. This is especially important when assessing resumes.


πŸ‘€πŸ€°πŸΎπŸ•ΊπŸ» Weight Bias

Judging a person negatively because they are larger or heavier than average.


Here is some great links for your downtime reading:

Diversity Champion

Government Guidance

Government Diversity & Inclusion Strategy‍