Unconscious Bias 

what it costs your bottom line
and how to disrupt it

By definition, “unconscious” or “implicit” bias is subtle, typically going unnoticed. Consider this scenario: Christine leads a team that is working on a presentation for a client. As her team is creating the presentation, she defers to the more senior members, while dismissing the ideas of her coworker Luke before he even finishes explaining them. Despite Luke’s high potential, Christine assumes he doesn’t have enough experience to contribute to this high-stakes project.

Can you see this happening at your organization? Scenarios like this may seem innocent enough but they are rife with hidden costs. Here’s why you can’t afford to ignore them:

  • A recent study from the Center for Talent Innovation indicates that the mere perception of unconscious bias costs companies money through employee disengagement, higher turnover, and withholding of ideas.

  • Unconscious bias impedes diversification of the executive suite, which directly correlates to financial performance, according to McKinsey & Company’s 2018 Delivering Through Diversity report.[1]

Do you know your organization’s unconscious bias profile? Are you wondering how you even begin to measure it? With modern diagnostic technology rich in behavioral analytics, like Scholar Compass, you can find out quickly and devise the right action plan for protecting your bottom line and attaining a competitive advantage.


To learn more about the latest research around unconscious bias:


[1] “Delivering through diversity,” McKinsey & Co., January 2018, https://www.mckinsey.com/business-functions/organization/our-insights/delivering-through-diversity, accessed October 4, 2018.