How can unconscious biases deepen inequalities in recruitment and career growth, and what are your thoughts on this issue?

Unconscious biases—often shaped by upbringing, media, education, and language—can significantly influence recruitment and career progression by affecting decisions related to hiring, promotions, and leadership opportunities. As discussed in a recent workshop hosted by Nama Women Advancement under the Irtiqa initiative, these biases are not just personal but systemic, creating barriers to inclusion and reinforcing workplace inequalities. Common examples include maternity bias, the halo and horn effects, contrast bias, and affinity bias. These subtle yet powerful influences can skew perceptions of merit and fairness, ultimately affecting employee engagement and organisational culture. What do you think—have you witnessed or experienced unconscious bias in the workplace, and how do you believe it should be addressed?

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