Unconscious bias turning into discrimination

Without effective management of unconscious bias, most recruiters will continue to be unaware that they even possess deep-rooted unconscious biases against candidates and there is a danger of this leading to discriminatory acts. The EqA 2010 provides protection to work seekers engaging recruitment businesses even when they are not in an employment relationship with either the recruitment business or the recruitment businesses’ client. The legislation provides protection against discrimination, but it does not necessarily stop discrimination from occurring. Instead, there are penalties for those who do discriminate.

From a young age, we must try and make sense of the world, so we rely on our environment and life experiences to help us in doing this. This can lead to stereotypes and prejudices which transform into biases, hidden in our unconscious mind and impact how we treat people and can in some circumstances lead to inequality. In 2024, HR or recruitment professionals know that it is unlawful to discriminate in the recruitment process and will be determined not to discriminate. However, we all have stereotypes and prejudices which have stayed with us from childhood and can creep into any decisions that we make. This is known as unconscious bias. Unconscious biases can influence a person’s judgment without them being aware of it.

Credit: Paul Chamberlain of JMW Solicitors LLP