ARE YOU LETTING YOUR BIAS LEAD YOU?

We all think we lead fairly. That we make decisions based on facts and not feelings. But the truth is, bias shows up in leadership more often than we realise — and it’s not always obvious.

Whether it’s who we promote, how we give feedback, or which ideas we listen to in meetings, our unconscious bias can quietly shape the workplace.

And the impact?

Lower trust, missed talent, and a culture that’s anything but inclusive.

💭Affinity Bias

We naturally warm to people who are like us — similar background, interests, communication style. But when leaders favour those they “click with”, others can feel overlooked or excluded.

💭Confirmation Bias

Already formed an opinion about someone? You might (unconsciously) seek out evidence to support that view and ignore anything that contradicts it.

💭Halo (or Horns) Effect

If someone’s great at one thing, we assume they’re great at everything (halo). If they mess up once, we might let that one thing cloud our whole view of them (horns).

How can we reduce bias in our leadership?

Slow Down Decisions

Bias thrives in fast thinking. When hiring, promoting, or giving feedback, pause and ask: What evidence do I have? Am I being fair across the board?

Use a Structured Approach

Whether it’s interview questions, performance reviews, or team meetings — use consistent criteria. This helps you stay focused on facts, not gut feel.

Invite Different Perspectives

Bias isn’t just a personal issue — it’s a team one. Encourage challenge, welcome diverse voices, and build a culture where people feel safe to speak up.

Bias isn’t a character flaw — it’s human. But recognising it and taking action is what sets great leaders apart. 

Make fairness a habit, not an afterthought! And if you need a hand, let us know!