There’s no denying that bias is a negative force in any workplace, even when prospective employees are being interviewed and considered to join an existing team. This blog post focused on addressing and preventing bias is taken from the HealthStream article, “Understanding the Cost of Bias at Your Organization,” based on a webinar presented by Jeremy Short, a HealthStream subject matter expert on bias, diversity, and inclusion. As part of his presentation, Short shares the importance of acknowledging that as a part of basic human nature we all have bias. At heart, bias is a prejudgment that occurs to help the human brain sort and categorize our world and the environments we encounter. Bias creates useful shortcuts for faster decision making based on past experiences and upbringing, or on information that your brain has told you ahead of time. What’s essential to understand is that biases can be positive or negative.
An important area in which to reduce bias is recruitment. Start by understanding that you cannot eliminate bias completely in this area, because recruitment will always have a subjective component, especially in interactions like face-to-face conversations. However, there are three important strategies for reducing the impact of bias on recruitment.
A workforce and organization that understands the importance of recognizing unconscious bias, diversity in the workplace, cultural competence, and health literacy not only improves peer-to-peer and caregiver-to-patient relationships, but also has the power to influence your organization’s culture, place in your community, and bottom line. Explore HealthStream solutions that support workforce diversity and inclusion.
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