In today's world, being intentional with diversity, equity, and inclusion (DEI) is crucial in creating workplace culture. However, despite the best intentions of employers, unconscious biases can persist, leading to discrimination against people based on their race, disability, gender, and other characteristics. In this blog post, we will discuss unconscious workplace bias and its impact on neurodiversity, DEI, and legal issues.
Unconscious bias refers to the stereotypes and prejudices people hold unconsciously. Even with our best efforts, our perceptions are created based on our unconscious bias; we must be open to challenging our knee-jerk assumptions of groups and learn to address each situation individually. It's uncomfortable to admit, but it is very accurate, especially in leadership positions, that biases can impact decision-making and be disadvantageous for certain groups of people. For example, a hiring manager may unconsciously prefer candidates similar to them regarding gender, race, or educational background, resulting in a lack of true diversity within the workplace.
Neurodiversity is a concept that recognizes the diversity of neurological differences among individuals. This includes people with autism, ADHD, dyslexia, and other neurological differences. According to the Centers for Disease Control and Prevention, approximately 1 in 54 children in the United States has been diagnosed with autism spectrum disorder (ASD). Additionally, studies have shown that individuals with neurodivergent conditions have unique skills and perspectives that can be valuable in the workplace. In the current workforce, about 15% of employees are neurodiverse. The numbers are probably much higher, but many neurodivergent people are undiagnosed.
Despite the value of neurodiversity in the workplace, individuals with neurodivergent conditions often face discrimination due to unconscious bias. According to a survey conducted by the National Autistic Society, only 16% of autistic adults in the UK are in full-time employment. However, 77% of autistic adults report the desire to work. Similarly, a study by the National Institutes of Health found that individuals with ADHD are less likely to be hired, promoted, or retained in a job than their neurotypical peers. Exit interviews find that this is usually due to being quietly bullied or unconsciously ostracised for requesting or needing accommodations and not due to job performance.
DEI initiatives aim to create a workplace culture that is inclusive and welcoming to individuals from all backgrounds. However, unconscious bias can still undermine these efforts. For example, a study by the Harvard Business Review found that when evaluating job candidates, recruiters are more likely to select candidates who share their interests and hobbies, leading to a lack of diversity in hiring.
Legal issues related to workplace discrimination are also a concern. The Equal Employment Opportunity Commission (EEOC) reported that in 2020, they received 67,448 charges of workplace discrimination, resulting in $439.2 million in monetary benefits for victims of discrimination. Additionally, the Occupational Safety and Health Administration (OSHA) has guidelines for employers on preventing discrimination and harassment in the workplace.
In recent years, several high-profile lawsuits have been filed against companies for discrimination against individuals with disabilities. For example, in 2020, the Department of Justice settled a case with a healthcare provider that allegedly discriminated against employees with disabilities. The settlement included $50,000 in compensation to the affected employees and training for management on disability accommodation.
In conclusion, unconscious workplace bias can have a significant impact on individuals from diverse backgrounds, including those with neurodivergent conditions. While DEI initiatives are important, it is also essential to address unconscious bias through training and awareness. Employers must ensure that all employees are valued and supported, regardless of their background or abilities. Legal guidelines from OSHA and the EEOC can guide on preventing discrimination and harassment in the workplace, and companies should be proactive in addressing any issues that arise. However, partnering with a service like Aligned and Able Services Incorporated can help companies prevent occurrences before they happen by creating an environment.
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