Bias Compass

Table of Contents
    compass

    Sensing Workplace Bias...Are You Sure?

    FAQ

    Buki's Big 5 Transformational Ideas and Quotes

    1. Career-stifling Unconscious bias is not a one-way street…Accept the multidirectional nature of workplace bias
    2. Strategies predicated on unidirectional views of workplace bias are creating a Diversity and EXCLUSION nightmare in corporate America
    3. There is an over-reliance on the structural dismantling of career-stifling bias in the workplace
    4. Traditional victims have as much of a role to play in dismantling career-stifling workplace bias as traditional perpetrators.
    5. Once we accept the multidirectional nature of workplace bias, we can learn:
      • How to think
      • What to say
      • When to say it
      • And the way to say it

    So that we can put career-stifling and conflict generating bias behind us once and for all

    8 Mistakes Most Organizations Make

    MISTAKE #1: Accepting Incorrect Definitions of Workplace Bias

    MISTAKE #2: Subscribing to the Guilty Perpetrator Versus Hapless Victim Model

    MISTAKE #3: Not Accepting the Inevitability of Workplace Bias

    MISTAKE #4: Denying the Multidirectional Nature of Workplace Bias

    MISTAKE #5: Not Accepting that All Workplace Bias is Sensed at an Interpersonal Level

    MISTAKE #6: Not Equipping All Staff With The Skills To Navigate The Inevitability Of Workplace Bias

    MISTAKE #7: Not Recognising the No.1 Obstacle to Navigating Workplace Bias

    MISTAKE #8: Not Accepting Workplace Bias as a We Problem

    Workplace Bias Statistics

    With figures like these, clearly some innovation and disruption are required in addressing these perennial bias-related problems.

    Gallup estimates that active disengagement due to bias-related issues costs US companies $450 billion to $550 billion per year—a hard figure which should matter to senior leaders (Caprino 2017). Engagement requires that people feel comfortable in their jobs, which means that discrimination cannot be the norm, or you will lose employees (and money).

    Ethnic discrimination in the workplace costs the UK £40 billion annually. That’s equivalent to 1.8 percent of the UK Gross Domestic Product (Route2 2020).

    Discriminatory practices at work are costing the UK economy £127 billion in lost output each year (Muller-Heyndyk 2018).

    Twenty-eight percent of disabled people see their social and community lives as challenging (SCOPE 2020).

    Forty-seven percent of millennial talent say that they actively look for inclusive employers (Monster.com 2021).

    Thirty-seven percent of BAME (Black Asian Minority Ethnic) workers have been bullied, abused, or experienced racial discrimination at the hands of their employer. Nineteen percent have experienced discrimination in the form of being denied training or promotion (Route2 2020).

    Gender-based discrimination in social institutions costs up to $12 trillion (US) for the global economy (Ferrant and Kolev 2016).

    Gender-based workplace discrimination was found to cost the UK economy up to £123 billion in lost output (Muller-Heyndyk 2018).

    U.S. Economy Lost $16 Trillion Because Of Discrimination, CitiBank 

    Unconscious bias costs the business world $64B dollars annually in the rehiring process alone

    Unconscious bias costs the business world $64B dollars annually in the rehiring process alone

    In the U.S. alone, companies spend over $8 billion a year on unconscious bias training

    In 2022, only six companies on the Fortune 500 list had a Black CEO. Black CEOs have had to overcome significant barriers to reach the C-suite. These nine CEOs include well-established corporate leaders, as well as up-and-comers who are just beginning to make waves.

    Having a total of 41 women chief executives amounts to female leadership for just 8.1% of the Fortune 500.

    In 2022, only six companies on the Fortune 500 list had a Black CEO. Black CEOs have had to overcome significant barriers to reach the C-suite. These nine CEOs include well-established corporate leaders, as well as up-and-comers who are just beginning to make waves.