Imagine you’re leading a tech team and notice that during meetings, a few team members dominate the conversation, while others, especially women and minority members, rarely speak up.

In any workplace, including tech teams, bias and discrimination can undermine the success of the team and create a toxic environment.

You suspect bias might be at play, either in the way meetings are conducted or in how contributions are valued.

As a senior professional or leader, it’s your responsibility to recognize and address these issues to ensure a fair and inclusive workplace.

Here’s how you can do that:

1. Understanding Bias

What It Is: Bias is a tendency to favor one person or group over another, often unconsciously. This can affect decisions in hiring, promotions, and daily interactions within the team.

Common Examples: Bias can show up in various ways, such as favoring candidates who share similar backgrounds, overlooking the contributions of quieter team members, or assuming someone’s capabilities based on stereotypes.

2. Spotting Bias in the Workplace

Hiring Practices: If you notice that your team is not diverse or that the same type of candidates are always chosen, it could be a sign of bias in your hiring process.

Team Dynamics: Pay attention to who gets the most speaking time in meetings, whose ideas are acknowledged, and who gets the most challenging tasks. If it’s always the same group of people, bias might be at play.

3. Self-Reflection

Check Your Own Biases: We all have biases, often without realizing it. Reflect on your decisions and interactions. Are you more likely to mentor someone who reminds you of yourself? Do you assume someone is not a good fit for a role because they don’t fit a certain mold? Recognizing your own biases is the first step in addressing them.

Addressing Bias

Being a leader, you can address bias by taking the following measures:

1. Promote Awareness

• Conduct regular training sessions on unconscious bias for your team

• Encourage open conversations about bias by creating a safe space where team members can discuss their experiences and concerns without fear of judgment or retaliation

2. Implement Fair Processes

• Use standardized interview questions and scoring systems to minimize bias in hiring

• For tasks like code reviews or project evaluations, use blind reviews and consider removing identifying information to prevent bias from influencing the assessment

3. Encourage Diverse Perspectives

• Make sure all team members have the opportunity to contribute in meetings

• When forming teams for projects, ensure that they include a variety of perspectives

4. Hold People Accountable

• Make it clear that bias and discrimination are not tolerated within the team.

• If you notice or are made aware of biased behavior or discrimination, address it immediately