Why does exclusion occur?

In August, we started a series of discussions focused on Diversity, Equity, and Inclusion (DEI), exploring its definition, relevance, and the benefits it offers organizations. Despite two decades of research demonstrating that diversity can enhance performance, many companies still face difficulties in overcoming their diversity challenges. But why is this the case?

A big part of the problem is unconscious bias. The University of California defines these biases as automatic stereotypes about different groups that we don’t even realize we have. These biases develop from our personal experiences and shape how we see others, often in ways we aren’t aware of.

Biases start early and shape our decisions as we grow (Dore, 2014; Dasgupta, 2004). For example, a hiring manager might believe younger candidates are more adaptable and overlook an older applicant, even if they’re more qualified.

When bias creeps into decision-making, exclusion often follows. This happens when people feel left out or unsafe in their workplace. Common examples of exclusion include:

• Exclusion and Isolation: Leaving some employees out of important meetings or activities, which leads to feelings of isolation.

• Microaggressions: Small, often unintended comments or actions that make someone feel unwelcome or marginalized.

• Inequitable Opportunities: Bias in hiring or promotions, leading to fewer opportunities for certain groups.

• Unsafe Environments: Allowing bullying or harassment to go unchecked, creating a toxic work atmosphere.

Even with laws and programs to prevent exclusion, achieving true equity remains difficult. Research by UBC Sauder School of Business found that 71% of professionals have felt excluded at work, affecting their confidence and causing them to hide parts of their identity.

Studies by Williams (1997) and Robinson (2013) suggest exclusion is often accidental, caused by things like stress or forgetfulness. For example, a team member might be left out of a lunch invite because no one remembered to ask them, not because there’s intention to exclude the member. In diverse environments, this can be even more common as people naturally connect with those who share similar backgrounds, unintentionally excluding others.

Everyone needs to feel seen and valued—to belong. When they don’t, it can cause emotional stress, stunt career growth, and lead to higher turnover and lower productivity, which ultimately hurts the company’s performance and culture. Understanding these dynamics is key to creating a more inclusive and productive workplace.

Steps to tackle unconscious bias

To reduce unconscious bias and create a more inclusive environment, companies can take several steps:

• Bias Awareness Training: Offer workshops to help employees recognize and address their biases in decision-making.

• Broaden Recruitment: Widen the search for talent to reach more diverse candidates.

• Collaborative Hiring: Include multiple people in hiring and promotion decisions to ensure fairness.

• Skills-Based Assessments: Focus on candidates' skills and abilities, not just their resumes.

• Mentorship Programs: Create mentoring opportunities to support underrepresented employees and help them advance.

• Data Monitoring: Regularly review hiring, promotion, and retention data to spot patterns of bias and make changes.

If your organization is committed to fostering a more inclusive, equitable, and productive work culture, we can help guide you on the next steps of your DEI journey. Do not hesitate to contact us.