Hiring managers and employees alike are susceptible to unconscious bias and may unknowingly make decisions and choices, both personally and organizationally, that can exclude certain individuals based on a single characteristic or trait. In this way, unconscious bias could derail your organization’s ability to be diverse, equitable, and successful. The stressful experience of being understaffed can leave many organizations feeling dire, making speed the predominant criteria in the selection process. This leaves proactive efforts to hire for Diversity, Equity, and Inclusion (DE&I) placed lower on the ladder of considerations. But choosing this route not only increases your organization’s risk of unconscious bias but may also have a long-term effect on your ability to attract and retain quality talent.

In order to better understand the impact of unconscious bias on hiring and selection and its long-term impact in the workplace, Wiley Professional Learning surveyed over 5,000 working professionals. Survey respondents included individual contributors (43%) and managers or other leadership positions (57%). About half of all respondents had some involvement in the hiring process, with managers representing the largest portion of this group. In The State of Hiring 2022 Report, you will see Wiley’s findings and see the actions they recommend that you can take to combat unconscious bias in hiring and selection. Reach out to me to see this report!