Breaking Bias [Memecahkan Bias]
Introduction
SWAY: Unravelling Unconscious Bias by Pragya Agarwal[1] is a captivating exploration of the hidden biases that shape our perceptions, decisions, and interactions. Drawing from her expertise as a behavioral and data scientist, Agarwal dives into the neuroscience, psychology, and sociology behind unconscious bias, presenting a compelling narrative supported by real-world examples and scientific research. The book examines a wide range of biases, including those related to gender, race, age, and even left-handedness, shedding light on how these biases manifest in everyday life and perpetuate systemic inequalities. She challenges readers to confront their own biases in a non-judgmental way, encouraging self-awareness and reflection.
Dr. Agarwal is a distinguished behavioral and data scientist, author, and speaker, celebrated for her work on diversity, equity, and inclusion. She is the founder of The 50 Percent Project; a research think tank investigating global gender inequalities. Her academic journey spans institutions in India, the UK, the USA, Germany, and Australia, and she currently serves as a visiting professor at Loughborough University and a Royal Literary Fund Fellow at Cambridge University.[2]
Definition
Unconscious bias is never an excuse for discriminatory behavior. Not every bias is unconscious and outside the control of the person. There are biases that we can control once we are aware of the way they influence our decisions. Unconscious bias training does not exonerate an individual from taking responsibility for their actions and their role in creating inequities and amplifying injustice.[3]
Drawing from the text, I want to highlight unconscious bias and individual accountability:
- Unconscious Bias Is Not a Free Pass: While unconscious biases are automatic and not always intentional, they do not justify discriminatory behavior. Individuals cannot use unconscious bias as an excuse to dismiss responsibility for their actions.[4] There is a line between right and wrong. For example:
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- Imagine a hiring manager who subconsciously associates leadership qualities more strongly with men than with women. During interviews, they unintentionally favor male candidates for managerial roles, even when equally qualified female candidates are present.
- Once this bias is brought to their attention, the hiring manager cannot justify their decisions by saying, “I didn’t mean to be biased.” They have a responsibility to recognize the impact of their actions and correct them. For example, they could implement structured interviews with standardized evaluation criteria to ensure fairness. This scenario reflects the principle that while unconscious bias is unintentional, it does not excuse discriminatory behavior. It emphasizes the importance of drawing a clear line between right and wrong and taking accountability to prevent inequities.
- Not All Biases Are Unconscious: Some biases are conscious and within an individual’s control. Once a person becomes aware of their biases, they can take steps to address and mitigate them. For example, a teacher might consciously favor students who actively participate in class discussions over those who are quieter, assuming that participation reflects understanding and effort. Over time, this bias could lead to inadvertently neglecting the quieter students, who may be equally capable but express themselves differently. Once the teacher becomes aware of this bias, they can take intentional steps to address it. According to Agarwal, “we need to take responsibility for our inherent biases” [5], such as:
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- The teacher might create activities that allow quieter students to showcase their abilities in smaller groups or through written responses.
- The teacher could set guidelines to ensure equal opportunities for participation, such as calling on students randomly or offering multiple formats for contributing.
This demonstrates how a conscious bias, once recognized, can be actively managed and mitigated through thoughtful actions and strategies.
- Responsibility Beyond Training: Unconscious bias training helps individuals recognize and understand their biases, but it does not absolve them of accountability. People must actively work to prevent their biases from leading to inequities or injustice. For example, imagine a company where managers undergo unconscious bias training to recognize biases like favoring employees who share their background or interests. One manager, after attending the training, realizes they have consistently assigned high-visibility projects to employees with similar hobbies or alma maters, unintentionally excluding others.
Recognizing this, the manager does not stop at training; they actively change their behavior by implementing measures to ensure fairness, for instance:
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- Introducing a transparent system for assigning projects based on merit and skills rather than personal preferences.
- Engaging in regular self-reflection and seeking feedback to ensure biases are not influencing their decisions.
Conclusion
I recall a scene in the animated movie Zootopia (2016) that illustrates the unconscious bias of Judy Hopps, a European rabbit and one of the central characters [6]. She assumes that Nick Wilde, a fox, is untrustworthy simply because of his species. Despite Nick being friendly and cooperative, Judy initially carries the stereotype that foxes are inherently sly and deceitful. This bias affects her early interactions with Nick, but as the story progresses, she challenges these assumptions and comes to see Nick for who he truly is—a loyal and resourceful ally. Although it is an animated movie, this moment powerfully highlighted how unconscious biases can shape perceptions and relationships. Similarly, in her book Agarwal, emphasizes the importance of self-awareness and accountability in addressing biases. By examining both unconscious and conscious biases, Agarwal encourages individuals to take proactive steps to prevent inequities and promote fairness. Through relatable examples and practical strategies, her book inspires personal and collective efforts to create a more inclusive and compassionate world.
[1] Pragya Agarwal, Sway, Unravelling Unconscious Bias, (London, UK: Bloomsbury, 2021). Kindle Edition.
[2] Pragya Agarwal, “Dr. Pragya Agarwal Official Website,” accessed April 1, 2025, https://www.drpragyaagarwal.co.uk/.
[3] Agarwal, 384.
[4] Agarwal, 381.
[5] Agarwal, 14.
[6] Zootopia, directed by Byron Howard and Rich Moore (Burbank, CA: Walt Disney Studios Motion Pictures, 2016).
About the Author
Shela Sullivan
Born and raised on the vibrant Penang Island in Malaysia, I cherish the Malaysian greeting, “Mari Makan!!” which reflects the warmth of shared meals. Since 1996, I have called Oregon my home enjoying the raindrops and the serenity of its beaches. The ocean connects me to nature and energizes me. I am a Wife - Mentor - Traveling Pastor - Sourcing Manager Construction. Favorite Bible Verse: "Delight yourself in the Lord, and He will give you the desires of your heart." ~ Psalm 37:4~ I reside with my husband, David and our fur-baby Rolo. We share passions for travelling, culture, diverse cuisines, home improvements, classic cars and laughter.6 responses to “Breaking Bias [Memecahkan Bias]”
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Shela, thanks for helping us understand how this relates to personal accountability. I have often heard people dismiss unconscious bias.
You wrote, “It emphasizes the importance of drawing a clear line between right and wrong and taking accountability to prevent inequities.”
Have you ever had to do this? How did it turn out?
Thank you for the question, Graham.
It took me two years to recognize the wrong in my actions. I knew I owed that person an apology, as the thought had been weighing on me. One day, during lunch, I wrote down my apology, then sat in my car and made the call. I secretly hoped she would not answer, but she did. I asked if she could spare a few minutes to talk, and when she agreed, I said, “What I said and did two years ago was wrong, and I am truly sorry for my actions.” She thanked me, and to my surprise, she cried. She accepted my apology. While we are not best friends, we have become cordial, and there is peace in my heart now. Family gatherings are no longer filled with awkwardness.
Shela, I appreciate your analysis of Sway, especially in highlighting the distinction between unconscious and conscious biases and the need for individual accountability. Given that unconscious biases often operate below conscious awareness, how can organizations and leaders cultivate an environment where self-awareness and proactive responsibility are prioritized beyond training? In your experience, what specific steps or strategies have been most effective in ensuring that individuals recognize their biases and take meaningful actions to mitigate their impact?
Thank you for your question, Chad.
I believe leaders can inspire inclusivity and challenge biases in real-time by incorporating leadership frameworks such as Adaptive and Authentic Leadership. This can be achieved alongside fostering psychological safety through trust and openness and providing practical bias disruption tools like structured decision-making frameworks.
Hey Shela! Thank you for sharing your takeaways on Sway. How do you monitor your self-awareness to guard against the potential for bias in situations where you are well-versed?
Hi Daren, thank you for your question,
It requires intentional and structured approaches. Since unconscious biases often operate below the level of conscious awareness, it’s essential to remain vigilant, even in areas of expertise. Being in a place where I am still learning the American culture, I usually approach from a place of not knowing, though I am aware of the subject. Secondly, I excuse myself example from an interview when I know the candidate really well.