Confronting Biases and Trust Barriers
Bias is a deeply human experience. In Sway, Pragya Agarwal explores how bias, when misdirected, can lead to prejudice and discrimination against certain groups or communities.[1] She specifically examines implicit, or unconscious, bias, distinguishing it from explicit bias, while acknowledging that both can manifest in similar ways through discrimination and injustice. Her goal is to highlight the biases that steer us away from purely rational and logical decision-making.[2]
While reading Agarwal, one line stood out to me in her discussion of the rapid change we see throughout the world: “There is something unsettling, an air of uncertainty and mistrust.”[3] She continues, “Often bias is created when a particular object or person does not meet the normative standards in society, and our instinct is to view them with suspicion and to alienate or stigmatise them.”[4] This concept of mistrust and alienation resonated with me, particularly as I navigate life in my host country while staying attuned to the shifting dynamics in my home country. Biases often arise when differences are viewed through lenses of suspicion, which leads to alienation and division rather than understanding.
Reflecting on this idea, I’m reminded of how biases can be triggered by unfamiliarity, creating barriers to trust. In this light, the Bible, particularly the life of Peter, offers powerful examples of how trust can be eroded by biases, but also how it can be rebuilt through awareness and growth.
Peter’s Explicit Bias
In Acts 10, Peter’s explicit bias was a conscious belief that Jewish laws prohibited association with Gentiles, leading him to initially resist God’s vision of unclean animals. When God told him to eat, Peter responded, “By no means, Lord; for I have never eaten anything that is common or unclean” (Acts 10:14). His reluctance stemmed from Jewish dietary laws and a tradition of cultural separation. However, through the vision and his encounter with Cornelius, Peter came to understand that “God shows no partiality” (Acts 10:34) and that the gospel was meant for all people, not just the Jews. This revelation broke down the barrier of mistrust he had toward Gentiles, challenging his bias and expanding his understanding of God’s inclusive love.
Peter’s Implicit Bias
In Galatians 2:11-14, Peter’s implicit bias was a fear-driven reaction that led him to withdraw from eating with Gentile believers when certain Jewish Christians arrived. Though he knew from his experience in Acts 10 that God had accepted Gentiles without requiring them to follow Jewish customs, Peter succumbed to the social pressure of the “circumcision party” and acted hypocritically (Galatians 2:13). His bias was not a theological conviction, but an unexamined tendency to conform to social expectations, unintentionally reinforcing exclusion. Paul confronted him publicly, highlighting how this bias contradicted the truth of the gospel—that all believers are justified by faith in Christ, not by adherence to the law.
In reading Sway and reflecting on these examples, I am reminded of how easy it is to slip into biased thinking, whether consciously or unconsciously. I was particularly struck by an article I recently read titled “Trust Triggers and Barriers in Intercultural Teams” by Beata Krawczyk-Bryłka, which explores the dynamics of trust in intercultural settings. Krawczyk-Bryłka argues that cultural dissonance—the awareness of differences in perception, thinking, and behavior—results in a decreased confidence in our ability to predict others’ actions, leading to mistrust.[5] This mistrust can hinder effective collaboration, especially when biases take root and distort our view of others.
Agarwal also addresses this dynamic, noting that “once a stereotype has been established, the target person is viewed through the assumptive lens of the perceiver rather than through the actual information of the person themselves.”[6] This reinforces the idea that mistrust and alienation arise when we rely on preconceived notions rather than engaging with people as individuals. Stereotypes can become self-fulfilling prophecies, perpetuating bias and misjudgment.
Krawczyk-Bryłka suggests that the best way to build trust in intercultural teams is to eliminate stereotypes and negative prejudice—the main barriers to cooperation.[7] This insight applies beyond intercultural teams; it speaks to all relationships where trust is essential. To foster trust, we must actively challenge and dismantle our biases, choosing to engage with others more openly and authentically.
Confronting My Biases
I admit that reading about bias often leaves me feeling unsettled, as I do not want to be the person who perpetuates harmful assumptions. My experience in North Africa has profoundly shaped how I view others, revealing many of my own biases and negative stereotypes. For example, when I first moved there, the U.S. government travel advisory raised concerns about crime and terrorism, and my sending organization instilled a strong sense of vigilance in me, preparing me for the potential dangers of the environment. This is the mindset I entered with.
Upon my arrival, I was informed by others who had worked in the country for years that a particular group of people was often stereotyped as lazy, money-hungry, and unhygienic. Unfortunately, these perceptions subtly influenced my initial interactions with the people. Reflecting on Agarwal’s insight that stereotypes can become self-fulfilling prophecies, I now recognize how my own assumptions shaped my expectations. For instance, when I visited workplaces, I encountered employees lying on the floor, shoes off, taking naps—stereotype one: check. The offices were filthy—stereotype two: check. And frequent requests for money arose—stereotype three: check.
I’ve also experienced a deep sense of fear when entering neighborhoods known for their more fundamental and religious communities, bracing myself for the worst based on my preconceived notions. Confronting how much these assumptions shaped my interactions is uncomfortable, yet it’s essential to realize how easily we fall into the trap of seeing only what we expect to see. Instead of engaging with the full complexity of the people around us, we reduce them to simplistic stereotypes that block authentic connection and understanding
One of my greatest challenges is translating theory into practice—learning how to genuinely engage interculturally and build authentic trust with the people of my host country. Agarwal notes that “questioning our in-group associations and out-group stereotypes can feel unsafe, like stepping out of a protected comfort zone.”[8] Yet, it’s precisely in these uncomfortable moments that I grow. The more I confront these biases, the more I see the resilience and warmth of the people around me, expanding my understanding.
As Agarwal states, “Stereotypes often have their basis in fear and threat, fear of difference and of being confronted with something that is unfamiliar and uncomfortable.”[9] Yet, confronting this discomfort is essential for growth. Too often, we react defensively, resisting the challenge of expanding our perspectives. As Kennedy writes in Building Trust Between Cultures: Ethnocentrism and Intercultural Competency, “Every time believers confront ethnocentric values, it should shape their ability to minister with more freedom.”[10] I am reminded of God’s message to Peter: “What God has made clean, do not call common.” In a world often divided by mistrust, I strive to break down barriers and see others through God’s eyes—with grace, dignity, and a willingness to truly understand.
[1] Pragya Agarwal, Sway: Unravelling Unconscious Bias (London: Bloomsbury Publishing, 2020), 11, Kindle Edition.
[2] Pragya Agarwal, Sway, 13, Kindle Edition.
[3] Pragya Agarwal, Sway, 20, Kindle Edition.
[4] Pragya Agarwal, Sway, 32, Kindle Edition.
[5] Beata Krawczyk-Bryłka, “Trust Triggers and Barriers in Intercultural Teams,” Journal of Intercultural Management 8, no. 2 (June 2016): 105–123, https://doi.org/10.1515/joim-2016-0012, 107.
[6] Pragya Agarwal, Sway, 97, Kindle Edition.
[7] Beata Krawczyk-Bryłka, “Trust Triggers and Barriers in Intercultural Teams,” Journal of Intercultural Management 8, no. 2 (June 2016): 105–123, https://doi.org/10.1515/joim-2016-0012, 119.
[8] Pragya Agarwal, Sway, 71, Kindle Edition.
[9] Pragya Agarwal, Sway, 108, Kindle Edition
[10] Thomas Edward Kennedy, Building Trust Between Cultures: Ethnocentrism and Intercultural Competency (dissertation, Asbury Theological Seminary, May 2013), 88.
About the Author
Elysse Burns
18 responses to “Confronting Biases and Trust Barriers”
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Hi, Elysse, thank you for your post. Personally, I have the same feelings as well. Spending half of my life in America has changed how I view them and their cultures. Do you think cultural intelligence could be another way to reduce unconscious bias? Thanks again.
Elysse,
I am going to jump in here as Noel asks a great question about cultural intelligence. How might CQ help overcome or navigate some of the biases we have or others have of us?
Hi Adam, Thanks for your question. I remember a few weeks ago when we read Coleman Hughes’ “End of Race Politics,” I really appreciated the language he used about our tribal instincts being part of our “hardware”—and how transcending that requires a kind of software override. That metaphor stuck with me, and I think it applies well to the role of cultural intelligence.
In that sense, I do believe cultural intelligence can function as an override to our natural tendencies—especially when it’s paired with a posture of humility and openness. I mentioned to Noel that I was surprised to learn, while reading about intercultural collaboration, that longevity in a place doesn’t necessarily make someone less ethnocentric. It’s not just about time—it’s about learning and intentionally growing in awareness.
For me, cultural intelligence has genuinely helped me approach Mauritania with more love and understanding. For example, recognizing the country’s deeply nomadic roots has helped me better appreciate certain cultural practices rather than rush to judgment. And learning about Mauritania’s colonial history has deepened my empathy for the struggles people still face today. These are just a couple of examples, but they’ve made a real difference in how I engage.
Hi Noel, Thank you for sharing and for your thoughtful question. Yes, I do believe cultural intelligence can play a significant role in reducing unconscious bias. As I was reading articles on the challenges of intercultural collaboration, I was struck by the realization that simply spending a long time in a culture doesn’t necessarily mean someone will move beyond their ethnocentrism. It seems our default settings need more than time—they need a conscious reset. In that sense, cultural intelligence acts like the software that helps override the limitations of our human “hardware.”
Thanks for your thoughts Elysse. How do you practically discern the difference between a protective instinct shaped by past experiences and an implicit bias that needs to be challenged, especially in environments where safety concerns and cultural stereotypes overlap?
Glyn, I had the same question, so I’ll tag on here. What are ways you will welcome new people to the field, encourage security and safety measures, but also minimize biases?
Hi Kari, You ask a great question. As I was responding to Glyn, I found myself reflecting on how deeply our past experiences shape our current behaviors, fears, and perceptions. I shared with Glyn about the break-in we experienced and how, ever since then, I’ve become hyper-vigilant whenever I notice anything “suspicious” near the house. But the truth is, “suspicious” often looks like the man who broke into our home. That realization has been hard to face.
It also made me think about many of the people we’ve interacted with overseas—how often they carry unprocessed trauma from their past. We talk a lot about cultural adjustment, but I’m convinced that dealing with our own history—our wounds, our fears—is critical before stepping into a new context. So before I would even begin teaching someone about a new culture, I think I’d first want to ask: how have they processed where they’ve come from? Have they found healing there? Because if we don’t work through the past, we risk bringing our unexamined pain into every new place we go.
Hi Glyn, You raise an important question. One example that comes to mind when thinking about the tension between protective instinct and implicit bias comes from a personal experience I had with a break-in. Ever since then, I’ve been more vigilant—hyper-aware of my surroundings, especially near my home. That instinct to protect myself and my space feels natural and, in many ways, justified.
But I’ve also had to confront the uncomfortable reality that not every man “hanging out” near my house poses a threat. Still, I often find myself slipping into protective mode at the first sign of what I perceive as suspicious behavior. Over time, I’ve noticed a pattern: many of the men I consider “suspicious” happen to resemble the individual who broke into our home.
Recognizing this has been difficult—but necessary. It’s forced me to ask whether my reactions are truly based on current behavior or unconsciously tied to past trauma and appearance. Navigating that tension—between staying safe and being fair—has been a personal and ongoing challenge.
wow what an amazing post, Elysse. Thank you for your thoughts and your own personal story of working through barriers caused by pre-loaded perceptions. After experiencing what you now have, how would you respond to someone who told you to beware of some of the stereotypes you initially were told?
Hi Ryan, Thank you for the kind words and thoughtful question. Looking back, one thing I’ve come to recognize is that when I first moved to North Africa, I assumed that all the Christians I met there were healthy—spiritually, emotionally, and mentally—and navigating life in the country well. I gave their words and advice a lot of weight, trusting that they were offering wisdom from a grounded place.
But with time, I began to see that some of the people who spoke into my early experience were, in reality, struggling—burned out, hurting, or carrying unresolved burdens. Their words were often laced with negativity, and I didn’t initially have the discernment to filter that out.
Now, I try to approach these conversations differently. I listen graciously, but I’ve learned to take what’s shared to the Lord first. Some advice is genuinely helpful, but a lot of it has come from wounded people speaking out of their pain. I’ve realized it’s important to sift what I hear and not let someone else’s struggle shape how I see the place or the people I’m called to love.
Excellent post, Elysse. I loved the way you included Peter’s explicit and implicit bias. That is an excellent biblical example.
If you were to mentor a new international worker, how might you help them identify and overcome their own implicit bias?
Hi Graham, Thank you for the thoughtful question. Something I often reflect on is how a person is showing up in a new country—their spiritual and emotional health from the outset. In my time overseas, I’ve met many people who carry unprocessed trauma from their past. And while we often emphasize cultural adjustment, I’ve become convinced that tending to our personal history—our wounds, our fears, our unresolved pain—is just as critical, if not more so.
Before I begin helping someone engage with a new culture, I think I’d first want to ask: Have you done the hard work of processing where you’ve come from? Have you found healing there? Because if we don’t intentionally work through our past, we inevitably carry it with us—and it can quietly shape how we see others and how we interact with the world around us.
In fact, I believe this inner work is foundational to recognizing and overcoming implicit bias. I speak from personal experience—this has been part of my own journey, too.
Hi Elysse,
Thank you for your compelling post.
Living and working in a foreign land, through your lens, in what ways do stereotypes act as self-fulfilling prophecies? Any suggestions as how can individuals actively work to break these cycles?
Hi Shela, Thank you for your kind words and your insightful question. While I don’t have hard data to support this, I do believe there’s a kind of hyper-awareness that kicks in when we’re subconsciously expecting a stereotype to be fulfilled. As Agarwal points out, “Once a stereotype has been established, the target person is viewed from the assumptive lens of the perceiver rather than the actual information of the target itself.” That resonates deeply.
At its core, I think much of what fuels stereotypes is an issue of the heart. That’s why, when I talk with someone wrestling with these dynamics, my first encouragement would be: check your heart. Reflect honestly on what you’re bringing into the interaction—your assumptions, your fears, your past experiences.
Jesus’ words in Matthew 7:5 come to mind: “You hypocrite, first take the log out of your own eye, and then you will see clearly to take the speck out of your brother’s eye.” It’s a powerful reminder that clear vision—free from bias—begins with humility and self-examination.
HI Elysse, Your post is compelling in that your self awareness comes through in a powerful way. Thank you. Graham hit my question on the head but from a bit of a different perspective. Might you ever consider becoming a speaker or trainer for people exploring international mission work? Your lived experience is such a rich resource. Yet even with that question, is navigating the host country something that can’t really be taught ahead of time but learned in real time through their experiences?
Hi Diane, Thank you for your kind words and thoughtful questions. Yes, I would absolutely consider mentoring individuals who are exploring long-term work overseas—whether in ministry or another field. I do believe there are valuable things that can and should be taught before someone relocates to a new country. But the truth is, much of the learning happens through lived experience.
One thing I often reflect on is how someone is showing up in a new environment—specifically, their spiritual and emotional health from the outset. In my time overseas, I’ve encountered many people carrying unprocessed trauma from their past. And while cultural adjustment is a frequent topic of preparation, I’ve become increasingly convinced that tending to our own stories—our wounds, fears, and unresolved pain—is just as essential, if not more so.
Before I walk alongside someone in cross-cultural work, I think my first questions would be: Have you done the hard work of processing where you’ve come from? Have you found healing there? Because if we don’t address the past intentionally, we carry it with us—and it often shapes how we perceive others and how we engage in new spaces, whether we realize it or not.
Hi Elysse, thanks for your honesty about the biases you’ve experienced living in your host country. If you had more time, is there a particular type of bias that you would like to learn how to navigate better?
Hi Christy, Thank you for your question. If I had more time, I would love to engage more deeply with people in North Africa and ask how they experience me—whether there are any stereotypes they feel I align with, or moments where I’ve surprised them by not fitting the expectations they may have had. I think those conversations would offer valuable insight, not only into how I’m perceived, but also into the subtle ways cultural narratives and assumptions play out in real relationships.