The ABC's of Inclusive Language: U is for Unconscious
I come across the phrase “unconscious bias” all the time.
But I rarely use it myself.
Let me explain why.
MRI of a human brain that definitely contains unconscious bias Photo by Anna Shvets / Pexels
Bias harms people.
❌ Bias holds back careers.
❌ It drives people out of companies and industries.
❌ It’s so painful that it causes issues with emotional, mental, and physical health.
When you’re a target of bias, you can never be truly comfortable at your workplace.
Any day might be a day where someone says or does something that hurts you. It might be a big injury or a small one.
But even the small ones add up.
“What do you do for fun besides change your hairstyle every week?” your manager might say.
“I’m sorry, but you just didn’t have enough executive presence for the role,” you might hear as the promotion goes to someone else.
Or you might find a 9/11 photo and a sign that says “TERRORIST” on your desk.
These are all real examples, by the way.
In my research and consulting, I have found that the focus is almost never on identifying and repairing the harm done by bias.
Sometimes, the bias is swept under the rug or flat out denied.
Other times, the people expressing the bias are excused in some way. (This is commonly expressed using the linguistic distortion that I call “softening language.”)
And this is where the framing of unconscious bias comes into play.
❌ “They mean well.”
❌ “They have good intentions.”
❌ “They just don’t know any better.”
In my workshops, I often focus on the gap between intent and impact.
A malicious person expressing bias and a well intentioned person expressing unconscious bias often have the same impact.
Harm.
And I tell clients something that surprises them: If I had a choice between (1) a malicious person who behaves well because they know they need to toe the line and (2) a well intentioned person who frequently expresses unconscious bias?
I’ll choose (1), the well behaved malicious person, every time.
Because they have done less harm. Even if they wanted to. Their harmful impact is less.
So at what point does the focus on unconscious bias stop being useful? I think we’ve reached that point and moved well beyond it.
How many people end up feeling like they “get a pass” because unconscious bias fills their brains and that’s just how it is? Or feel hopeless - like they won’t be able to do better, even if they want to?
How many targets of bias are told that it’s basically on them to deal with it?
❌ “Be the bigger person.”
❌ “Don’t hold a grudge.”
❌ “Keep your composure. Keep it professional.”
I recommend just saying “bias.”
Focusing on actions.
And focusing on impact.
Is there unconscious bias in your brain? Sure.
Should that bias in your brain be our focus? I don’t think so. And should people get a pass because their bias is supposedly unconscious? Definitely not.
Our goal should be to repair the harm done by bias. And to create policies and protocols that prevent future issues.
Speaking about bias in a way that centers the need to repair harm?
That’s inclusive language.
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