Let's Talk About: Benevolent Bias

What’s the problem? Benevolent bias occurs when we assume we know what’s best for someone, so in an effort to be kind, we make decisions on their behalf. It can be harmful because our assumptions are often wrong.

What does it look like? An example of this kind of bias would be a manager not offering a stretch assignment to a new Mother for fear of overwhelming her. Or a man apologising for swearing in front of a woman, as if all women take offence to swearing.

What can I do about it? Call it out! This kind of bias often comes from a place of good intent, but what matters is our impact not our intent. So they may not have realised they’re actually being sexist. And wouldn’t you want to know if you were doing something that you thought was kind, but was actually offensive?

It’s crucial to call it out, let them know why it’s a problem and how it’s reinforcing harmful stereotypes. You can choose to speak up at the time, or speak to that person individually. It’s often more effective to speak up in front of others because a) it helps more people to understand why it’s wrong and hopefully be more aware of their own behaviour. And b) it normalises speaking up about potentially harmful behaviour in the workplace. Win win.

If you’re speaking up for someone else, you could also counter the negative comment made against them - for example, highlighting why they’d be a brilliant candidate for that stretch assignment. “I think Lara would be an excellent choice for the pitch, in the last month she’s secured more contracts than anyone else in the team.”

——————————————————————————————

Squash stage interactive conversations and workshops that spotlight the reality of biases. By crafting immersive experiences, we empower participants to critically examine, challenge, and rewrite the scripts that perpetuate inequality. If you’re looking for a creative approach to unconscious bias training, drop us an email on hello@wearesquash.com.