Facing the mirror: How leaders are confronting their own unconscious biases [IWD 2025 special]
One leader, for instance, talks about two ways she is addressing the
issue of conformity bias, while another tells us about overcoming the
challenge of saying "no" where needed.
- Story by Umairah Nasir, with inputs from Colette Wong, Priya Sunil, Sarah Gideon, and Tracy Chan.
Unconscious biases are automatic judgments we make about others based on factors such as gender, age, or race. They are often in the backs of our minds; they subtly influence our decisions and interactions.
These biases stem from forming opinions without sufficient information, shaped by underlying stereotypes we may not even realise we hold. While deeply ingrained, acknowledging their presence is the first step towards building more inclusive workplaces.
In the spirit of this year’s IWD theme, #AccelerateAction, HRO spoke to a diverse group of leaders about their personal experiences in recognising and addressing their own unconscious biases. Their responses highlight not only self-awareness but also the active steps they are taking to spark meaningful change within their organisations.
Meet these leaders and read what they have to say below:
.jpg "Olivia Chua, Chief Human Resources Officer, Jebsen & Jessen Group")
While I make decisions mostly based on logical thinking, I recognise that it can affect how I empathise with others’ emotions and their situations. To counter this, I’ve made a conscious effort to practise active listening, intentionally pausing to think before asking more in-depth questions to better understand motivations and perspectives.
I focus on the process and challenges, not just the results, to provide more constructive feedback and foster an environment where diverse viewpoints are valued and encouraged.
Recognising unconscious bias is a mark of growth. These leaders’ stories remind us that change starts with awareness, followed by intentional action.
As we commemorate IWD, let’s continue to foster open conversations, question our assumptions, and build workplaces where everyone can thrive, free from bias.
~ Article originally published by Human Resource Online