Analysis of Personal Bias in Professional Behavior

The concept of unconscious bias is a powerful one, often shaping our perceptions and decisions without our explicit awareness. Reflecting on my professional journey, I can recall a situation where my preconceptions significantly influenced my behavior and choices.

The Situation and Assumptions Made

Several years ago, I was part of a team tasked with hiring a new project manager. We had a strong internal candidate, Sarah, who had been with the company for a long time, was well-liked, and had a solid understanding of our internal processes. We also interviewed an external candidate, John, who came from a highly innovative, fast-paced tech startup.

My unconscious bias kicked in regarding John. I held a preconception that someone from a “startup culture” might be less focused on established protocols, potentially more disruptive, and perhaps less inclined to appreciate the value of our more traditional, structured environment. My assumption was that while he might bring fresh ideas, he might also struggle with our existing workflows and team dynamics. Conversely, I assumed Sarah, with her deep institutional knowledge and proven track record within our company, would be the “safer” and more effective choice, requiring less onboarding and cultural adaptation.

Did these assumptions turn out to be accurate? No, not entirely. While Sarah was indeed a strong candidate and would have performed well, my assumptions about John were largely unfounded and based on stereotypes about startup culture rather than his individual merits.