Diversity, equity, and inclusion (DEI) are no longer HR buzzwords. They’re critical to an organization’s profitability and success. A diverse workforce serves as a breeding ground for critical thinking and innovation. Also, it introduces alternate perspectives to your workplace, thus facilitating creative problem-solving.
But despite recognizing the importance of DEI, many organizations struggle to build an equitable workplace. The biggest roadblock that HR leaders have to overcome is unconscious bias that manifests itself in various forms, from ageism and gender bias to the halo effect.
The Toll of Unconscious Bias
Unconscious biases impact almost every aspect of an organization, from recruitment and payroll to feedback and incentives. For instance, gender bias can prompt recruiters in a manufacturing plant to perceive women as weak and avoid hiring them. Similarly, it can come in the way when selecting employees for promotions.
Besides limiting your access to top-notch talent, workplace bias also affects employee engagement. It leads employees from marginalized groups to believe they don’t have a say in critical business decisions. They keep their ideas and opinions to themselves, which, in turn, affects innovation and productivity.
The worst part is that most employers and HR leaders perpetuate unconscious bias without even being aware of it. In such a scenario, how can you make your workplace more equitable and fair?
Of course, you can spend thousands of dollars to build and implement a DEI strategy. But a good starting point would be to take a cue from the journey of Refael (aka Rafi) Edry, a renowned entrepreneur and philanthropist from Israel.
Key Takeaways from Refael Edry
Born and raised in Safed, Refael Edry is the nephew of a brave Israeli war hero whose name he shares. Refael Edry z|l (the uncle) led a bold and courageous life and was martyred at the young age of 24. But his bravery and selflessness continue to inspire the youth in Safed, his hometown, and the rest of Israel.
Rafi Edry (the nephew) grew up surrounded by stories of his uncle’s courageous acts, be it unfurling the Israeli flag amidst the soaring flames of an incendiary fire or fighting enemy forces single-handedly to protect his battalion.
Refael Edry continues to uphold his uncle’s legacy and uplift his fellow citizens through various entrepreneurial and social welfare initiatives. Here are a few lessons from his life that can help HR leaders like you deal with unconscious bias:
Make Empathy Your Biggest Ally
Life as a young adult was filled with obstacles for Refael Edry. He had barely crossed his teenage years when he had to choose between supporting his family and pursuing his dreams. As the oldest of three brothers, he chose the former and took up a job.
But his determination and perseverance kept him going and helped him realize his dream of building a better life as an entrepreneur. Today, he runs a plethora of successful businesses in Israel and Africa with his younger brothers, Eyal Edry and Moshe Edree.
But despite being an accomplished business leader, Refael Edry still remembers the anguish and pain of being denied equal opportunities and resources. He empathizes with children and youngsters in Israel’s periphery who face the same plight despite the country’s fast-paced development.
That’s what led Refael Edry to start the Ahinoam Association for the Promotion of Equal Opportunities. He collaborates with his brothers and several volunteers to implement programs for the upliftment of Israel’s underprivileged youth. From mentoring at-risk youth to providing financial aid, the organization runs various welfare initiatives.
It’s the kind of empathy that every HR leader needs to steer clear of workplace bias. When you put yourself in the shoes of people from marginalized groups, you can understand their challenges and pain points better. That, in turn, can help you recognize and address biases in various processes, including hiring and appraisals.
Make Compassion Your Fuel for Change
In early 2020, the world retreated indoors to keep COVID-19 at bay. Many schools, including those in Israel, started online classes to help students continue learning. Children in Israel’s socioeconomic center adapted to that change with ease.
But for more than 400,000 children in the periphery, the abrupt shift to online learning presented a bleak reality. Most of them didn’t have access to personal computers, smartphones, or broadband internet. In other words, they had no resources to attend online classes.
Having experienced hardships as a child and young adult, Rafi Edry couldn’t watch these children suffer due to the government’s apathy and inaction. His compassion led him to start a fundraising campaign, soliciting donations from the local community. His efforts helped provide computers to more than 30,000, who could continue attending online classes and harbor their dream for a better tomorrow.
As an HR leader, it’s one thing to recognize the existence of unconscious bias in your workplace. But if you want to foster equity, you must take active steps to weed out these biases. You can start by building more diverse hiring teams and senior leaders accountable for their actions.
Also, it’s a good idea to give employees the chance to share anonymous feedback. It’ll encourage them to share their struggles and shed light on instances of workplace discrimination and harassment. That, in turn, will help you break patterns of unconscious bias in the workplace.
In Conclusion
Eliminating unconscious bias from the workplace may not be feasible. But as Refael Edry’s endeavors have demonstrated, being more empathetic and compassionate can help HR leaders recognize different forms of workplace bias and implement strategies to ensure equal access and opportunities.
