{"id":3191,"date":"2026-02-02T12:54:01","date_gmt":"2026-02-02T11:54:01","guid":{"rendered":"https:\/\/floriamoghimi.de\/unconscious-bias-and-inclusion-two-opposites\/"},"modified":"2026-02-09T14:21:45","modified_gmt":"2026-02-09T13:21:45","slug":"unconscious-bias-and-inclusion-two-opposites","status":"publish","type":"post","link":"https:\/\/floriamoghimi.de\/en\/unconscious-bias-and-inclusion-two-opposites\/","title":{"rendered":"Unconscious bias and inclusion: two opposites?"},"content":{"rendered":"

Unconscious bias and inclusion often contradict each other. They act like magnetic poles that repel each other. Why? Because people unconsciously look for similarity. Those who are similar – be it in age, origin or interests – feel familiar and like they belong.<\/h2>\n

But it is precisely this pattern that prevents diversity. This is where a successful diversity & inclusion strategy comes in: It makes prejudices visible and ensures more conscious, fairer decisions.<\/p>\n

Why do people unconsciously act in an exclusionary way?<\/h3>\n

It’s in our nature: we feel most comfortable in so-called in-groups. These can be hobbies, nationalities or even social affiliations, such as “white-German”, “cis woman” or “non-disabled”. Within these groups, we feel more empathy, share values and know what is expected.<\/p>\n

The problem? Those who do not belong to the in-group are often perceived as “the others” – regardless of how the person sees themselves. A black person may see themselves as German, a trans woman simply as a woman. But unconscious prejudices pigeonhole them. And this is where it becomes critical, because in-groups are often associated with power. Whoever sets the tone in a company or society decides who belongs – and who doesn’t.<\/p>\n

Inclusion means questioning the norm<\/h3>\n

Who has advantages in a society depends heavily on how close you are to the social norm: “white, cis male, non-disabled, hetero, from a West German academic household”. The further away you are from this, the greater the structural hurdles. This can be seen in all areas of life – from jobs to finding accommodation. Inclusion therefore means not just “open doors”, but actively rethinking: Which norms determine decisions? Where do they lead to unconscious exclusion? And what needs to change?<\/p>\n

“Cultural fit” or unconscious discrimination?<\/h3>\n

The mechanisms of in-groups continue in companies. Applicants who “fit in well with the team” often have better chances. But what does “a good fit” actually mean? Is it shared motivation and values – or is it unconsciously the proximity to one’s own social group? Studies show<\/a>: Applications with the name Sandra Bauer are invited more often than identical documents from Meryem \u00d6zt\u00fcrk. Why? Because the name triggers unconscious associations.<\/p>\n

Two levers against unconscious bias and for inclusion<\/h3>\n

If you really want to promote inclusion, you have to start on two levels:<\/p>\n

    \n
  1. Recognize and challenge unconscious bias:
    \nThrough training, e-learning or targeted nudges (small impulses to change behaviour)
    \nThrough reflection: What thought patterns influence my decisions?<\/li>\n
  2. Design structures to be unbiased and inclusive:
    \nCreate objective criteria in HR processes and promotions
    \nAssemble more diverse project teams
    \nConsider inclusion as the default mode in all processes<\/li>\n<\/ol>\n

     <\/p>\n

    The mini-me bias – and how it affects you<\/h3>\n

    The mini-me bias describes our tendency to find people who are similar to us more likeable. Whether it’s a shared background, a common hobby or the same university – these similarities can dazzle us.<\/p>\n

    Imagine you are conducting a job interview and find out that the person is from your home village. Suddenly there is a feeling of familiarity. But does that really make the person more qualified for the job? Hardly. And yet it influences your perception.<\/p>\n

    Where have you encountered the mini-me bias? Read more here about five unconscious biases in everyday working life<\/a> and find out strategies on how you can do better.<\/p>\n

     <\/p>\n

    Recommended reading and sources:<\/p>\n