The Power of Behavioural Science in Understanding Workplace Bias

Creating a diverse, equitable workplace is essential for future-proofing business. In a recent episode of The Inclusive Growth Show, I, Toby Mildon, had the pleasure of speaking with Dr. Joshua Fullard, Assistant Professor of Behavioural Science at the University of Warwick. Dr. Fullard’s expertise in behavioural science and economics provided invaluable insights into how bias shapes our decision-making processes, both in the workplace and society at large.

Decision-Making in Context: Why Bias Matters

Dr. Fullard’s career in education and behavioural science has roots in his family, with parents, a sister, and a spouse all committed to teaching. His experiences reveal the significant role teachers play beyond academics: they inspire cognitive and social development, setting young people up for future success. This “teacher effect” extends beyond educational outcomes, influencing traits like well-being, decision-making, and even democratic participation.

In the workplace, Dr. Fullard highlighted how biases can skew decision-making. For instance, research shows people often favour those who appear similar to themselves (known as “similarity bias”), which can subtly impact everything from hiring choices to promotions. When left unaddressed, this bias can entrench existing inequalities and hinder diversity.

Economics Meets Behavioural Science: The Link Between Bias and Job Performance

Having transitioned from economics to behavioural science, Dr. Fullard applies a multidisciplinary approach, collaborating with sociologists, psychologists, and political scientists to understand why we make the choices we do. His research in applied labour economics explores how biases, like the “beauty premium,” influence job prospects and career progression. Interestingly, people perceived as more attractive often have an advantage in initial hiring stages, though studies suggest they may face higher performance expectations, adding a layer of complexity to our understanding of bias.

The context-dependence of biases is also notable. For instance, in competitive settings where aggression is valued, those deemed “less attractive” may actually have an edge, demonstrating how appearance-based biases vary by industry and culture.

Bias in the Classroom: The Importance of Diverse Role Models

Dr. Fullard’s research highlights discrepancies between the demographics of teachers and students. In the UK, nearly one-third of primary schools lack male teachers, and nearly half of state-funded schools do not employ teachers from ethnic minority backgrounds. Such disparities affect student outcomes, including academic performance, well-being, and a sense of belonging. Representation is crucial: students who see role models who look like them often have higher aspirations and expectations for themselves.

For businesses, this research underscores the value of role models. Employees are more likely to envision a future in an organisation when they see leaders they can identify with. Companies that fail to reflect diversity at senior levels risk alienating talent who might otherwise thrive in an inclusive environment.

Moving Forward: Fostering Inclusive Growth in Organisations

Incorporating a more inclusive and representative approach to recruitment and decision-making is essential for organisations committed to growth. As Dr. Fullard shared, fostering inclusivity means actively recognising and countering our biases, particularly in decision-making processes that affect career progression and organisational culture.

As business leaders, it’s crucial to ask ourselves:

• How can we address bias in our hiring and promotion practices?
• Are we providing diverse role models within our organisation?
• What steps can we take to ensure everyone’s voice is heard and valued?

Stay Connected

If you’re interested in learning more about Dr. Fullard’s work or studying behavioural science at Warwick Business School, connect with him on LinkedIn or explore his research on Google Scholar. This conversation has underscored the importance of inclusive growth for both society and business. Let’s continue working together to create workplaces where everyone can thrive.

For more insights and resources on creating an inclusive workplace, visit our website at mildon.co.uk.