When values fall short, bias persists

Welcome to Lead With Inclusion! This weekly newsletter is a resource for EVERY professional. Whether you’re a manager ready to be a more inclusive leader, or an employee ready to be a DEI champion in your workplace, inclusive actions lead to inclusive outcomes. Leading with inclusion simply means starting with inclusive actions in everything you do. It means identifying the areas where bias is at work, and shifting mindsets to make change. 

If you’re not sure where to begin, start here.

“Doesn’t he realize people won’t want to work with him when he comes across like that?”

“I’d put him on the project, but I’m not sure how he’ll get along with the client.”

“I didn’t like his tone.”

Phrases like these may seem like genuine concerns about a coworker. But when comments like these repeatedly target the same individual, there might be bias lurking beneath the surface. 

In this case, they were about a high-performing Latino man on a senior leader’s team. That leader—who had been learning about unconscious bias and allyship—began to recognize the troubling pattern in their comments for what it was: bias that had taken root in the workplace.

Be an Inclusive Leader

Patterns of bias are everywhere, but they often go unnoticed—especially by those who belong to historically privileged groups. That’s because workplace bias is frequently subtle, manifesting in seemingly innocuous feedback or coded language, making it hard to spot if you aren’t actively looking for it or on its receiving end. 

To address these patterns of bias equitably, your company needs strong values. Values that go beyond slogans or words in an employee handbook and serve as guiding principles for behavior and decision-making across the organization. 

Unfortunately, many companies keep their values vague or generic. And without strong values it’s easy for workplace bias to continue unchecked. If you want to create a culture where equity and inclusion thrive, values need to be the bedrock upon which your organization stands. 

They should draw a clear line in the sand, saying, “We uphold this, and we won’t tolerate that.”

One question I often encounter from clients is: “How do we use our values to address biased patterns?” It’s about turning those values into standards that guide responses to bias, creating a culture where behavior aligns with the company’s stated principles.

Lead with Inclusion

Let’s be blunt: words like "tone" are often code for bias. What’s really implied when someone is described as "coming across like that," or when there’s doubt about their ability to "get along" with a client?

To confront this, turn to your company’s values as the compass for addressing bias and fostering inclusion. Here’s how you can take action:

• Understand Your Values: Whether you’re an individual contributor or a leader, it’s important to know your company’s values and what they truly mean in practice. If they’re not clearly defined or visible in everyday behavior, that’s a sign of trouble.

• Align Behaviors with Values: Reflect on how well your team’s actions live up to the company’s values. Are the behaviors you see in yourself and others consistent with the organization’s principles? If not, it’s time for a candid discussion about where improvements can be made.

• Challenge the Status Quo: Ask the critical question: What would it look like if our values were genuinely lived out every day? Bias won’t just disappear, and vague values won’t do the work for you. It’s time for bold, unmistakable commitments that make values visible and guide your organization toward true inclusivity.

The era of workplace bias and vague values needs to end. Let’s aim instead for values that speak loudly and actions that reflect a real commitment to inclusion.

How well do your company’s values align with the behaviors you see every day? What changes are needed to make them more than just words?

If you’re ready to take the next step in connecting these dots, yes, you can sign up for our workshop. But also, we’re giving you the “Work Beyond the Workshop.” Unconscious Inclusion has additional resources and accountability which is ideal for individuals and teams. You’ll learn how diversity makes your workplace stronger, get guidance for having uncomfortable conversations, and discover why psychologically safe teams are the best teams. Want the workshop? Then contact us today to get started.

About Stacey Gordon:

Stacey Gordon is a Bias Disrupter and an unapologetic evangelist for inclusion. As the Founder of Rework Work, she anchors action using change management principles while facilitating mindset shifts. She is a global keynote speaker, Top Voice on LinkedIn and a popular LinkedIn Learning [IN]structor with nearly two million unique learners enjoying her courses.  

Want to work with Stacey live? Consider booking her for your next keynote, leadership development meeting or consulting engagement.