Advice for individuals:

    • Everyone has unconscious biases, but let’s make the unconscious biases conscious! Take unconscious bias training, or if you are an employer, provide unconscious bias training. This can be specifically related to gender or other factors. Equaliser Foundation can also provide targeted training to companies on unconscious biases. In the training, first, you usually identify implicit and structural biases in the individual or in the company, then you demonstrate the impact of the bias, and finally equip the training participants with skills and strategies to recognize and overcome their unconscious biases. 
    • You can test your own unconscious biases against different groups (Roma, other ethnicities, women, etc.) by playing a short game. The tests are available in English and in Hungarian on this website developed by Harvard University. However, the results should be treated with skepticism, taking into account that your current circumstances may also affect the results, some people may show different levels of unconscious bias when the test is repeated several times. You can read more about the interpretation of the test here. 

Advice for organizations (based on ILO’s research notes) 

    • In the hiring and promotion processes
      • Use blind evaluation: removing the gender, ethnicity, and image of job applicants is a minimum effort, but removing physical characteristics can eliminate some of the hidden biases.
      • Have structured recruitment and performance evaluation: Structured interviews ensure that each candidate is assessed against relevant and pre-defined criteria related to job performance. Comparative assessment of candidates’ responses against explicit criteria can help to reduce any bias and enable recruitment persons to better select the best-performing candidates. 
      • Be transparent about promotions and the assessment of candidates. 
    • Use data, evaluate observed results and draw conclusions: unconscious bias can be detected by analyzing data and identifying gender differences. These gaps can be assessed as possible areas for intervention. 
    • Train employees: invest in diversity training to change attitudes and behaviors.