How Bias Sneaks Into Workplaces (And What To Do About It)

Bias in the workplace often feels like this elusive, abstract concept—something that exists out there but is hard to pinpoint in the day-to-day. But if you’ve ever wondered why your team feels disengaged, why certain people seem frustrated or overlooked, or why complaints keep surfacing, bias might be playing a much bigger role than you think.

Here’s the thing most leaders miss: Bias rarely shows up as blatant, in-your-face discrimination. More often, it’s subtle. It’s those quiet, everyday behaviors—the small assumptions, offhand remarks, and patterns we default to without thinking—that create the foundation for workplace conflict.

In this latest episode of What’s The Deal, powered by The Norfus Firm, we dive into how these micro-moments of bias can quietly shape culture, limit growth, and, if left unchecked, lead to serious problems like disengagement, resentment, or even formal complaints and investigations.

Let’s break down what bias actually looks like at work and what leaders should be doing to address it.

Everyone Has Bias—Yes, Even You

First, let’s be clear: Bias isn’t inherently good or bad. It’s a function of how our brains work. We build mental shortcuts based on what we’ve experienced, seen, or been exposed to—and those shortcuts help us make quick decisions. But they can also create unfair assumptions, especially in diverse work environments.

Bias shows up in two main ways:

Explicit Bias: The conscious beliefs or preferences we know we have. For example, cheering for your favorite sports team or preferring a specific management style.

Implicit (or Unconscious) Bias: The deeply ingrained, often unconscious associations we make about people, groups, or situations. These are the mental patterns we might not even realize we’ve developed, but they quietly guide our reactions, behaviors, and decision-making.

As Shante explained on the podcast, think of your brain like a computer. Over time, it builds an algorithm based on exposure and repetition. If you’ve seen tall Black men playing basketball frequently on TV, your brain might automatically connect height and race to sports. That’s not intentional prejudice—but it’s still a form of bias.

The challenge? At work, these subtle assumptions can compound into bigger inequities.

Where Bias Hides in the Workplace

Contrary to popular belief, bias doesn’t always show up through loud, offensive behavior. More often, it’s the quiet, consistent patterns that tell the real story:

• Who gets assigned high-profile projects
• Who’s asked to take notes or do administrative tasks
• Whose ideas are challenged versus whose are accepted without question
• Who gets interrupted or spoken over in meetings
• How feedback is delivered—and to whom
• Comments made about appearance, communication style, or identity

One example Natalie shared? A CFO with 20 years of experience had her expertise undermined during a conversation about budgeting because of implicit bias tied to gender. Or, as we’ve heard countless times, women—especially women of color—being assigned to take notes in meetings, reinforcing outdated, gendered stereotypes.

Bias also sneaks in through casual comments that seem harmless but carry deeper meaning:

“Wow, you changed your hair again.”

“You’re so articulate for someone your age.”

“Are you sure you can handle this project with your family commitments?”

While these remarks might feel like small talk to the person saying them, they chip away at psychological safety, inclusion, and trust.

The Link Between Bias and Investigations

It’s easy to dismiss these moments as harmless—until they escalate.

At The Norfus Firm, we conduct internal investigations for organizations worldwide, and time and time again, we see bias lurking behind the complaints:

• An employee feels their expertise is constantly questioned based on their identity

• Cultural assumptions about communication style create tension or misunderstandings

• Leadership patterns reinforce homogeneity, leaving others feeling invisible

• Personal appearance or family life becomes the focus of workplace interactions

Sometimes, these situations spiral into formal complaints. Other times, they simmer under the surface, eroding engagement, morale, and performance.

Natalie shared examples where small acts of bias compounded into bigger problems, leading to defensiveness during investigations and deeper fractures in workplace culture.

How Leaders Can Disrupt Bias (Without Waiting for a Formal Complaint)

The good news? Leaders aren’t powerless here—but it requires intentional action and, yes, some self-awareness.

1. Get Curious, Not Defensive

When bias is brought to your attention—whether through feedback, an investigation, or self-reflection—resist the urge to get defensive. Instead, get curious. Ask yourself:

• Why did I react that way?

• What assumptions am I making?

• How might this behavior impact someone else?

This isn’t about shaming yourself—it’s about creating space to see your blind spots.

2. Reexamine Your Everyday Habits

Bias hides in routines. Leaders should regularly audit:

• Who gets speaking opportunities?

• Are assignments equitably distributed?

• Whose voices are centered—and whose are sidelined?

• Do certain people always get stuck with administrative tasks?

As Shante emphasized, it starts with paying attention. Many of these patterns persist simply because leaders operate on autopilot.

3. Build Better Connection—The Right Way

Meaningful connection doesn’t require comments about someone’s appearance, identity, or personal life. Instead:

• Find shared experiences that are work-related

• Ask about professional goals, projects, or interests

• Use neutral topics like hobbies, events, or current workplace initiatives

It takes effort, but connection rooted in respect and relevance builds trust far more effectively than lazy assumptions.

4. Lead with Mindfulness and Intentionality

Natalie underscored this: great leaders operate with intentional systems. That means:

• Having clear structures for team meetings, assignments, and feedback

• Using tools like assessments (we love CoreRelief) to understand different work styles

• Setting up processes to regularly evaluate your own leadership approach

Mindfulness isn’t just meditation—it’s awareness of how your decisions impact your team every day.

Let’s Get Real—Bias Will Always Exist, But It Doesn’t Have to Define Your Culture

No leader, no matter how experienced or well-meaning, is immune to bias. It’s part of being human. But ignoring it? That’s where workplaces unravel.

By building self-awareness, disrupting biased patterns early, and leading with curiosity, leaders can foster cultures where people feel seen, respected, and able to thrive.

The alternative? Letting those “little” biases snowball into formal complaints, fractured teams, high turnover, or investigations that reveal systemic issues hiding in plain sight.

We’ve seen both outcomes and trust us, the proactive path is always better.

Need Help Spotting Bias or Strengthening Your Workplace Culture?

The Norfus Firm specializes in building accountable, inclusive workplaces and when necessary, conducting thorough, trauma-informed investigations to address bias-driven complaints.

Connect With Us

If you found this discussion compelling, we invite you to connect with us further. Here are some ways to stay in touch:

• Follow Natalie Norfus on LinkedIn
• Follow Shanté Gordon on LinkedIn
• Book a consultation with The Norfus Firm
• Follow What’s the DEIL on Instagram and TikTok