In today’s workplace, conversations about diversity, equity, and inclusion often focus on hiring. But bias doesn’t stop at recruitment – it can influence every stage of the employee lifecycle, from onboarding to leadership development and even offboarding. The February 2026 Workforce Wednesday led by Twin Cities Metro Area Workforce Strategy Consultant Adesewa Adesiji tackled this topic – with a slate of expert panelists who dug into the complex factors around bias in the workplace and offered advice that’s critical for building strong, inclusive organizations.
Panelists:
- Kathleen Brenk - Chief People Officer - Sunrise Bank
- Namita Eveloy - Director-Talent and Culture -Second Harvest Heartland
- Joanne Reeck, M.A., Ed.D - VP of Equity and Inclusion, ADA/504 Compliance Officer - Augsburg University
- Rebecca Slaby - Executive Director - AmazeWorks
Here’s a summary of their wide-ranging and insightful discussion:
Bias and Filters: The Invisible Influencers
Biases act like invisible filters. They shape how we interpret information and what decisions feel “reasonable” – often without us realizing it. These decisions may seem logical and fair to the decision-maker, but they can still be incomplete or inequitable. Even well-intentioned leaders can make biased choices because bias thrives when:
- Decisions feel rational and unemotional.
- Standards are unclear or inconsistently applied.
- Familiarity and comfort influence judgment.
A simple question to ask yourself:
If a different person did the exact same thing, would my explanation still hold?
Where Bias Shows Up
Bias isn’t limited to hiring. It can affect:
- Recruitment & Attraction: Job ads, resume screening and interviews often favor familiarity, shrinking diversity before hiring decisions are made.
- Onboarding & Development: Assumptions about capability influence who gets support and growth opportunities.
- Performance & Promotions: Subjective standards can create uneven evaluations and limit advancement.
- Retention & Offboarding: Whose contributions are valued – and whose concerns are heard – can impact morale and organizational reputation.
- Leadership: Bias shapes who rises to leadership roles and whose voices drive decisions.
- Technology & AI: Algorithms can amplify human biases, influencing hiring and performance evaluations if not carefully monitored.
Why This Matters
Unchecked bias doesn’t just affect individuals – it impacts organizational culture, talent pipelines, and long-term success. In a competitive labor market, ignoring bias means closing doors to talent and innovation. Minnesota’s workforce is becoming increasingly diverse; employers who fail to adapt risk falling behind.
Actionable Strategies for Employers
Reducing bias requires more than awareness. Here are steps you can take:
- Structure Processes: Use clear, objective criteria for hiring, performance reviews, and promotions.
- Diversify Decision-Making: Include culturally competent panels in interviews and evaluations.
- Audit Your Systems: Review data on hiring, advancement, and retention by demographic groups.
- Train Leaders: Cultural competence starts at the top – leaders set the tone for inclusion.
- Check Your Filters: Pause before making decisions, especially under pressure or ambiguity.
- Monitor Technology: Ensure AI tools are designed and tested to avoid reinforcing inequities.
One Immediate Step
Start with self-awareness. Take the Harvard Implicit Bias Test or reflect on this principle:
You’re not responsible for your first thought – it’s often biased. You are responsible for your second thought and your actions.
Bottom line: Bias is structural, not just personal. It thrives in ambiguity and under pressure. By intentionally checking your filters and embedding equity into systems and processes, you can create a workplace where all employees have the opportunity to succeed.
- Contact your regional Workforce Strategy Consultant
- View a recording and online resources from the February 2026 Workforce Wednesday session Check Your Filters: How Biases Shape Hiring, Feedback, and Leadership
