Becoming Intentional and Aware of Stereotypes (Bias) and Using GRACE

Abstract

To increase effectiveness, leaders and managers should become intentional and aware of their stereotypes (bias), think of those on the margins (Hinton, 2024), and utilize evidence-based mitigation strategies to limit the effects of biases on decision making in the workplace (especially hiring and promotion decisions). One way in which leaders and managers can mitigate biases is by using GRACE (literally and figuratively). GRACE stands for Goal Setting, Recast as an Individual, Awareness, Challenge and/or Confront biases, and Engage Egalitarian Motivations. The GRACE model identifies the pros and cons of each strategy to help individuals determine what strategy to use in different situations. If leaders and managers want to make good, effective and innovative decisions, then they cannot ignore biases. This, along with creating workplace environments where employees feel valued and as if they belong, should lead to more just, equitable, diverse, inclusive, and accessible workplaces.