Why Most People Fail to Fight Bias and How You Can Be Different

Good intentions alone are not enough to dismantle bias. In fact, many well-meaning people unknowingly contribute to the problem by falling into psychological traps that limit their awareness and willingness to act. Dolly Chugh’s The Person You Mean to Be reveals these hidden barriers and offers a roadmap to overcome them.

The Fixed Mindset and Its Costs

Believing that traits and beliefs are unchangeable fosters defensiveness when confronted with bias. This fixed mindset shuts down curiosity and learning, making it difficult to acknowledge blind spots. Without growth mindset activation, people protect their self-image rather than engage with uncomfortable truths.

Bounded Awareness: The Invisible Blind Spot

Our brains filter vast amounts of information, often ignoring details that challenge our worldview. This bounded awareness means that even when bias is obvious to others, we may remain oblivious. Confirmation bias further entrenches this by selectively accepting information that aligns with our beliefs.

Willful Ignorance and the Comfort of Denial

Choosing not to see or learn about bias is a form of willful ignorance that protects us from discomfort but stalls progress. Overcoming this requires courage to face difficult realities and humility to admit what we don’t know.

Creating Psychological Safety

People are more likely to engage with challenging topics when they feel safe from judgment or retaliation. Leaders who model vulnerability and encourage open dialogue foster this safety, enabling teams to learn and grow together.

Practical Steps to Be Different

Activate a growth mindset by embracing mistakes and feedback. Expand your social circles to include diverse perspectives. Practice willful awareness by deliberately seeking out information that challenges your assumptions. Engage in conversations with empathy and courage, focusing on the persuadable majority.

By understanding and navigating these psychological barriers, you can break free from the traps that keep many stuck and become a true agent of change.

Sources: Dolly Chugh’s book, psychological research articles, diversity and inclusion thought leadership 1 4