The Bias Lab is the hub of our business. Here, we conduct scientific research to further understand areas of bias that, to date, have been under researched, and as a consequence are not fully understood.

We also build on academic research to develop approaches to reduce bias in organisations. Once developed, the impact of these approaches are rigorously evaluated to see whether they reduce bias in real settings, with real people who are tasked with making real people decisions.

Information on our current research projects is below. If you are interesting in sponsoring any of these projects then please email us:

What impact do individual differences have on reducing bias?

There is evidence that how responsive individuals are to bias interventions could greatly depend on individual differences such as personal motivation, need for cognition and need for affect. This research explores a variety of individual differences and whether they moderate the effectiveness of a bias intervention. The outcomes of the research will enable organisations to tailor interventions to individual learning requirements to ensure bias interventions have the desired impact.

Are interventions equally effective at reducing all different types of bias?

Research is beginning to suggest that interventions aimed at one area of bias (e.g. race) may have limited impact on other areas of bias (e.g. gender). A one size fits all approach to tackling bias therefore, may not be effective and could be why progress is seen in some areas but not others. This research will explore whether bias reduction approaches work equally well in multiple areas of discrimination e.g. race, gender, age. Understanding this will help organisations take the right actions to address the bias they see in their business.

What impact does bias have on the aspirations and career progression of men?

Increasingly, men are reporting that they want alternative work arrangements yet are afraid to pursue these in case of discrimination. This research explores what it is that men are seeking, the consequences they encounter when they pursue non-traditional work patterns and what organisations need to do in order to ensure men are able to alter their career aspirations and working hours without negative consequences.