We all make snap decisions about who seems capable, confident, or reliable. These quick judgments are part of how our brains work. Psychologists call it System 1 thinking: fast, automatic, and shaped by what we’ve absorbed from the world around us. It’s efficient, but not always fair.
At work, these instincts can lead to unconscious bias—subtle, often unnoticed assumptions about people based on how they present themselves. For instance, some individuals may be seen as more suitable for leadership or more natural in supportive roles, without clear evidence. Others may be expected to handle emotional labour, organise tasks, or stay behind the scenes.
Over time, this shapes who gets credit, opportunity, and visibility—and who gets left out. These invisible patterns can hold back talented people and cause teams to miss out on fresh perspectives, collaboration, and trust.
That’s why System 2 thinking—a slower, more reflective process—is so important. It helps us pause and ask:
“Am I responding to a bias I’ve picked up?”
“Whose efforts are being seen, and whose are being missed?”
“Is everyone being given the same space to grow?”
We don’t need to get rid of quick thinking, but we do need to slow down enough to question it. Awareness is the first step toward building workplaces that are thoughtful, fair, and better for everyone.