Confirmation bias is where we are more likely to favour options that confirm or validate our pre-existing beliefs or things we have previously described as important. It is these biases that tend to make us reject new perspectives. For example, imagine that a person holds a belief that left-footed soccer players are more skillful than right-footed soccer players. Whenever this person plays soccer or watches a game of soccer a person that is both left-footed and skillful like Lionel Messi, they place greater weight on this “evidence” that supports their previously held belief.

Confirmation bias is can also be found in the workplace as well. Bias for or against a particular applicant for a job role may affect the types of questions that they are posed by the hiring panel. Generally, employers tend to perceive women as less confident than male employees and as a result this could (and in fact, does) lead to women being further down the line when positions and promotions are given out (often to their male counterparts). Equally, general dissatisfaction with an employee may lead to a leader or CEO perceiving their work performance in a more negative light.

As social media pervades our lives ever more, confirmation bias is most prevalent here: Social media users are faced with an ever-increasing number of news sources and websites, which vary in their credibility. Fake news has become a standard in todays age and is difficult to differentiate between fake and real news. As a result, it takes advantage of social media by using sensationalist headlines by making unproven claims which results in click bait headlines. Readers read or see these fake articles, which align with their biased perspectives, and repost or share them, further spreading the misinformation.

To challenge your own confirmation bias belief system it’s always worth asking yourself the question: Have I considered that I might be wrong? What would that mean?

Consider the debate over abortion. Let’s say Helen is in support of abortion. She actively seeks out news stories, articles and opinion pieces that reaffirm the need for limitations on abortion laws in America. When she hears stories about problems with childbirth, single mothers etc etc in the media, she interprets them in a way in relation to abortion that supports her existing beliefs.

Tom, on the other hand, maybe adamantly opposed to abortion. Unlike Helen, he actively seeks out news sources that are aligned with his position of anti-abortion. When he stumbles across news stories about abortions, he interprets them in a very different way to Helen in a way that supports his current stance and point of view.

These two people have very different opinions on the same subject of abortion – one for and one against, but their interpretations of the stories they read and are exposed to are based on their beliefs. Even if they read the same story regarding childbirth or abortion, their bias tends to shape the way they perceive the details, further confirming their anti or pro-abortion beliefs.

At a group level in business, this can produce and sustain something known as the “groupthink” phenomenon. In a culture of groupthink, generally, decision-making can be hampered by the assumption that group harmony and coherent working are the values that are most crucial to business success. This reduces the likelihood of any disagreements within that group.

If we were to put it as an example, an employee at a tech company may decide not disclose an incredible, revolutionary new discovery that he’s made for fear of reorienting the firm’s direction. Similarly, this bias can hinder people from becoming more informed on the differing views of their friends and family, and as a result impact on them from having an engaging and constructive discussion that many democracies are built on.