We’ve all been glued to The Celebrity Traitors. The drama, the deception, the tension at every round table – it’s brilliant TV. But beyond the entertainment, the show offers a fascinating look at something we deal with every day at work: unconscious bias.

Each accusation, each decision to ‘banish’ a player, is made with limited evidence and plenty of gut feeling. And that’s exactly how bias shows up in our workplaces – in the small, often unnoticed ways we make decisions.

So, what is unconscious bias?

Unconscious bias is when we make automatic judgements about people or groups without even realising it. These snap assumptions are shaped by stereotypes and experiences and can quietly influence who we listen to, promote, or trust.

In the workplace, this can lead to unfair treatment – and even discrimination under the Equality Act 2010 – particularly when someone’s gender, race, disability or other protected characteristic plays a part in how they’re treated.

The important point? Bias doesn’t have to be intentional to cause harm.

The Traitors effect: bias in action

In The Traitors, we see bias play out in real time. Contestants form alliances, make assumptions, and act on instinct – with limited information and high emotion.
Think about this year’s moment when Stephen Fry linked Cat Burns’ tiredness to secret Traitor behaviour, not realising that her fatigue was linked to neurodiversity and the strain of social interaction. It’s a reminder of how easily assumptions can be made – and how damaging they can be.

Other examples from the show mirror what happens in workplaces:

• Confirmation bias: Once someone is suspected, every nervous gesture ‘proves’ guilt.
• Stereotyping: People are judged based on personality, appearance, or profession.
• Groupthink: Contestants follow the crowd, fearing backlash if they speak up.
  Sound familiar? It’s the same dynamic that can cause managers to favour ‘safe’ hires, overlook quiet employees, or dismiss new ideas.

Why bias matters at work

When unconscious bias goes unchecked, it can lead to:

• Missed talent because of hiring for ‘fit’ rather than skill.
• Demotivated teams when people feel excluded or undervalued.
• Lost innovation as different perspectives are ignored.
• Higher turnover and potential legal risk from unfair treatment.

Bias doesn’t just affect people – it affects performance, productivity, and reputation.

Practical ways to reduce unconscious bias

Here are ten steps every organisation can take to make decisions fairer and more inclusive:

1. Raise awareness with engaging, practical training.
2. Use clear criteria for recruitment and promotion.
3. Apply blind screening early in hiring processes.
4. Involve diverse panels to balance perspectives.
5. Encourage challenge – make it safe to question assumptions.
6. Track progress with data and review it regularly.
7. Support new starters so they feel included from day one.
8. Reflect often – ask what assumptions might be shaping decisions.
9. Promote diverse thinking, not just diverse demographics.
10. Lead inclusively – people take cues from what leaders model.

How Vista can help

At Vista, we help organisations understand, manage, and reduce unconscious bias through learning and development that sticks.
Our consultants and facilitators work closely with your teams to:

• Deliver interactive workshops that explore bias in real-life scenarios.
• Build inclusive leadership skills for fairer decision-making.
• Create a culture of curiosity and reflection, where challenge is welcome.

If your business is ready to take the next step towards fairer, evidence-based decisions, get in touch with our team.

Contact: 0330 053 9345.