The Celebrity Traitors has had us all hooked. While we tuned in for the drama, betrayals, and tense round tables, beneath the entertainment lies an important lesson about workplace psychology – specifically, unconscious bias.

Every vote and accusation in the show is based on gut instinct and limited information – not unlike workplace decisions, which are often influenced by hidden assumptions rather than facts.

So, what exactly is unconscious bias, what risks does it pose in the workplace, and how can employers take practical steps to reduce its impact?

What is unconscious bias?

Unconscious bias refers to the automatic, unintentional judgements or stereotypes we hold about people or groups that influence how we think and act without realising it. These biases operate beneath our awareness yet can subtly shape our decisions and behaviours.

In the workplace, unconscious bias can lead to discriminatory outcomes under the Equality Act 2010, even when there’s no intent to discriminate. Treating someone less favourably because of a protected characteristic – such as gender, race, or disability – can still amount to unlawful discrimination, regardless of motive.

Lessons from The Celebrity Traitors

In The Traitors, contestants make decisions with limited evidence. Group dynamics quickly form, trust is built and broken, and perceptions harden – often based on assumptions rather than facts.

For example, this year, Stephen Fry implied that Cat Burns’ tiredness might be linked to secret Traitor activity, unaware that her fatigue stemmed from neurodiversity and social strain. In the workplace, a similar assumption could easily lead to unfair treatment or missed opportunities.

Common examples of bias seen both in The Traitors and at work include:

• Confirmation bias: People seek evidence that supports their beliefs and ignore anything that contradicts them.
• Stereotyping: Individuals are judged on profession, age, or demeanour rather than behaviour or results.
• Groupthink: People conform to the group consensus rather than challenge flawed assumptions.

While the show is designed for entertainment, it highlights how easily bias can influence decision-making when information is incomplete or pressure is high.

The business risks of unconscious bias

Bias doesn’t just affect fairness – it impacts culture, performance, and profitability. Left unchecked, it can lead to:

• Missed talent through biased hiring and promotion decisions
• Reduced innovation as diverse perspectives are overlooked
• Increased attrition when employees feel undervalued
• Reputational and legal risk from discriminatory treatment

Just as contestants on The Traitors may ‘banish’ someone who seems different, organisations risk undervaluing employees based on assumptions rather than evidence – with serious business consequences.

10 ways to reduce unconscious bias

1. Raise awareness through training and open discussion.
2. Structure decision-making using objective, documented criteria.
3. Use blind review to remove identifying details from applications.
4. Involve diverse panels in recruitment and promotion processes.
5. Encourage challenge, giving people confidence to speak up.
6. Monitor data on recruitment, retention, and progression.
7. Support inclusive onboarding, ensuring everyone feels part of the team.
8. Reflect on decisions and check for assumptions.
9. Champion diversity of thought to drive better outcomes.
10. Lead inclusively, modelling the right behaviours from the top.