Unconscious bias refers to automatic, involuntary mental associations and judgments that influence decision-making without conscious awareness or intent. These implicit biases stem from personal experiences, cultural conditioning, societal influences, and cognitive shortcuts that help process information quickly but can lead to unfair or inaccurate assessments. In workplace contexts, unconscious bias can significantly impact hiring decisions, performance evaluations, promotion opportunities, team dynamics, and overall organizational culture. Common types include affinity bias (favoring similar individuals), confirmation bias (seeking information that confirms existing beliefs), and halo effect (allowing one positive trait to influence overall perception). Recognizing and addressing unconscious bias requires awareness training, structured decision-making processes, diverse evaluation panels, and objective assessment criteria. Organizations implementing bias mitigation strategies often experience improved diversity outcomes, better decision-making quality, enhanced innovation, and stronger team performance. Addressing unconscious bias involves ongoing education, process improvements, accountability measures, and cultural changes that promote inclusive behavior and equitable treatment of all individuals regardless of background, identity, or personal characteristics.