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We humans constantly have prejudices. Every impression, every second - our brain processes and categorises and we have already made up our minds before we knowingly perceive something. We also encounter unconscious bias - subconscious prejudices - at work, with colleagues or applicants.

Prejudice: Boredom at work isn't bad - not being stressed is a good thing, right?

Question: Assuming you are bored in your current job, how long does it take you to look for a new one?

The majority of respondents would look for a new job after just one to two months if they were bored with their current tasks. However, 40% would actively look for a solution within the company beforehand, while 15% would simply sit back and enjoy the boredom at work.

For team leaders, this means listening very carefully when employees approach them with requests and suggestions for improvement. Find solutions quickly, because many doors are open to good developers.

Prejudice: It's always about the money

Question: Why did you change your last job?

While fair pay is still the top reason for changing jobs, awareness of toxic environments is steadily increasing and is only a few percentage points below. See also Prejudice: Developers don't care about their work environment.

Prejudice: Studying is the best path for tech talent

According to the 71,580 participants in the Stack Overflow survey, the number of people teaching themselves programming skills online will rise to 70% in 2022. People under 18 in particular are logically more likely to have online certificates than a subject-specific school qualification. Keep an open mind! The over 45s cite books as their source of knowledge rather than traditional schooling.

Prejudice: Developers don't value their working environment

What makes developers happy at work? Stack Overflow also asked itself this question and conducted a worldwide survey. The top 5 "lucky charms" in the workplace. The study crystallised that

• appropriate salary 60 %
• work life balance 58 %
• Flexibility and productivity je 52 % and
• Opportunities for further development 49 %

The five top happiness-makers for developers are.

...Therefore, let Unconscious Bias (subconscious prejudices) run through your mind:

Our brain is a true marvel. It can subconsciously process and categorise information in milliseconds. The respective categories are based on our personal experiences, our upbringing, experiences or even the media we consume. Basically, it's a great thing that our brain does here. It's just stupid that the subconscious is very often mistaken and wrong in its assumptions.

There are well over a hundred different types of prejudice. Below we look at some examples that can influence us in the recruitment process.

• Gender: In our perception, many technical jobs and tasks are subconsciously assigned to men rather than women or diverse people
• Appearance: First impressions count and are reinforced by the knowledge of unconcious bias
• Origin: Even a person's name can harbour the first prejudices in the application process
• Halo effect: A special case of prejudice, so to speak, the halo effect, which makes us attribute positive characteristics to a person. If we are very favourably disposed towards a candidate, it may be because he or she is similar to us or has similar interests. These positive preconceptions often mean that we go into interviews naively and may even end up hiring the wrong person