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Confidence is an integral part of success in sports, business, education, and beyond. It empowers individuals to rise to challenges, assert their ideas, and take ownership of their skills. But what happens when that confidence is interpreted differently based on race? What do we lose as individuals, organizations, and societies when perceptions of boldness are shaped by bias? This piece explores recurring patterns of privilege and perception in sports, the cultural biases underlying them, and how they extend beyond the field to influence workplaces, classrooms, and executive spaces. By examining these perceptions, we can take actionable steps toward creating equitable environments where all individuals feel free to show up fully without fear of scrutiny or backlash. Confidence or Arrogance? Depends Who’s Watching Sports offer a powerful lens into how we perceive confidence and how bias shapes those perceptions. Time and again, we see similar behavior praised in white athletes and criticized in Black athletes: Shedeur Sanders was scrutinized for his swagger during the NFL draft process, while Peyton and Eli Manning were lauded as “natural-born leaders.” Angel Reese was called “classless” for her on-court celebrations. Caitlin Clark received applause for nearly identical moves. Serena Williams was penalized for passion; Tom Brady was celebrated for his fire. Cam Newton’s dances drew backlash, while Joe Burrow’s confidence became meme-worthy. The pattern is clear: confidence in white athletes is often read as charisma or leadership. In Black athletes, it’s too often seen as arrogance, aggression, or even a threat. When Bias Shapes Who Belongs Bias in sports echoes across workplaces and schools: Bias doesn’t just impact perception it reshapes opportunity. Unequal Access: Confidence in Black and Brown professionals is often misread, leading to missed promotions and leadership roles. Heightened Scrutiny: Expressing passion or ambition can be seen as “too much,” especially for Black women, who often feel pressure to shrink themselves to be accepted. Muted Voices: When Paige Bueckers, a white athlete, spoke up for Black women, she was praised yet many Black women had been saying the same things for years without recognition. This isn’t about blaming individuals. It’s about naming the patterns. Who gets to be bold without backlash? Who’s asked to tone it down just to belong? Changing the Narrative Starts with Us Creating truly inclusive spaces means recognizing and reworking the bias baked into how we view confidence. Here’s how leaders, educators, and organizations can start: Spot the Pattern Who gets called a “natural leader”? Who’s asked to “be less aggressive”? Interrupt biased narratives by examining your reflexes. Embrace All Expressions of Confidence Boldness looks different across cultures celebrate it all. Don’t reward conformity; reward authenticity. Give Fair Feedback Ensure evaluation is based on behavior, not stereotypes. Build feedback systems that are objective, specific, and culturally aware. Amplify Underrepresented Voices Make space for those often overlooked. Don’t just listen elevate. Invest in Equity Regular anti-bias training, inclusive leadership development, and strong ERGs can shift culture from the inside out. Building a Culture Where Boldness Belongs Bias in how we perceive confidence quietly shapes who gets celebrated and who gets sidelined. To build workplaces, classrooms, and communities where everyone can thrive, we have to challenge the lens we’re looking through. So next time you see boldness in action, ask yourself: “Am I responding to the behavior or to who’s displaying it?” If the answer reveals bias, don’t shame yourself, do the work . Growth begins with awareness and leads to action. Because real progress isn’t about fitting into outdated molds. It’s about expanding the space so everyone has room to lead, express, and belong. Ready to Turn Insight into Action? If this resonates with you and if you’re thinking about how confidence, bias, and belonging show up in your workplace you don’t have to figure it out alone. Explore two ways to work with us: 🧭 Join our next virtual cohort of Workplace Reimagined , or, if you have experience in people, culture and equity work, apply for our in-person Facilitator Intensive in Portland, Oregon. 🛠️ Partner with Culture Lab at The Center Consultancy to reimagine what's possible in your workplace. Through bold, equity-centered consulting, we help organizations shift culture, unlock leadership, and build environments where everyone can thrive.Let’s build spaces where everyone can lead boldly. Archana Manuel- New Partnerships at The Center Consultancy Email-info@thecenterconsultancy.com

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