Confirmation Bias isn’t something to be ashamed of — it’s part of being human.
Confirmation Bias: The Invisible Filter Shaping Our Conflicts
By Chris Breedon
We all like to think we’re rational. We gather information, weigh the facts, and make decisions accordingly — or at least that’s what we tell ourselves. But the reality is far more complex. Our minds are constantly sifting through a flood of information, looking for patterns, meaning, and — often unconsciously — support for what we already believe. This is the essence of Confirmation Bias, and it plays a powerful, often hidden, role in how we experience conflict, make decisions, and interact with others.
For mediators, trainers, and professionals working in emotionally charged or high-stakes environments, understanding Confirmation Bias is essential. It helps us spot the subtle ways in which our thinking (and our clients’ thinking) can become skewed — not through malice or intention, but simply through being human.
Let’s take a closer look at what Confirmation Bias is, how it shows up in practice, and what we can do to reduce its impact.
What Is Confirmation Bias?
Confirmation Bias is the tendency to seek out, interpret, and remember information in a way that confirms what we already believe.
Instead of evaluating evidence with an open mind, we gravitate toward data that supports our current views — while ignoring, downplaying, or rationalising away information that challenges them.
This bias isn’t a flaw of intelligence. In fact, it’s a feature of how our brains try to reduce cognitive load. We’re wired to prefer consistency and avoid the discomfort of having our beliefs challenged — a phenomenon known as cognitive dissonance.
Why Does Confirmation Bias Matter in Mediation and Conflict Resolution?
In conflict situations, people often arrive with strong narratives: “They never listen to me,” “I’m always the one compromising,” or “They’re just trying to undermine me.”
These beliefs may have developed over time, built on specific incidents or experiences. But once they’ve taken root, Confirmation Bias can act like a filter, colouring how each new interaction is perceived. A neutral comment is interpreted as passive aggression. A compromise offer is seen as manipulation. Even silence can be loaded with meaning.
As mediators, if we’re not aware of how Confirmation Bias operates — in both parties and in ourselves — we risk reinforcing the very patterns we’re trying to unravel.
Real-World Examples of Confirmation Bias in Practice
1. The workplace grievance:
Two colleagues have had a series of misunderstandings. One believes the other is deliberately excluding them from key decisions. Each time they’re not included in an email chain or a meeting, it reinforces this view — even if the omission was accidental. They begin to interpret all future behaviour through this lens.
2. The family conflict:
A parent believes their adult child is ungrateful and selfish. When the child cancels a visit, the parent sees it as more proof. The reason — illness or work pressure — is brushed aside. When the child does call or reach out, the gestures are discounted or forgotten.
3. The mediator’s blind spot:
Even trained professionals aren’t immune. A mediator may develop an unconscious belief that one party is more “reasonable” than the other. This can subtly shape how they manage the process — who gets more space to speak, whose suggestions are explored, or how moments of emotion are handled.
How Confirmation Bias Affects Decision-Making and Relationships
The consequences of Confirmation Bias can be wide-ranging, especially in environments that require trust, collaboration, and openness.
It narrows perspective.
People become less willing to consider alternative viewpoints, even when those might lead to better outcomes. They dismiss new information as irrelevant or flawed.
It reinforces division.
In conflict, parties often polarise. Each side sees themselves as “right” and the other as “wrong” — and Confirmation Bias helps cement those positions.
It erodes empathy.
If we’re only looking for evidence that someone is inconsiderate, dishonest, or aggressive, we stop seeing their complexity. We reduce them to a caricature of their worst moments.
It slows resolution.
In mediation, Confirmation Bias can keep people stuck in patterns of blame, defence, and mistrust — even when common ground is possible.
How to Spot Confirmation Bias in Yourself and Others
Recognising Confirmation Bias is the first step toward neutralising it. Here are some common signs to watch for:
Selective listening: Only hearing parts of what someone says — the parts that reinforce what you already believe.
Double standards: Demanding more proof for ideas you disagree with than for those you support.
Dismissive language: Saying things like “they always do this” or “they never change” without checking the evidence.
Pattern spotting: Interpreting isolated incidents as proof of a larger, unchanging pattern.
For professionals, it also means being aware of your own responses — who you tend to empathise with more quickly, whose stories feel “credible,” and how your assumptions might be colouring your interpretations.
Tips for Mediators and Professionals to Manage Confirmation Bias
Confirmation Bias can’t be eliminated entirely— but it can be managed. Here’s how:
1. Name it
Bring the concept of Confirmation Bias into your sessions and training. Helping people understand it reduces defensiveness and encourages curiosity.
2. Ask for counter-evidence
Gently challenge people to consider exceptions to their beliefs. “Has there been a time when they did include you?” or “Can you think of an example where their intention might have been different?”
3. Model curiosity
Demonstrate active listening and non-judgemental questioning. Be visibly open to multiple perspectives — even if you have an instinctive leaning.
4. Slow the process down
Bias thrives on quick judgments. Build in moments of reflection and pause. Give people time to reconsider their assumptions.
5. Use reflective techniques
Encourage paraphrasing and playback: “What I’m hearing is…” This helps parties hear themselves and each other with more clarity.
6. Diversify your inputs
For trainers and professionals, seek out voices, perspectives, and data that challenge your norms. Create habits that stretch your thinking rather than reinforce it.
Conclusion: From Bias to Balance
Confirmation Bias isn’t something to be ashamed of — it’s part of being human. But in the realms of mediation, conflict resolution, and professional communication, it can quietly sabotage progress if left unchecked.
By becoming aware of this invisible filter,and developing strategies to work around it, we open the door to deeper understanding, more balanced dialogue, and ultimately, better outcomes.
At Prospero Mediation and Training, wehelp professionals sharpen their self-awareness, improve their communication, and build tools to manage bias — in themselves and in others. Whether you're in the mediation room, delivering training, or managing teams, understanding Confirmation Bias is a key step toward fairer, more effective resolutions.
