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Jul 13, 2020 · Unconscious bias (also known as implicit bias) refers to unconscious forms of discrimination and stereotyping based on race, gender, sexuality, ethnicity, ability, age, and so on.
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What is unconscious bias?
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Why is bias a problem?
- Gender Bias
- Ageism
- Name Bias
- Beauty Bias
- Halo Effect
- Horns Effect
- Confirmation Bias
- Conformity Bias
- Affinity Bias
- Contrast Effect
Gender bias, the favoring of one gender over another, is also often referred to as sexism. This bias occurs when someone unconsciously associates certain stereotypes with different genders. This type of bias may affect recruitment practices and relationship dynamics within the company. An example of this bias during hiring is if the hiring panel fa...
Ageism refers to stereotyping or discriminating against others based on their age, often happening to older team members. Although workers ages 40 and older are protected from workplace discrimination under the Age Discrimination in Employment Act, filing for a lawsuit against an employer can be a lengthy and costly process. Because not everyone fi...
Name bias is the tendency to prefer certain names over others, usually Anglo-sounding names. Name bias is most prevalent in recruitment. If a recruiter tends to offer interviews to candidates with Anglo-sounding names over equally qualified candidates with non-Anglo names, this bias is present. Name bias can have a negative impact on diversity hiri...
Beauty bias refers to the favorable treatment and positive stereotyping of individuals who are considered more attractive. This has also given rise to the term “lookism,” which is discrimination based on physical appearance. An example of beauty bias is a hiring manager who is more inclined to hire candidates they think are good-looking. Hiring dec...
The halo effect, a term coined by psychologist Edward Thorndike in the 1920s, occurs when we develop an overall positive impression of someone because of one of their qualities or traits. This effect may lead us to inadvertently put people on a pedestal since we’re constructing an image of a person based on limited information. An example of this e...
The horns effect is the opposite of the halo effect. This bias causes us to have a negative impression of someone based on one trait or experience. Putting too much weight on a single trait or interaction with someone can lead to inaccurate and unfair judgments of their character. For example, a new team member thinks the constructive criticismthey...
Confirmation bias is the tendency to seek out and use information that confirms one’s views and expectations. In other words, cherry-picking information to validate certain points. This affects our ability to think critically and objectively, which can lead to skewed interpretations of information and overlooking information with opposing views. Fo...
Conformity bias is similar to groupthink, which occurs when we change our opinions or behaviors to match that of the bigger group, even if it doesn’t reflect our own opinions. This bias may occur when we encounter peer pressure or are trying to fit into a certain social group or professional environment. For example, a team is deciding between two ...
Affinity bias is also known as the similarity bias and refers to the tendency to favor people who share similar interests, backgrounds, and experiences. We tend to feel more comfortable around people who are like us. This bias may affect hiring decisions. For example, a hiring manager gravitates towards a job applicant because they share the same a...
We often make judgments by making comparisons. As a result, our judgments may be altered depending on what standard we’re comparing something to. This is known as the contrast effect. For instance, a team member is happy to receive a “meets expectations” on their performance review. However, they start to feel inadequate after finding out most of t...
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- Affinity Bias. Affinity bias, also known as similarity bias, is the tendency people have to connect with others who share similar interests, experiences and backgrounds.
- AGEISM. Ageism in the workplace is the tendency to have negative feelings about another person based on their age. Ageism affects older people more often than younger people.
- ANCHOR BIAS. Anchor bias, or expectation anchor bias, is when someone holds onto an initial, singular piece of information to make decisions. Anchor bias commonly occurs in the hiring process while comparing candidates.
- ATTRIBUTION BIAS. Attribution bias is a phenomenon where you try to make sense of or judge a person’s behavior based on prior observations and interactions you’ve had with that individual that make up your perception of them.
Feb 27, 2023 · Unconscious bias refers to the automatic associations and reactions that arise when we encounter a person or group. Instead of maintaining neutrality, we tend to associate positive or negative stereotypes with certain groups and let these biases influence our behavior towards them.
- Implicit bias refers to attitudes that affect our understanding, actions, and decisions in an unconscious manner. These attitudes can be either pos...
- Similarity bias or affinity bias is a type of unconscious bias. It occurs when we show preference for people who are similar to us (i.e., people wi...
- The opposite of explicit bias is implicit bias (or unconscious bias). This refers to all the subconscious evaluations we have formed about a certai...
- Demand characteristics are a type of extraneous variable that can affect the outcomes of the study. They can invalidate studies by providing an alt...
Unconscious bias training has played a major role in their efforts. UB training seeks to raise awareness of the mental shortcuts that lead to snap judgments—often based on race and gender—about...
Aug 2, 2023 · Implicit bias (unconscious bias) refers to attitudes and beliefs outside our conscious awareness and control. Implicit biases are an example of system one thinking, so we are unaware they exist (Greenwald & Krieger, 2006).
Unconscious | Implicit Bias • Unintended, subtle, and subconscious associations learned through past experiences. • Thoughts that happen to all of us, that we are unaware of on a conscious level.
