Unconscious Bias & Mitigation Flashcards

Which cognitive mechanism causes people to unconsciously favor information that confirms their pre-existing beliefs when evaluating job candidates?

Answer: Confirmation bias

Confirmation bias leads evaluators to seek and weigh information that supports their initial impressions, distorting fair assessment.

A manager consistently rates employees who share her alma mater higher on performance reviews. This is an example of:

Answer: Affinity bias

Affinity bias occurs when evaluators favor people who share similar backgrounds, experiences, or characteristics.

In the context of unconscious bias training, what does the term 'system justification' refer to?

Answer: The tendency to defend and bolster existing social structures even when they are unjust

System justification is the psychological tendency to defend existing social hierarchies and norms, even when they perpetuate inequality.

Which structured interview technique is MOST effective at reducing the impact of unconscious bias on hiring decisions?

Answer: Panel interviews with diverse interviewers using standardized scoring rubrics

Standardized rubrics with diverse panels ensure all candidates are evaluated against the same criteria, limiting subjective bias.

The 'what-the-hell effect' in bias mitigation refers to:

Answer: Abandoning diversity goals after a single setback or failure

The 'what-the-hell effect' describes the tendency to abandon progress entirely after a perceived failure, undermining sustained DEI efforts.

Which of the following BEST describes 'stereotype threat' and its organizational impact?

Answer: The fear of confirming a negative stereotype about one's group, which impairs performance

Stereotype threat causes individuals to underperform when they fear confirming a negative stereotype, harming engagement and outcomes.

A company implements 'blind resume screening' primarily to mitigate which type of bias?

Answer: Affinity and name-based bias

Blind resume screening removes names and identifying details to prevent affinity bias and discrimination based on perceived ethnicity or gender.