CDP Unconscious Bias & Mitigation 2 — Questions and Answers
Question 1: Which cognitive mechanism causes people to unconsciously favor information that confirms their pre-existing beliefs when evaluating job candidates?
- Halo effect
- Confirmation bias (Correct answer)
- Anchoring bias
- Recency bias
Correct answer: Confirmation bias
Confirmation bias leads evaluators to seek and weigh information that supports their initial impressions, distorting fair assessment.
Question 2: A manager consistently rates employees who share her alma mater higher on performance reviews. This is an example of:
- Affinity bias (Correct answer)
- Attribution bias
- Contrast effect
- Stereotyping
Correct answer: Affinity bias
Affinity bias occurs when evaluators favor people who share similar backgrounds, experiences, or characteristics.
Question 3: In the context of unconscious bias training, what does the term 'system justification' refer to?
- Using technology to reduce bias in hiring
- The tendency to defend and bolster existing social structures even when they are unjust (Correct answer)
- Justifying bias mitigation systems to leadership
- Evaluating performance management systems for fairness
Correct 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.
Question 4: Which structured interview technique is MOST effective at reducing the impact of unconscious bias on hiring decisions?
- Open-ended conversational interviews
- Panel interviews with diverse interviewers using standardized scoring rubrics (Correct answer)
- Background checks conducted before interviews
- Personality assessments administered at the start of the process
Correct 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.
Question 5: The 'what-the-hell effect' in bias mitigation refers to:
- Backlash when mandatory bias training is poorly received
- Abandoning diversity goals after a single setback or failure (Correct answer)
- Overconfidence that bias has been eliminated after one training session
- Resistance from senior leaders to unconscious bias interventions
Correct 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.
Question 6: Which of the following BEST describes 'stereotype threat' and its organizational impact?
- The risk that stereotypes will be used openly in performance reviews
- The fear of confirming a negative stereotype about one's group, which impairs performance (Correct answer)
- Threats made by employees who challenge stereotyping behavior
- The danger of using demographic data in succession planning
Correct 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.
Question 7: A company implements 'blind resume screening' primarily to mitigate which type of bias?
- Recency bias
- Attribution bias
- Affinity and name-based bias (Correct answer)
- Contrast effect
Correct 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.
CDP Unconscious Bias & Mitigation 2
Which cognitive mechanism causes people to unconsciously favor information that confirms their pre-existing beliefs when evaluating job candidates?