Unconscious Bias & Microaggressions Flashcards
7 cards from real CDT practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Unconscious Bias & Microaggressions flashcards as text
What is unconscious bias in the context of diversity training?
Answer: Attitudes or stereotypes that affect decisions without conscious awareness
Unconscious bias refers to attitudes or stereotypes that influence our decisions, actions, and understanding without conscious awareness.
Which type of unconscious bias involves favoring people who share similar backgrounds, interests, or experiences as oneself?
Answer: Affinity bias
Affinity bias is the tendency to favor and connect more with people who are similar to oneself in background, interests, or appearance.
The Implicit Association Test (IAT) was developed primarily to measure which of the following?
Answer: The strength of associations between concepts and evaluations in memory
The IAT measures the strength of automatic associations between concepts (e.g., race, gender) and evaluations (good/bad) or stereotypes in memory.
Confirmation bias in workplace settings most often manifests as:
Answer: Seeking out information that confirms pre-existing beliefs about individuals
Confirmation bias leads people to seek, interpret, and recall information in a way that confirms their pre-existing beliefs or hypotheses.
The 'halo effect' in performance evaluations occurs when:
Answer: A single positive trait leads to an overall positive assessment of an employee
The halo effect occurs when one positive characteristic of a person influences the overall perception of that person in a favorable direction.
Attribution bias in diversity contexts typically refers to the tendency to:
Answer: Attribute minority members' successes to situational factors while attributing majority members' successes to personal ability
Attribution bias often leads evaluators to credit majority group successes to internal traits (skill, intelligence) while crediting minority successes to external factors (luck, affirmative action).
Which strategy is MOST effective for a diversity trainer helping participants recognize their own unconscious biases?
Answer: Facilitating self-reflective exercises and structured debriefs
Self-reflective exercises and structured debriefs allow participants to personally explore and discover their own biases, which is more effective than being told what to believe.