Unconscious Bias & Inclusive Hiring Flashcards
7 cards from real CPM 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 & Inclusive Hiring flashcards as text
A manager is reviewing a job description that includes the phrase 'recent college graduate.' Under the Age Discrimination in Employment Act (ADEA), this language could be problematic because:
Answer: It may signal a preference for younger workers and deter protected-age applicants over 40
Language implying a preference for younger or recently trained workers can constitute age discrimination under the ADEA, which protects workers 40 and older.
Which bias describes the tendency to give disproportionate weight to the most recent information when evaluating a candidate?
Answer: Recency bias
Recency bias causes evaluators to overweight the last things they saw or heard from a candidate, such as a strong closing answer, relative to their overall performance.
An interviewer gives a strong candidate a harder set of follow-up questions than a weaker candidate received because 'the bar should be higher for such a strong performer.' This is an example of:
Answer: The contrast effect creating an unfair double standard
Inconsistently raising the bar for candidates perceived as stronger is a form of the contrast effect that undermines fair, comparable evaluation.
What does 'inclusion' add to 'diversity' in a hiring context?
Answer: Inclusion ensures diverse hires feel valued, respected, and able to fully contribute once in the organization
Diversity is about representation, while inclusion is about creating an environment where people from all backgrounds can thrive and contribute.
A recruiter finds that a structured work sample test predicts job performance equally well across racial groups with no adverse impact. What is the term for this property?
Answer: Measurement invariance
Measurement invariance (also called measurement equivalence) means a test measures the same construct in the same way across different demographic groups.
Which strategy best reduces 'name-based discrimination' during resume screening?
Answer: Implementing anonymized resume review that hides candidate names during initial screening
Anonymized or blind resume screening structurally removes the trigger for name-based bias rather than relying solely on awareness training.
A CPM candidate is asked how to respond when a team member says, 'I don't see color—I treat everyone the same.' The best managerial response is to:
Answer: Acknowledge the good intent but explain that colorblindness can overlook real barriers faced by marginalized groups
Colorblind approaches, while well-intentioned, ignore systemic inequities and the real impact of identity on employees' experiences at work.