Unconscious Bias Quiz 1

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* 1. Performance Reviews How do we ensure we evaluate employees based on objective performance metrics and not on personal preferences?

Anonymous Performance Reviews: The company decides to conduct anonymous performance reviews, where managers evaluate employees without knowing their names or any identifying information. This anonymity is meant to eliminate bias in the evaluation process.

Peer Review Committees: The company forms peer review committees to evaluate employees' performance. These committees consist of colleagues from various teams who provide feedback and ratings based on their interactions with the employee.

Training on Unconscious Bias Recognition: The company invests in training programs for both managers and employees to recognize and address unconscious bias. These programs focus on raising awareness and providing strategies to mitigate bias in performance evaluations.

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* 2. What is a common issue associated with bias in promotion opportunities?

Promoting individuals based on their skills and qualifications.

Considering candidates' potential for growth and leadership development.

Subconsciously promoting individuals who resemble those in leadership roles.

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* 3. John, a male manager, typically rewards his subordinates by taking them out for a drink to celebrate their achievements. His next subordinate to be recognized is a 21-year-old attractive female named Sarah.

John invites Sarah out for drinks to celebrate her achievement.

John publicly recognizes Sarah's achievement in a team meeting and offers her a choice of rewards, such as a gift card or extra time off.

John invites Sarah to join a group celebration with other team members, such as a team lunch or dinner, to recognize her achievement.

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* 4. How can you ensure there is no bias in networking?

Only networking with individuals who share similar backgrounds and interests. For example those from your school.

Actively seeking out networking opportunities with individuals from diverse backgrounds and industries. For example industry events.

Excluding certain individuals from networking events based on personal preferences or biases. For example going to a golf day or taking a group to the bar.

Performance Evaluation

Training on unconscious bias recognition is the most effective approach. It empowers employees and managers to identify and address bias, leading to fairer and more objective performance evaluations. This approach promotes a culture of inclusivity and continuous improvement.

While anonymous reviews can reduce some biases, they might also lead to challenges in providing specific feedback, tracking performance over time, and personalizing development plans. Employees and managers may find it difficult to address performance issues effectively.

Peer review committees can help reduce manager bias, but they may introduce new biases related to workplace dynamics and personal relationships. It might be challenging to ensure consistency and fairness in this process.

Promotion Opportunities

Promoting individuals based on their skills and qualifications. This answer is incorrect. Promoting individuals based on their skills and qualifications is the ideal and unbiased approach to promotion opportunities. Bias occurs when promotions are influenced by factors such as resemblance to current leaders, perpetuating a lack of diversity.

Considering candidates' potential for growth and leadership development. This answer is incorrect. While considering candidates' potential for growth and leadership development is important in promotion decisions, bias arises when promotions are based on unconscious preferences for individuals who resemble current leaders, rather than on merit and potential.

Subconsciously promoting individuals who resemble those in leadership roles. This answer is correct. Bias in promotion opportunities occurs when individuals are subconsciously promoted because they resemble those in existing leadership roles, perpetuating a lack of diversity in the organization. This bias can hinder the advancement of qualified candidates from underrepresented groups.

Reward and Recognition

Option B is correct because it provides a more inclusive and professional approach to rewarding Sarah's achievement. By publicly acknowledging her contribution in a team setting, John ensures transparency and fairness. Offering Sarah a choice of rewards allows her to select an option that aligns with her preferences and avoids any potential discomfort or misunderstandings associated with social activities outside of work.

Option A : This option may not be the most appropriate choice considering Sarah's age and potential discomfort with social activities involving alcohol, especially in a one-on-one setting with her manager. It could raise concerns about the professionalism of the situation and potential perceptions of favouritism or impropriety.

Option C: While celebrating Sarah's achievement as a group is a positive and inclusive approach, it may still raise concerns about the appropriateness of social activities involving alcohol, especially considering Sarah's age. Additionally, the group setting may not fully address potential discomfort or perceptions of favouritism that could arise from a one-on-one outing with her manager.

Networking

Actively seeking out networking opportunities with individuals from diverse backgrounds and industries. This answer is correct. Actively seeking out networking opportunities with individuals from diverse backgrounds and industries helps broaden one's network and reduces the likelihood of bias. It promotes inclusivity and fosters connections with a wide range of perspectives and experiences.

Only networking with individuals who share similar backgrounds and interests. This answer is incorrect. Limiting networking to individuals who share similar backgrounds and interests can perpetuate bias and limit exposure to diverse perspectives and opportunities. It hinders the development of a diverse network.

Excluding certain individuals from networking events based on personal preferences or biases. This answer is incorrect. Excluding individuals from networking events based on personal preferences or biases perpetuates bias and limits opportunities for collaboration and relationship-building. It goes against the principles of inclusivity and diversity in networking.