Unconscious Bias Quiz 3

Discover Yourself with Our Bi-Monthly Unconscious Bias Quiz!

Are You Ready to Challenge Your Perspectives?

Join us Bi-Monthly for an enlightening journey into the world of unconscious bias. Our interactive quiz is more than just a set of questions - it's a path to self-discovery and growth!

🧠 Expand Your Mind: Uncover hidden biases that you might not even know you have.

💡 Learn and Grow: Each quiz is a chance to learn something new about yourself and the world around you.

🏆 Bi-Monthly Challenges: Every quiz offers fresh and thought-provoking scenarios.

It's Free, Fun, and Incredibly Eye-Opening!

Question Title

* 1. Resume Review: Which of the following is the best way to avoid unconsciously favouring candidates with names that sound familiar or similar to one's own?

The HR team decides to conduct a challenge where all applicants submit anonymous resumes. The names and other personal information are redacted to ensure unbiased evaluation.

The company introduces an employee referral program where existing employees are encouraged to refer candidates. To avoid bias, employees are asked not to disclose personal information about the candidates they refer.

The HR team implements a blind application review process. Personal information such as names, gender, and age are redacted during the initial screening phase, focusing solely on qualifications and experience.

Question Title

* 2. Interview Selection: How do you avoid preferring candidates who share similar interests or backgrounds during the interview process?

Panel Diversity Quotas The company implements a policy requiring interview panels to have a specific quota of diversity. For example, each panel must include members from different ethnic backgrounds, genders, and age groups.

Structured Interview Questions and Evaluation Rubrics: The company implements a standardized set of interview questions and evaluation rubrics for all candidates. Interviewers receive training on unbiased questioning and are required to provide specific, job-related feedback using the predetermined rubrics.

Blind Candidate Interviews The hiring team conducts blind interviews where candidates are situated behind a screen, and their voices are altered to remove identifiable characteristics. This is done to ensure that interviewers focus solely on the responses and qualifications.

Question Title

* 3. How can you ensure there is no bias in salary negotiations?

Implementing transparent salary scales and guidelines that are applied consistently to all candidates, regardless of personal characteristics.

Offering higher salaries based on the candidate's negotiation skills rather than their qualifications or experience.

Negotiating salaries differently based on candidates' gender, race, or other demographic characteristics.

Question Title

* 4. You’re responsible for updating the company’s job titles and roles to better reflect responsibilities and align with industry standards. When reviewing two team members, Chris and Laura, you assign Chris, a male colleague, the title “Lead Project Manager,” even though Laura has been handling the same responsibilities. Laura is given the title “Project Coordinator,” despite having the same level of experience and expertise as Chris. Laura notices the difference and asks why her title doesn't reflect her work.

What should you do?

Explain that Chris was given the higher title because he seemed more assertive in team meetings, even though their responsibilities are similar.

Tell Laura that titles aren’t that important as long as the work is being done and assure her she will be considered for future title updates.

Acknowledge the unconscious bias that may have influenced the decision and re-evaluate the titles to ensure that they accurately reflect both Chris and Laura’s responsibilities and experience levels.

Resume Review

Blind application reviews promote fairness and diversity in the selection of candidates. This approach is effective in overcoming unconscious bias during the initial stages of the recruitment process. It ensures that candidates are evaluated solely on their skills and qualifications.

Anonymous resumes: While this may seem like a good idea to eliminate bias, it could lead to challenges in tracking applicants and maintaining fairness in the later stages of the recruitment process. It might make it difficult to personalize communication and follow up with potential candidates.

Employee Referral Bonus: While employee referrals can be a valuable source of talent, this approach might not fully address bias, as employees could still be influenced by unconscious biases when making referrals. It might inadvertently perpetuate existing biases within the company.

Interview Selection

In this scenario, using structured interview questions and evaluation rubrics is the most effective way to overcome unconscious bias. It promotes consistency, fairness, and objectivity in the interview process, helping to ensure that all candidates are evaluated based on the same criteria.

Panel Diversity Quotas: While the intention is to ensure diversity in decision-making, enforcing strict quotas might lead to tokenism. It could compromise the competence of the interview panel and fail to address the root causes of bias in the hiring process.

Blind Candidate Interviews: While blind interviews can help mitigate biases related to appearance or voice, they may not address biases related to language, communication style, or other non-visual factors that could influence the interviewers' perceptions.

Salary Negotiation

Implementing transparent salary scales and guidelines that are applied consistently to all candidates, regardless of personal characteristics. This answer is correct. Implementing transparent salary scales and guidelines ensures fairness and consistency in salary negotiations. It reduces the likelihood of bias by providing clear criteria for salary determination and applying them uniformly to all candidates.

Offering higher salaries to candidates based on personal connections or relationships with hiring managers. This answer is incorrect. Offering higher salaries based on personal connections or relationships perpetuates bias and unfairness in salary negotiations. It undermines the principles of meritocracy and equal opportunity.

Negotiating salaries differently based on candidates' gender, race, or other demographic characteristics. This answer is incorrect. Negotiating salaries differently based on demographic characteristics perpetuates bias and discrimination in salary negotiations. It violates principles of equality and fairness in compensation practices.

Job Title and Role Alignment

C) Acknowledge the unconscious bias that may have influenced the decision and re-evaluate the titles to ensure that they accurately reflect both Chris and Laura’s responsibilities and experience levels.

This approach addresses the unconscious bias that led to assigning different titles based on assumptions rather than actual performance, ensuring fairness and equality in role alignment.