Guess the Bias
A male employee consistently interrupts and talks over his female colleagues during meetings, while giving more attention and consideration to his male peers.
An individual openly mocks a coworker with a visible disability, expressing their belief that the coworker is incapable of doing their job effectively.
Conscious Bias
Gender
Surface
Encourage peers and colleagues to provide feedback on your behaviors and language that may reflect bias.
Feedback
In a college classroom, a professor frequently calls on and engages with younger students during discussions and activities, inadvertently sidelining the older student in the class. This unintentional bias creates a less inclusive learning environment for the older student.
Ageism
A supervisor unconsciously gives more credibility and respect to employees who hold higher positions or titles within the organization, even if they don't necessarily have more expertise.
Unconscious
Marital Status
Deep Sea
During a job application review, a hiring manager sees a candidate's name and immediately assumes they are not a native English speaker and may have communication issues, without even looking at their qualifications or experience. This name bias leads to the candidate being unfairly excluded from consideration.
Name Bias
In a hiring process, an interviewer unconsciously favors candidates who attended the same university as they did, feeling a sense of affinity with them.
Unconscious Bias
Parental Style
Deep Sea
A teacher assumes that a student who belongs to a particular ethnic group is not academically inclined and consistently treats them with lower expectations, which impacts the student's performance and self-esteem.
Stereotype Bias
A manager, unconsciously influenced by societal stereotypes, might hesitate to assign a project that involves client meetings to an openly LGBTQ+ employee, assuming clients may not be comfortable with their sexual orientation.
Unconscious
Ethnicity
Surface
A charismatic and attractive employee receives more promotions and positive performance evaluations than their equally qualified, but less charismatic, colleagues
Halo Effect
A college admissions officer openly admits to favoring applicants from prestigious schools and discrediting applicants from less-known institutions, expressing their bias toward certain educational backgrounds.
Age
Surface