Unveil 9 unconscious stereotypes!



This page is a summary of a training developed by the Kirwan institute

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Unconscious bias reflect our own perception of the reality.  It is far more prevalent than conscious prejudice and often incompatible with one’s conscious values. Certain scenarios can activate unconscious attitudes and beliefs. For example, biases may be more prevalent when multi-tasking or working under time pressure.


Which unconscious bias are you?


  • Affinity Bias aka Like Me Bias: It is the unconscious tendency to socialize and spend time with others who are not different from us. It requires more effort to bridge differences when diversity is present.


  • Attribution Bias: It refers to the systematic errors made when people evaluate or try to find a reason for their own and others’ behaviours.

  • Beauty Bias: The favourable treatments that individuals receive when they are deemed attractive, regardless of whether it happens consciously or unconsciously.

  • Conformity Bias: Tendency people have to behave like those around them rather than using their own personal judgment.

  • Confirmation Bias: Tendency to search for, interpret, favour and recall information that confirms or supports one’s prior beliefs and values.


  • Contrast: Our perception of something when we compare it to something else, by enhancing or diminishing the differences between them. 


  • Gender Bias: Preference or prejudice toward one gender over the other.


  • Halo Effect: The overall impression of a person influences how we feel and think about his or her character. Essentially, your overall impression of a person ("He is nice!") impacts your evaluations of that person's specific traits ("He is also smart!")


  • Horns Effect: One's perception of another to be unduly influenced by a single negative trait. It is the opposite of the Halo Effect.


Unconscious biases impact our behaviours in the workplace and reflects in Recruitment, Performance Management, Work Assignment, Promotion and Development, Pay and Bonuses.



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