Unconscious Bias Quiz

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Unconscious Bias Quiz

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Benevolence Bias

Height Bias

Name Bias

Age Bias

Gender Bias

Halo/Horn Bias

hover over each bias for definitions or examples

Conformity Bias

Color/Culture Bias

Overconfidence

Attribution Bias

Anchoring Bias

Contrast Bias

Confirmation Bias

Similarity Bias

Affinity Bias

Beauty Bias

types of bias

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This is judging someone on the basis of how they look (see quiz question no. 2).

Beauty Bias

This is a bias based on names. For example, a manager receives a CV and, instead of focusing on the skills and experiences, s/he focuses on the name at the top and whether they can pronounce it or not (see also quiz question no. 4).

Name Bias

This is judging someone based on the color of their skin or hair (for example, people with red hair still suffer from prejudice in many places) or on the culture they come from.

Color/Culture Bias

This is due to our tendency to compare things within the same category to one another. As we compare things, we upgrade or downgrade them based on how they do in comparison to other similar things, rather than on their own merit. For example, we judge an employee based on another employee’s performance rather than on an established company standard.

Contrast Bias

This means that, when there is a problem, we tend to explain our actions in terms of the circumstances (for example, ‘I am late because the traffic was bad’) and other people’s actions in terms of their character flaws (for example, ‘John is late because he is disorganized’). This type of bias can also be seen in action with regard to categories of people. For example, if we apply it to gender bias, one could say ‘Mary’s team did well because she has great team members’ while ‘Robert’s team was successful because he is a great leader’.

Attribute Bias

Conformity bias is linked to our desire, as humans, to fit in. So, instead of exercising our own judgment, we follow what others are doing. When we fall victim to this type of bias, we judge someone based on the views of the majority rather than making up our own minds about that person based on our interaction with them. Conformity bias may occur when we face peer pressure or are trying to fit into particular professional or social environments.

Conformity Bias

This happens when our efforts to be kind to a person take away their chance to make a choice (see quiz question no. 8).

Benevolence Bias

This is judging someone based on their gender.

Gender Bias

This means that we tend to trust and like people who are like us, while we distrust and like less those who are different from us.

Similarity Bias

Another aspect of the human psyche is that we have greater subjective confidence in our judgments than an objective assessment would warrant. We also tend to overestimate our own performance relative to that of others. This type of bias can lead to mistakes, errors of judgment, and also to conflict when overconfident people do not respond well to constructive criticism.

Overconfidence Bias

This means favoring someone because they share something in common with you, such as similar interests or educational background (see, for example, question number 6 of the quiz).

Affinity Bias

The halo effect takes place when one good quality of a person is used to assume that everything that person does is good, without looking at the evidence. With the horn effect, it is the opposite. In this case, we use one bad thing a person did, to assume that everything they do is bad.

Halo/Horn Bias

This means favoring or penalizing someone based on their age.

Age Bias

Taller people tend to attract positive bias (see quiz question no. 3)

Height Bias

If we have made our mind up about something, we later use anything we witness as evidence to support our belief, while discounting anything that might disprove our belief (for example, see quiz question no. 7).

Confirmation Bias

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Bring it to life with an interactive window

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• Activate and surprise your audience.

An anchoring bias is a cognitive bias where individuals rely heavily on the first piece of information encountered (the "anchor") when making decisions or judgments. This initial piece of information sets a reference point, which influences subsequent judgments, even if the anchor is arbitrary or irrelevant to the decision at hand. For example, when hiring someone, we notice the college the candidate went to. As we like that college because it is prestigious or because we also went there, then we overlook all other information about that candidate, and we are biased in his/her favour

Anchoring Bias