Reinforcing Culture - LDR-202S
Study online at https://quizlet.com/_fcm61u
1. The decision-making our brains make about what is Unconscious bias
safe or not, appropriate or not, and so on. An automat-
ic process often countered consciously afterwards with
facts, experiences, and knowledge we have gained
2. According to the Special Case Study, Proven Strategies Provide an open channel
for Addressing Unconscious Bias in the Workplace, of communication for em-
what is the first step in tackling workplace bias? ployees
3. According to the Proven Strategies for Addressing Un- Ensure anonymous em-
conscious Bias in the Workplace, which of the follow- ployee surveys are con-
ing should be used since different departments might ducted company-wide
have different issues?
4. Which of the following best identifies attitudes and Hidden beliefs
biases beyond our regular perception of ourselves and
others?
5. Words like discrimination, oppression, dominance, Language of diversity
subordination, heterosexism, racism, or male privilege
are defined as which of the following?
6. According to the Unconscious Bias lesson, what is the Implicit Association Test
most effective tool available for testing one's own Un-
conscious Bias?
7. What is one of the problems with the "good per- Human being need bias to
son/bad person" paradigm of diversity? survive
8. Having a sense of familiarity or a background of com- Affinity bias
fort of one person during a job interview is an example
of which of the following?
, Reinforcing Culture - LDR-202S
Study online at https://quizlet.com/_fcm61u
9. Which of the following best identifies Micro-Affirma- Apparently small acts
tions? that are ephemeral and
hard-to-see
10. One example of how the Organizational Unconscious Flexible work arrange-
can have a negative impact on the workplace is: ments
11. What determines whether something or someone is Danger detector
safe before we can even begin to consciously decide?
12. Also called like-likes-like, this bias refers to our ten- Affinity Bias
dency to gravitate toward people similar to ourselves.
That might mean hiring or promoting someone who
shares the same race, gender, age, or educational
background.
13. Discriminating against someone on the basis of their Ageism
age; tends to affect women more than men, and starts
at younger ages.
14. Because some people see women as less competent Attribution Bias
than men, they may undervalue their accomplish-
ments and overvalue their mistakes.
15. Judging people, especially women, based on how at- Beauty Bias
tractive you think they are. People perceived as attrac-
tive can be viewed more positively and treated more
favorably
16. The tendency to look for or favor information that Confirmation Bias
confirms beliefs we already hold.
17. The Contrast Effect
, Reinforcing Culture - LDR-202S
Study online at https://quizlet.com/_fcm61u
Evaluating the performance of one person in contrast
to another because you experienced the individuals
either simultaneously or in close succession.
18. Preferring one gender over another or assuming that Gender Bias
one gender is better for the job.
19. The tendency to put someone on a pedestal or think The Halo/Horns Effect
more highly of them after learning something im-
pressive about them, or conversely, perceiving some-
one negatively after learning something unfavorable
about them.
20. When you judge a person based on their name and Name Bias
perceived background. This is especially important
when reviewing resumes.
21. Judging a person negatively because they are larger or Weight Bias
heavier than average.
22. Trust Triangle - Personal Trust (Commit-
ment)
- Truth over Time (Confi-
dence)
- Institutional Trust and
Respect (Respect)
23. The belief that others act in the interest of fairness and Trust
social welfare rather than their own self-interest; the
willingness to accept vulnerability based upon positive
expectations about another's behavior; an expectancy
held by an individual or group that the word, promise,
Study online at https://quizlet.com/_fcm61u
1. The decision-making our brains make about what is Unconscious bias
safe or not, appropriate or not, and so on. An automat-
ic process often countered consciously afterwards with
facts, experiences, and knowledge we have gained
2. According to the Special Case Study, Proven Strategies Provide an open channel
for Addressing Unconscious Bias in the Workplace, of communication for em-
what is the first step in tackling workplace bias? ployees
3. According to the Proven Strategies for Addressing Un- Ensure anonymous em-
conscious Bias in the Workplace, which of the follow- ployee surveys are con-
ing should be used since different departments might ducted company-wide
have different issues?
4. Which of the following best identifies attitudes and Hidden beliefs
biases beyond our regular perception of ourselves and
others?
5. Words like discrimination, oppression, dominance, Language of diversity
subordination, heterosexism, racism, or male privilege
are defined as which of the following?
6. According to the Unconscious Bias lesson, what is the Implicit Association Test
most effective tool available for testing one's own Un-
conscious Bias?
7. What is one of the problems with the "good per- Human being need bias to
son/bad person" paradigm of diversity? survive
8. Having a sense of familiarity or a background of com- Affinity bias
fort of one person during a job interview is an example
of which of the following?
, Reinforcing Culture - LDR-202S
Study online at https://quizlet.com/_fcm61u
9. Which of the following best identifies Micro-Affirma- Apparently small acts
tions? that are ephemeral and
hard-to-see
10. One example of how the Organizational Unconscious Flexible work arrange-
can have a negative impact on the workplace is: ments
11. What determines whether something or someone is Danger detector
safe before we can even begin to consciously decide?
12. Also called like-likes-like, this bias refers to our ten- Affinity Bias
dency to gravitate toward people similar to ourselves.
That might mean hiring or promoting someone who
shares the same race, gender, age, or educational
background.
13. Discriminating against someone on the basis of their Ageism
age; tends to affect women more than men, and starts
at younger ages.
14. Because some people see women as less competent Attribution Bias
than men, they may undervalue their accomplish-
ments and overvalue their mistakes.
15. Judging people, especially women, based on how at- Beauty Bias
tractive you think they are. People perceived as attrac-
tive can be viewed more positively and treated more
favorably
16. The tendency to look for or favor information that Confirmation Bias
confirms beliefs we already hold.
17. The Contrast Effect
, Reinforcing Culture - LDR-202S
Study online at https://quizlet.com/_fcm61u
Evaluating the performance of one person in contrast
to another because you experienced the individuals
either simultaneously or in close succession.
18. Preferring one gender over another or assuming that Gender Bias
one gender is better for the job.
19. The tendency to put someone on a pedestal or think The Halo/Horns Effect
more highly of them after learning something im-
pressive about them, or conversely, perceiving some-
one negatively after learning something unfavorable
about them.
20. When you judge a person based on their name and Name Bias
perceived background. This is especially important
when reviewing resumes.
21. Judging a person negatively because they are larger or Weight Bias
heavier than average.
22. Trust Triangle - Personal Trust (Commit-
ment)
- Truth over Time (Confi-
dence)
- Institutional Trust and
Respect (Respect)
23. The belief that others act in the interest of fairness and Trust
social welfare rather than their own self-interest; the
willingness to accept vulnerability based upon positive
expectations about another's behavior; an expectancy
held by an individual or group that the word, promise,
