Please enable JavaScript.
Coggle requires JavaScript to display documents.
Unconscious Bias (Implicit Association Test (Gender: Slight correlations…
Unconscious Bias
Implicit Association Test
Gender: Slight correlations between men and science and women and liberal arts
Countries: Few or no automatic preferences between the United Kingdom and the United States
Race: Moderate auto preference for whites compared to blacks
Sexuality: Moderate automatic preference for Straight People compared to Gay people
Age: Young has a stronger automatic preference than Old
Weight: Compared with fat people, slight automatic preference for thin people
Skin-tone: Medium auto preference for mildly skinned people compared to darker skinned people
Other Unconscious Bias
District
Affluence
Education
Classification
Accent
Appearance
Power
Where dose my UB come from
Affinity deviation: Subjects tend to find people who are similar to them. This similarity may be biological, but it may also involve factors such as clothing and hairstyles (Kagetsu and Gunderman, 2017).
People tend to observe what they expect to see (Kagetsu and Gunderman, 2017).
Some prejudice seems to be part of human nature (Kagetsu and Gunderman, 2017).
People try to imitate the characteristics of others to integrate into groups (Kagetsu and Gunderman, 2017).
The implications maybe to me as a HR professional
Discrimination and stereotype for the certain groups of people
negative impact on recruitment, promotion
Conflict
What are the strategies they might adopt to address UB
个人了解无意识的偏见并致力于管理他们的偏见。
个人应该研究偏见如何影响他们的行为，并在他们可能有偏见时变得更加警惕。
个人也应该加大对获取技能的承诺，以帮助他们管理偏见。
领导者可以通过种族，民族和性别来评估计划统计数据，以寻找可能受无意识偏见影响的招聘，保留，辅导计划，研究机会和评估过程中的模式。
他们应该收集关于身份的其他方面的数据，这些数据涉及向学生，教职员工，工作人员和患者征求信息。
机构可以教育人们关于无意识偏见以及如何减少其影响
机构还应提供关于如何管理无意识偏见可培养更具包容性和尊重性的工作环境的培训。
Actions you will take to address them.