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Implicit Bias Examples

Across
When you see someone doing something impressive, you tend to put them on a pedestal. You might see an impressive degree or former employer on an applicant’s resume and decide subconsciously that they’re the best candidate for the job. You may ignore any negatives about the person and fail to see the good attributes of other interviewees.
The idea is that individuals start acting like the people they’re with, even if it goes against their beliefs, without thinking for themselves.
You already have certain beliefs or opinions about a person, often based on random things, such as where they went to college or their hometown. These opinions are usually based on your own beliefs or preferences. Once you form that early opinion, you look for facts to confirm it and you often ignore evidence that contradicts that view.
People connect with and have a preference for other people who have something in common.
Down
When you make assumptions about the reason behind a person’s behavior, mistakes or successes. You might use previous interactions with the person or your behaviors as reasons to judge someone else’s behavior.
While interviewing, you might subconsciously know you want to hire either a man or a woman. This can cause you to overlook a highly qualified candidate of the other gender.
If you review an average salesperson who performs consistently right after the top salesperson who always exceeds quotas and all other employees, you may give the average salesperson below-average marks.
You learn something negative about a person, which casts that person in a negative light permanently. Nothing that person does can convince you otherwise.
You might offer interviews and jobs to younger candidates who have more working years left. You might assume younger candidates are better with technology or are easier to mold.