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Bias is a disproportionate weight in favor of or against an idea or thing, usually in a way that is inaccurate, closed-minded, prejudicial, or unfair. Biases can be innate or learned. People may develop biases for or against an individual, a group, or a belief. In science and engineering, a bias is a systematic error. Statistical bias results from an unfair sampling of a population, or from an estimation process that does not give accurate results on average.
A cognitive bias is a systematic pattern of deviation from norm or rationality in judgment. Individuals create their own "subjective reality" from their perception of the input. An individual's construction of reality, not the objective input, may dictate their behavior in the world. Thus, cognitive biases may sometimes lead to perceptual distortion, inaccurate judgment, illogical interpretation, and irrationality.
Systemic bias is the inherent tendency of a process to support particular outcomes. The term generally refers to human systems such as institutions. Systemic bias is related to and overlaps conceptually with institutional bias and structural bias, and the terms are often used interchangeably.
In psychology, the false consensus effect, also known as consensus bias, is a pervasive cognitive bias that causes people to "see their own behavioral choices and judgments as relatively common and appropriate to existing circumstances". In other words, they assume that their personal qualities, characteristics, beliefs, and actions are relatively widespread through the general population.
A glass ceiling is a metaphor usually applied to people of marginalized genders, used to represent an invisible barrier that prevents an oppressed demographic from rising beyond a certain level in a hierarchy. The metaphor was first used by feminists in reference to barriers in the careers of high-achieving women. It was coined by Marilyn Loden during a speech in 1978.
The halo effect is the proclivity for positive impressions of a person, company, country, brand, or product in one area to positively influence one's opinion or feelings. The halo effect is "the name given to the phenomenon whereby evaluators tend to be influenced by their previous judgments of performance or personality." The halo effect is a cognitive bias which can prevent someone from forming an image of a person, a product or a brand based on the sum of all objective circumstances at hand.
In the psychology of affective forecasting, the impact bias, a form of which is the durability bias, is the tendency for people to overestimate the length or the intensity of future emotional states.
Recruitment is the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs within an organization. Recruitment also is the process involved in choosing people for unpaid roles. Managers, human resource generalists, and recruitment specialists may be tasked with carrying out recruitment, but in some cases, public-sector employment, commercial recruitment agencies, or specialist search consultancies such as Executive search in the case of more senior roles, are used to undertake parts of the process. Internet-based recruitment is now widespread, including the use of artificial intelligence (AI).
The implicit-association test (IAT) is an assessment intended to detect subconscious associations between mental representations of objects (concepts) in memory. Its best-known application is the assessment of implicit stereotypes held by test subjects, such as associations between particular racial categories and stereotypes about those groups. The test has been applied to a variety of belief associations, such as those involving racial groups, gender, sexuality, age, and religion but also the self-esteem, political views, and predictions of the test taker. The implicit-association test is the subject of significant academic and popular debate regarding its validity, reliability, and usefulness in assessing implicit bias.
A Micro-inequity is a small, often overlooked act of exclusion or bias that could convey a lack of respect, recognition, or fairness towards marginalized individuals. These acts can manifest in various ways, such as consistently interrupting or dismissing the contributions of a particular group during meetings or discussions. The theory of micro-inequity helps elucidate how individuals may experience being overlooked, ignored, or harmed based on characteristics like race, gender, or other perceived attributes of disadvantage, including political views and marital status. This falls within the broader marginalizing micro-level dynamics that refer to subtle, often unnoticed mechanisms within a society that contribute to the exclusion, disempowerment, or disadvantage of certain individuals or groups. These dynamics operate at a granular level, perpetuating inequalities and disparities in resource distribution, access to opportunities, and overall participation in social, economic, and political spheres. Micro-inequities, micro-affirmations, and micro-advantages are often executed using coded language or subtle non-verbal cues, formally in written communications or informally in conversations, known as micro-messaging. The term originated in 1973.
Aversive racism is a social scientific theory proposed by Samuel L. Gaertner & John F. Dovidio (1986), according to which negative evaluations of racial/ethnic minorities are realized by a persistent avoidance of interaction with other racial and ethnic groups. As opposed to traditional, overt racism, which is characterized by overt hatred for and discrimination against racial/ethnic minorities, aversive racism is characterized by more complex, ambivalent expressions and attitudes nonetheless with prejudicial views towards other races. Aversive racism arises from unconscious personal beliefs taught during childhood. Subtle racist behaviors are usually targeted towards African Americans. Workplace discrimination is one of the best examples of aversive racism. Biased beliefs on how minorities act and think affect how individuals interact with minority members.
Queen bee syndrome refers to a social phenomenon where women in positions of authority or power treat subordinate females worse than males, purely based on gender. It was first defined by three researchers: Graham Staines, Carol Tavris, and Toby E. Jayaratne in 1973.
An implicit bias or implicit stereotype is the pre-reflective attribution of particular qualities by an individual to a member of some social out group.
Valerie Alexander is an American author, speaker, screenwriter and director.
Second-generation gender bias refers to practices that may appear neutral or non-sexist, in that they apply to everyone, but which discriminate against women because they reflect the values of the men who created or developed the setting, usually a workplace. It is contrasted with first-generation bias, which is deliberate, usually involving intentional exclusion.
Implicit bias training programs are designed to help individuals become aware of their implicit biases and equip them with tools and strategies to act objectively, limiting the influence of their implicit biases. Some researchers say implicit biases are learned stereotypes that are automatic, seemingly associative, unintentional, deeply ingrained, universal, and can influence behavior.
Resume parsing, also known as CV parsing, resume extraction, or CV extraction, allows for the automated storage and analysis of resume data. The resume is imported into parsing software and the information is extracted so that it can be sorted and searched.
Kanjoya was an enterprise software-as-a-service (SaaS) company that developed natural language processing (NLP) based artificial intelligence to understand, measure, and improve customer and employee experience. Founded in 2006 by Armen Berjikly, the company was acquired by Ultimate Software in 2016.
In recruitment, a personality hire refers to the practice of hiring candidates for their personality and vibes, rather than their tangible skill set. Personality hires typically have stronger soft skills than hard skills, may serve as a morale booster within the workplace, and help build corporate culture. Some candidates may label themselves as personality hires due to imposter syndrome. The term came into mainstream use in 2023 and is similar to that of a diversity hire.
References
- 1 2 Thakrar, Monica (Nov 19, 2018). "Council Post: Unconscious Bias And Three Ways To Overcome It". Forbes. Retrieved 12 June 2024.
- ↑ "What Is Affinity Bias?: We tend to gravitate toward, and prefer, people like us (VIDEO)". LeanIn.Org . Retrieved 12 June 2024.
- ↑ "Affinity Bias Overview: How to Avoid Affinity Bias". MasterClass. Nov 13, 2022. Retrieved 12 June 2024.
- ↑ Davis, Jeffrey (June 25, 2020). "The Bias Against Difference". Psychology Today . Retrieved 12 June 2024.
- ↑ Grant, Georgina (August 9, 2018). "Similar-To-Me Bias: How Gender Affects Workplace Recognition". Forbes. Retrieved 13 June 2024.
- 1 2 3 Scott, Catherine (27 March 2023). "How HR Can Identify and Overcome Affinity Bias in Hiring and the Workplace". Academy to Innovate HR (AIHR). Retrieved 12 June 2024.
- ↑ Sears, Greg J.; Rowe, Patricia M. (2003). "A personality-based similar-to-me effect in the employment interview: Conscientiousness, affect-versus competence-mediated interpretations, and the role of job relevance". Canadian Journal of Behavioural Science. 35 (1): 13–24. doi:10.1037/h0087182.
- ↑ Shah, Salma (11 November 2010). "Equality: Unconscious bias and the mini-me syndrome". HR Magazine. Retrieved 13 June 2024.
- ↑ Pilat, Dan; Krastev, Sekoul. "The Similar-To-Me Effect". The Decision Lab. Retrieved 13 June 2024.
- ↑ Jones, Beth; Smith, Khalil; Rock, David (20 June 2018). "3 Biases That Hijack Performance Reviews, and How to Address Them". Harvard Business Review. Retrieved 13 June 2024.
- ↑ Mason, Kelli (4 August 2023). "Similarity Bias in Hiring: How HR Leaders Can Avoid It". Jobs Sage. Retrieved 13 June 2024.
