Pub. 8 2020 Issue 3

19 The Community Banker hiring process, it might involve forming an initial opinion of the candidate based on inconsequential attributes like their name, hometown/country or even where they went to school. Prevention measures: Build your awareness of unconscious bias. It’s important to ask standardized, skills-based questions that provide each candidate with a fair chance to stand out. Conformity Bias, similar to groupthink or peer pressure, is very common in group settings. This type of bias occurs when your views are swayed or influenced by the opinions of others. Prevention measures: Consider using structured interviews and wait to share your thoughts with coworkers until the process is over. The Contrast Effect refers to distorting your perception of one person’s performance by comparing them to another. Prevention measures: If you find yourself comparing two peo- ple, especially in the hiring process, write down why you are leaning toward one over the other. Be sure your assessment of each is based on individual credentials, not compared to the other candidate. Gender Bias assumes that someone is better for the job based on their gender or preference to a specific gender. Prevention measures: Try to use gender-neutral language in job descriptions to not resonate with one gender more than another. When thinking about development opportunities or promotions, try switching the gender of the person you’re considering to see if it changes your perception of their readiness. The Halo/Horns Effect tends to think more highly of someone after learning something impressive about them or, conversely, perceive someone negatively after learning something unfavorable about them. Prevention measures: Consider why you have this perception. Ask yourself if it stems from unconscious stereotyping based on race, gender, ethnicity, etc. Name Bias is when you judge a person based on their name and perceived background. Be aware of this bias, especially when reviewing resumes and selecting which candidates to interview. Prevention measures: Remove candidates’ names from resumes to ensure your choice is based on skills and experience versus per- ceived background. Awareness of the different kinds of unconscious bias is the first step toward putting processes in place to prevent them from interfering in recruiting, hiring, and retaining employees. Doing so will help your team build a more diverse and inclusive workplace.