A. TRUE. B. FALSE.

A. TRUE. B. FALSE.

A. implicit biases are very dangerous to relationships with others. B. understanding the mechanism of unconscious biases does not allow for more informed decision making. C. unconscious biases that arise in our minds make us bad people. D. none of the answers is correct.

A. Over-analysing experienced situations. B. The subconscious mind searches for what is familiar and close to us. C. Our own experiences. D. Cultural conditioning.

A. TRUE. B. FALSE.

A. Implicit biases can be completely eliminated. B. As people with biases, we have the right to think we are inferior to others. C. Knowledge of unconscious bias has remained the same for years. D. Debunking stereotypes must be conscious.

A. To let intelligent data insights, guide your decision-making process. B. Because it takes less time. C. Because how a candidate looks can affect their selection chances. D. It depends on the job position.

A. They should choose based on their own good feelings toward the candidate. B. They should choose based only on provided evidence of the candidate’s ability to do the job well. C. They should choose based on the candidate’s professed ability to do the job well. D. They should choose based on the letter of motivation.

A. Yes, once identified I don’t need to take action. B. No, I need to also take action to limit their impact on my thoughts and behavior. C. It is not even important to consider cultural biase. D. I don’t know how I should be able to identify them.

A. Managerial accountability, recruitment strategies, employee training, monitoring and reports. B. The social media profiles of the organization. C. The work done for unions by the employees. D. No specific parts.

A. It gives us more control over our biases. B. We must pick candidates we find likeable. C. We can easily dismiss a candidate. D. It helps suppress our biases by not thinking about them.

A. A culture built on efficiency. B. A culture built on diversity and strength through opinion. C. A culture built on working hard. D. A culture built on awareness.

A. Ignore the person's CV as his or her university degree is not the same as that of other colleagues. B. Translate it with an automatic translator to find out what it says. C. Hire a sworn translator to translate it and assess its validity. D. None of the above.

A. It is better not to hire him/her. B. The company can offer or advise language courses so that he/she feels integrated and there is more trust between the worker and the rest of the workers. C. It can be overlooked. D. The employee can be offered a lower salary than the rest of the workers.

A. The family. B. The media. C. The educational system. D. All of the above.

A. True. B. False.

A. Benefit the company and take away workload. B. Check the trainee’s knowledge and train him/her if necessary in case of prejudices or stereotypes about his/her studies in another country. C. Maintain a good prior relationship with the employee. D. Save the company money.

A. You don’t need to be aware of your own stereotypes. B. It is better not to talk to colleagues at work about stereotypes. C. You should gather information about stereotypes and other cultures. D. It is better not to hire people from other cultures.

A. It is a brain’s working mode to structure the world. B. It is a character trait. C. It is an inborn human characteristic. D. Helpful way of rational thinking.

A. Avoidance of egotism. B. Display of empathy for the cultural other. C. Ability to assume the perspective of the cultural other. D. Inability to take the perspective of the cultural other.

A. Identify colleagues subject to bias. B. Ridicule situations where unconscious bias shows. C. Provide information about unconscious bias. D. Try not to see unconscious bias in the organisation.

A. The written form reduces the number of readers. B. The written form enhances traceability. C. The written form is more difficult to understand. D. The written form last through time.

A. Higher personnel fluctuation. B. Higher productivity. C. Higher personnel dissatisfaction. D. Higher ineffectiveness.

A. It identifies colleagues subject to bias. B. It ridicules situations where unconscious bias shows. C. It contributes to the positive image of the organization. D. It minimizes the negative impact of unconscious bias in the organization.