A. TRUE. B. FALSE.

A. Being more critical or favorable toward a person who belongs to a certain group. B. not paying attention to opinions or information given by people we feel some kind of personal dislike for. C. Being unkind to members of another group. D. avoiding people who have interests or views different from our own.

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. 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. There isn't anything negative about cultural bias. B. Cultural bias makes the recruiting process long and exhausting. C. Cultural bias is limiting your candidate selection during the hiring process especially for migrants and leading to a workplace lacking in diversity. D. Cultural bias leads to a very fast recruitment process and decisions that have been taken too quickly may have a negative impact on the business.

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. It has a financial impact. B. It can help them be more aware of society in general. C. It helps them be aware of what is important during the working day. D. It helps develop organizational culture and diversity through understanding your business’s own cultural biases towards migrants.

A. To speed up the hiring process. B. To improve our digital skills. C. Today biases and discrimination are more subtle and therefore harder to understand. D. We don’t have to identify our biases because they are unconscious.

A. We need to be as quick as possible when making a decision. B. Unconscious biases are beyond our control. C. Using the right language. D. Relying on one’s instinct.

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. 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. For nothing, a document in another language can be presented in the same way in any foreign company and organisation. B. To help migrants find work abroad. C. For the benefit of the company when hiring foreigners. D. To ensure that qualifications and, consequently, the skills acquired are recognised.

A. True. B. False.

A. Those who belong to a lower social status. B. Middle class people. C. Men. D. None of the above.

A. It is better not to talk to him/her. B. You can simply talk to the worker to resolve differences. C. The worker should think like the rest of the colleagues. D. The company can create a probationary period to test and judge the person's skills and knowledge and not be swayed by prejudices and stereotypes.

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. 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. Fostering the thought that foreigners are “strange”. B. Looking for occasions to meet up with culturally diverse people. C. Interacting only with people one feels comfortable with. D. Avoiding any type of contact.

A. Conduct the job interview together with a colleague. B. Be friendly with the candidate. C. Form your opinion about the candidate before starting the interview. D. Be reserved during the interview.

A. Address the individual bias that members of the organization have. B. Undertake comprehensive surveys to find structures and processes sensitive to bias. C. Review single processes that are sensitive to bias. D. Partially address structures.

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

A. It leads to more satisfaction. B. Il leads to more competition. C. Il leads to more discontent. D. It leads to more disharmony.