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Bias in general may be identified by determining whose interest is being portrayed and whose interest is being excluded. Evaluating for bias requires us to learn about others and to respect and appreciate the differences and similarities.
Tips for Reducing Bias in Performance Evaluation Educate yourself and others about unconscious biases. Use an evidence-based approach to evaluations and promotion. Evaluate performance review instruments for bias. When writing evaluations: Examine completed evaluations for the above biases.
A bias can be both intentional and unintentional. For example, a person may like one shirt more than two others when given a choice because the shirt they picked is also their favorite color. The person may not realize why they picked the shirt; it is simply an unconscious bias towards that color.
For example, if a student moves from Hawaii and is given a test asking them to describe a snowy winter, the test would be biased because the student lacks any experience with snowy winters.
For example, you might perceive a fellow employee more positively for attending the same school or being from the same town. While theres nothing wrong with wanting to work with people we have a connection with, this common bias can lead us to overlook talented individuals who dont share our background.