Exposing Unconscious Bias
Did you know that most of us have unconscious biases? And that our experiences often influence our perceptions of an immigrant candidate? For example, studies show that if there’s only one visible minority or woman in an applicant pool, it makes the person stand out as different and activates an unconscious bias against them. But we can counteract this and support racial and gender equity by including multiple candidates of colour or women. This is called the “two in the pool” effect.
To help you recognize unintended personal bias and move beyond cultural differences during the interview process, download this self-assessment tool.
“I fear myself that I might have some inherent bias brought on by the lack of familiarity, on immigrant résumés, about their educational institutions or employers. I’m just not familiar with those companies or universities. Whereas, if I look at résumés from domestic applicants who went to Mount A, worked for Irving, you know, it just creates a sort of cultural bias because I understand that experience, as opposed to the immigrant experience. So not quite sure how to process that. Just something I fear.”
— John Wishart, CEO, Chamber of Commerce for Greater Moncton