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Quizzes > Society & Culture

Implicit Bias Quiz: Spot Hidden Judgments in Everyday Life

Quick, free implicit bias test. Instant results and next steps.

Editorial: Review CompletedCreated By: Kolobe LepolesaUpdated Aug 23, 2025
2-5mins
Profiles
Paper art illustration of profile silhouettes and arrows on teal background for implicit bias quiz

This implicit bias quiz helps you spot patterns in how you judge people and ideas. You'll get a brief snapshot and simple steps to reflect and make fairer choices. To explore related topics, try the cultural competency quiz, or look at specific areas with the islamophobia test and the homophobia test.

When meeting a new teammate, what is your first move to keep your impressions fair?
Ask myself what specific evidence I have and what I might be assuming
Go with my initial gut so I do not slow things down
Notice how the setting and roles might be shaping what I see
Define a few objective criteria to assess everyone the same way
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A hiring panel is forming. What contribution do you naturally push for?
Invite feedback on my assumptions throughout the process
Keep the conversation brisk and decide quickly to save time
Ensure we vary interview contexts and who speaks first
Implement a structured rubric and blind resume review
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You notice you favor confident speakers. What is your next step?
Track when this preference shows up and ask why
Trust that confidence usually signals competence
Change the meeting format so quieter voices surface
Adopt time-limited rounds and equal-turn protocols
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Faced with a tough call under time pressure, you tend to:
Pause for a quick bias check and one disconfirming question
Decide fast to maintain momentum
Scan the room cues to see how the moment is shaping views
Defer to a pre-agreed decision protocol
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Your reading list for a topic you care about is:
A deliberate mix that challenges my defaults
Whatever is most popular or first in my feed
Changing with current events and who I am around
Curated with source diversity criteria I revisit regularly
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In code reviews, what keeps judgments balanced for you?
Asking what patterns I may be overvaluing
Trusting first pass impressions of quality
Rotating reviewers and altering the review order
A checklist with agreed severity levels
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When two candidates are neck-and-neck, you prefer to:
Examine which subtle biases might be tilting me
Choose the one who made the strongest first impression
Re-interview in a different format to shift context
Re-score against the rubric and tie-break rules
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How do you handle a charismatic presenter swaying a group?
Privately note what pulled me and get peer perspectives
Accept their sway as a signal and move forward
Change mechanics: written input before open discussion
Use anonymized votes and weighted criteria
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When reviewing performance, your default safeguard is:
Ask for concrete examples before deciding
Go with my immediate sense of their impact
Compare notes across contexts (projects, teams, time)
Use a calibrated scale and cross-rater moderation
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Before a big decision, you schedule:
A reflection window to surface my own assumptions
A short deadline to force a crisp call
A context shift (different room, agenda, or facilitator)
A pre-mortem with criteria and roles defined
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You catch yourself favoring familiar schools on resumes. You:
Note the pull and compare outcomes when blinded
Assume school prestige is a good efficiency shortcut
Hide school names and add work-sample tests
Enforce blind screening and weighted scoring
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During conflict, what keeps you from over-indexing on tone?
Ask what facts I might be discounting due to style
Trust that tone reflects substance well enough
Switch to written summaries to reduce heat
Use a structured issue log with evidence fields
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A teammate flags a bias risk in your plan. You:
Thank them and ask for specific examples to track
Explain the plan and move forward to keep pace
Invite them to co-design a small environmental tweak
Add a review checkpoint with independent eyes
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When scanning data dashboards, your habit is to:
Ask which metrics I am privileging and why
Focus on the top-line numbers and act
View the data split by context (time, segment, source)
Define decision thresholds and guardrails in advance
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Selecting a mentor, you prioritize:
Someone who challenges my mental models
Someone who moves fast like me
Exposure to diverse settings and networks
A mentor who shares templates for fair processes
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Which meeting norm do you most value for fairness?
A brief bias check-in before decisions
Tight agendas that push for rapid closure
Agenda items that rotate order and format
Documented criteria and timeboxed rounds
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When an idea is trending, your instinct is to:
Ask what evidence is swaying me besides popularity
Adopt it quickly before momentum fades
Test it in a different context to see if it holds
Pilot with clear success metrics and exit criteria
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When delegating, what keeps you from favoritism?
Notice who I gravitate toward and rotate intentionally
Assign to the first person who comes to mind
Vary assignment contexts (pairing, solo, cross-team)
Use a transparent assignment matrix
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A heated thread biases readers toward the earliest reply. You:
Wait, reflect, and check my pull toward that reply
Trust the early reply as the best signal
Sort by most recent or vote count to reframe
Require summary with sources before voting
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New product names are being evaluated. Your contribution is:
Point out my own associations with certain words
Pick the one I liked at first glance
Test names with different audiences and contexts
Score each name against predefined brand criteria
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A colleague from a different background joins. You:
Ask what assumptions I might bring and how to learn
Treat them like everyone else without extra thought
Adjust team rituals to invite varied styles
Set norms for feedback, turns, and decision criteria
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When evaluating design concepts, your bias guard is:
Explicitly naming what aesthetics I favor
Choosing what looks right immediately
Reviewing concepts in varying sizes and settings
Using task-based user tests with scoring rubrics
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You hear a rumor about a candidate. Your approach is:
Note the rumor effect and seek primary evidence
Let it color my view unless contradicted
Collect input from contexts where the candidate excelled and struggled
Exclude rumors and follow documented checks only
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A sprint demo dazzles. To avoid halo effects, you:
Ask what parts impressed me versus what met goals
Approve based on the strong impression
Review the work in a quiet context without stagecraft
Score against the acceptance criteria only
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Your team must choose between similar vendors. You prefer:
Surfacing assumptions and priors before the review
Going with the vendor that wowed in intros
Changing the order of presentations for each reviewer
Weighted scoring on criteria with blind price review
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When news headlines frame an issue strongly, you:
Ask what alternative frames might reveal
Adopt the headline framing for speed
Read the same story from different outlets and formats
Wait for deeper reports and compare vetted sources
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A policy seems to disadvantage a group. You:
Reflect on how I might be perceiving impact
Assume it balances out over time and move on
Pilot a context tweak to see if outcomes shift
Redesign the policy with equity-focused defaults
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You are asked to mentor selection day. Your stance is:
Share how I check my own pulls and preferences
Tell mentees to trust their gut first
Encourage changing settings to reduce crowding-out
Teach structured evaluation and calibration
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In brainstorming, how do you keep ideas from being anchored by the first suggestion?
Acknowledge anchoring and ask for independent lists
Let the first idea guide to maintain momentum
Use silent writing before group discussion
Set a rule: 10 ideas minimum before discussion
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When a peer you like makes a mistake, you tend to:
Ask if my affinity is softening my view
Discount it because their intent seemed good
Seek input from someone outside our circle
Log the issue and apply the same consequence matrix
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Profiles

  1. The Conscious Champion -

    Your results from the implicit bias quiz highlight a strong capacity to recognize and challenge stereotypes, leading to fairer decisions. Quick tip: Maintain this edge by mentoring peers through an unconscious bias assessment workshop.

  2. The Emerging Ally -

    You've uncovered some subtle associations on this bias quiz for students, signaling room for growth. Quick tip: Practice perspective-taking exercises and revisit an implicit bias test to track your progress.

  3. The Unconscious Explorer -

    This implicit bias test reveals notable hidden biases, but your curiosity drives deeper self-awareness. Quick tip: Journal daily to spotlight unconscious patterns and discuss findings in a diversity-focused group.

  4. The Inquisitive Observer -

    Your scores on the unconscious bias quiz suggest significant automatic associations shaping your perceptions. Quick tip: Engage in structured diversity training and retake this implicit bias quiz periodically to measure growth.

  5. The Hidden Influencer -

    Your unconscious bias assessment indicates strong, deep-rooted biases affecting interactions. Quick tip: Develop a personalized action plan with bias mitigation strategies and partner with educators or mentors for targeted support.

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