This document discusses unconscious or blind biases and provides examples of common types of biases. It defines blind spots as the unconscious beliefs and patterns our brains create based on experiences that influence decisions and understanding. Some key types of biases discussed include halo/horns bias, where first impressions strongly influence later perceptions; confirmation bias, where people look for information confirming existing beliefs; similarity bias, where people favor those similar to themselves; and prototype bias, where unconscious models of who is suitable for roles influence decisions. The document calls for commitments to advance diversity, expand unconscious bias education, and share best practices to address biases.

1. ELENA RICHARDS
Minority Initiatives and Talent Management Leader, PwC US
Check Your Blind Spots

2. PwC | Blind spots
Understanding blind spots
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3. PwC | Blind spots
Blind spot
Noun
The patterns our brains create based on our experiences that influence how we
make decisions and understand the world.
(synonym: unconscious bias)
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4. PwC | Blind spots
Defining blind spots
• Unconscious biases are human
• The unconscious beliefs we hold about others do not necessarily align
with our conscious declared beliefs
• Studies show we generally tend to hold unconscious biases that favor who
are most like us (ingroup)
• Unconscious biases can change
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5. PwC | Blind spots
© Lee Gardenswartz and Anita Rowe. Internal and External
Dimensions are adapted from Marilyn Loden and Judy
Rosener. Workforce America! (Business One Irwin, 1991)
Power and authority views Body
language
Being or doing
Competition or
cooperation
Conflict
resolution
preferences
Traditions/
Observances
Personal
space
Individual
or team
Flexible or
structured
Cultural
Time
Organizational
Industry Union affiliation
Level
Role in the
company
Location
Tenure
Management
status
Work
experience
Division/Department
Religion Education
Geographic location
Communication
style
Marital/
relationship
status
Appearance
Working style
Language/
Accent
Parental/Family
status
Secondary
Primary
Age
Mental/physical
ability
Gender identity
Ethnicity
Sexual orientation
Sex
Race
Personality
Diversity wheel
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6. PwC | Blind spots
Understanding blind spots – Types of blind spots
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7. PwC | Blind spots
Halo - Horns
Example:
Sam is president of her accounting society school chapter. She’s eager to plan the
chapter’s kick-off event. Karen and Jason are new members. Karen arrived early.
Jason was late because he got held up in class. Sam’s first impression of Karen is that
she’s eager and ready to work. Her first impression of Jason is that he doesn’t care and
isn’t reliable. As a result, Sam asks Karen to help co-lead the kick-off event.
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Halo/horns bias
A halo and horns bias occurs when a positive impression (halo) of someone
carries over into everything they do or where a negative first impression
(horns) or mistake lasts, even if the person performs well in the future.

8. PwC | Blind spots
Example:
Sam’s negative impression of Jason carries over into her review of Jason’s work. Jason
can’t understand why Sam seems to jump at his smallest mistake where in a similar
situation, she overlooks or even justifies Karen’s mistakes. Jason feels like Sam is
looking for things that confirm her belief that he’s not doing a good job.
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Confirmation bias
Confirmation bias occurs when you use selective thinking by looking for what
confirms your beliefs and ignoring or undervaluing the relevance of what
contradicts your beliefs.
Confirmation

9. PwC | Blind spots
Example:
While at a networking event, Matthew notices Jose is wearing a ring from Matthew’s
fraternity. He immediately gravitates toward Jose and they spend a long time
reminiscing about their college days. Matthew recalls that there’s an open position his
team. They haven’t really talked about work, but he’s certain that any fraternity
“brother” would be great for the job. He asks Jose for his resume. When resumes start
coming in, Matthew moves Jose’s resume to the top.
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Similarity bias
Similarity bias occurs when we are drawn toward people who are familiar and
remind us of ourselves. We often feel more comfortable with them. Research
finds that similarity helps us build trust quickly. As a result, it may take longer
to build trust with people who have very different backgrounds from our own.
Similarity

10. PwC | Blind spots
Example:
There’s a new project to staff with lots of late nights and travel. Amy immediately
thinks Michelle would be great. Unlike Saj, who has small kids, Michelle is single and
doesn’t have kids, so travel shouldn’t be a problem.
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Prototype bias
Prototype bias occurs when we use an unconscious image of the type of person
we believe is good at a particular task. Studies show these models are based on
the people we have seen succeed in roles in the past. Prototype bias is not
limited to gender, race or age; it spans the many dimensions of diversity.
Prototype

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Blind spots – call to action

12. PwC | Blind spots
The commitments:
• Advance diversity and workplace inclusion
• Expand unconscious bias education
• Share best practices
“If he was a white man in that apartment,
would it have been different? Would she
have reacted differently? Why is it because
he was a black man, that she had to act in
that way?”
- Allison Jean, Bo Jean’s mother, to NBC DFW
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CEO Act!on for Diversity & Inclusion

13. PwC | Blind spots
I pledge to check my bias, speak up for others, and show up for all.
How can you Act On the Pledge?
● I will check my own biases and take meaningful action to understand and mitigate them.
● I will initiate meaningful, complex, and sometimes difficult, conversations with my
friends and colleagues.
● I will ask myself, “Do my actions and words reflect the value of inclusion?”
● I will move outside my comfort zone to learn about the experiences and perspectives of
others.
● I will share my insights related to what I have learned.
I Act On Pledge
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The I Act On Pledge

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Resources - www.pwc.com/us/blindspots

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