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Over the years, we’ve offered best practices for designing surveys that address different types of bias in research, such as unbiased wording, structure, and styling. Personal biases are subliminal obstacles that can undermine impartial decision making. But according to some research, mindfulness may also have a direct effect on bias reduction as well. The aim of this article is to outline types of ‘bias’ across research designs, and consider strategies to minimise bias. When hiring, attribution bias can cause hiring managers and recruiters to determine a candidate unfit for the job because of something unusual on their resume or unexpected behavior during the interview. Now the study of unconscious bias is revealing the unsettling truth: We all use stereotypes, all the time, without … The problem of false negatives should be noted: namely, that in those who did not detect or predict a discrepancy, there was nonetheless some implicit bias measured. While neutral terms are generally preferable, this must be balanced against clarity. • None of the authors of this paper has a financial or personal relationship with other people or organizations that could inappropriately influence or bias the content of the paper. Mercer argued that the lower scores of ethnic minorities on aptitude tests can be traced to the Anglocentrism, or adherence to White, middle‐class value systems, of these tests. Attribution bias in the workplace: While this may seem harmless, humans are quick to judge and falsely assume things about a person without knowing their full story. Bias is the mortal enemy of all surveys, and as a survey creator it’s important to guard against it to make sure you get reliable results. Some authors, most notably Mercer (1979; see also Helms, 1992; Lonner, 1985), have reframed the test bias hypothesis over time. MacArthur Genius and author Jennifer Eberhardt explains how implicit bias is different from racism, and what both the police and the rest of us can do to stop it Common biases include confirmation bias, the halo effect, overconfidence bias and groupthink. In one study , young white participants who listened to a 10-minute audiotape with instructions in mindfulness showed less implicit bias towards blacks and older people than those who listened to a 10-minute discussion of nature. According to one picture of the mind, decisions and actions are largely the result of automatic cognitive processing beyond our ability to control. Unfortunately, it’s not Guidelines for Bias-Free Writing (Indiana University Press, $15.00 cloth, $5.95 paper), by Marilyn Schwartz and the Task Force on Bias-Free Language of the Association of American University Presses. They commonly introduce unwarranted opinions and feelings into contemplation of an issue, making it hard to come to an objective and neutral decision. The task force is a committee of nineteen women and two men; I’ll call them collectively the Bias Persons.” In some cases, the choice of name used for a topic can give an appearance of bias. Bias • Bias occurs when there is a systematic difference between the results from a study and the true state of affairs • Bias is often introduced when a study is being designed, but can be introduced at any stage • Appropriate statistical methods can reduce the effect of bias, but may not eliminate it totally This picture is in tension with a foundational principle in ethics that moral responsibility for behavior requires the ability to control it. Psychologists once believed that only bigoted people used stereotypes. The discovery of implicit attitudes contributes to this tension. 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