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There are few studies explicitly linking cognitive biases to real-world incidents with highly negative outcomes. Examples: One study [11] explicitly focused on cognitive bias as a potential contributor to a disaster-level event; this study examined the causes of the loss of several members of two expedition teams on Mount Everest on two consecutive days in 1996.
Previous research has suggested that cognitive and perceptional factors (motivated projection, accessibility of information, emotion, etc.) may contribute to the consensus bias, while recent studies have focused on its neural mechanisms. One recent study has shown that consensus bias may improve decisions about other people's preferences. [4]
Just as Wikipedia editors may be blind to their own biases, you may be blind to your own biases. Something which seems obvious to you may be disagreed with by many editors. This may very well be because you are wrong and cannot see it. Accepting that you may be biased and listening to other points of view is the only way to overcome this.
Confirmation bias is the tendency to search for, interpret, focus on and remember information in a way that confirms one's preconceptions. [32] There are multiple other cognitive biases which involve or are types of confirmation bias: Backfire effect, a tendency to react to disconfirming evidence by strengthening one's previous beliefs. [33]
While large bodies of research have been devoted to examining intergroup contact, social scientific reviews of the literature frequently voice skepticism about the likelihood of contact's optimal conditions occurring in concert, and by extension, about the generalizability of correlational research and lab studies on contact. [52]
CBM research emerged as investigators used the same techniques to assess attention bias to the manipulation of attention bias. [2] This allowed for tests of the causal relationship between cognitive biases and emotional states (e.g., does selectively attending to threatening information cause greater anxiety).
The bias can be mitigated by having managers find common ground with the employee, thus priming the manager to see the employee as part of their in-group. [10] Firms can also counter the bias through implicit bias training and by having hiring and promotions be a data and metrics driven process.
According to a meta-analysis of 17 implicit bias interventions, counterstereotype training is the most effective way to reduce implicit bias. [14] In the area of gender bias, techniques such as imagining powerful women, hearing their stories, and writing essays about them have been shown to reduce levels of implicit gender bias on the IAT. [15]