Workplace Bias
Awareness Screener
A comprehensive psychometric assessment covering seven protected characteristic axes. Measures attribution style, semantic prototype bias, modern subtle bias, and norm assumptions , with adaptive follow-up scenarios that confirm patterns before reporting them.
Grounded in McConahay (1986), Swim et al. (1995), Nario-Redondo et al. (2010), Ross (1977), Pettigrew (1979), and Jost et al. (2004).
Enter your code to begin the screener.
Purchase immediate access for £29.99
Five modules. Seven axes.
Each module measures a distinct construct with its own evidence base. Results are combined into a composite score per axis, with adaptive items that confirm patterns before they are reported.
Seven protected characteristic axes
Examines prototype bias in leadership and communication, attribution differences across gender, and modern sexism patterns.
Measures definitional bias in professional standards, attribution of outcomes, and denial of structural discrimination.
Assesses norm assumptions about working styles, deficit framing, and attribution of performance to diagnosis rather than environment.
Identifies ageist attribution patterns, technology stereotyping, and assumptions about adaptability and development investment.
Examines class-based definitions of professionalism, executive presence, and ambition that encode cultural capital as merit.
Measures assumptions about flexibility, commitment, and professional norms that centre secular majority defaults.
Assesses modern homonegativity, differential social evaluation, and norm assumptions about professional presentation.
Strengths, patterns, and a training plan
Your report identifies where your response patterns suggest equitable evaluation habits , and where they suggest patterns that research links to differential treatment. Results use experience-first language throughout.
Training recommendations are tiered by axis score and pattern type, and mapped to evidence-based intervention types. Mandatory diversity training is not recommended , research consistently shows null to negative effects (Dobbin & Kalev, 2016).
Low indicators. Your responses suggest equitable evaluation habits on this axis.
Moderate indicators. Some patterns warrant attention and structured learning.
Elevated indicators. Research links these patterns to differential treatment. Active intervention recommended.
Your responses belong to you
Your written definitions are processed for scoring, emailed to you, and then deleted from our systems. Only derived scores are retained.
If your access was organisation-purchased, your employer sees only aggregated team-level summaries , never your individual axis scores.
Special category data considerations are built into the data architecture. Intake demographics inform report framing only , they do not affect your scores.
Demographic intake questions all include a prefer not to say option. Omitting them affects report contextualisation only.