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WGU D565 Task 1| Passed on First Attempt | 2025
Update | Complete Solution
D565 Task 1-Gender Bias
Kristen Hogue
Leavitt School of Health, Western Governors University
Dr. Christina Pinard
July 19, 2025
A1: Explicit And Implicit Bias
The case study on gender bias involving executive Ellen Pao displays several examples
of implicit and explicit bias. Implicit bias was demonstrated when inappropriate comments were
made while Pao was present, along with being excluded from company dinners, where it was
stated that women “kill the buzz” (Streitfeld, 2015). Pao experienced explicit bias when she was
overlooked for a promotion and later terminated on October 1, 2012. This occurred after a senior
partner asked her and a coworker to come up with ways of improving the firm’s treatment of
women in late 2011 (Ethics Unwrapped, n.d.).
A1A: Explanation Of Bias
Implicit, or unconscious bias, is automatic and comes from assumptions or thought
processes. It is formed based on your background, exposure to society, and cultural surroundings
(WGU, 2020). When these comments were made by her colleagues, even though there may have
been no intention of offending, it should not have been assumed that it was permissible. High-
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value employees sometimes see themselves as immune to any consequences of their actions, so
making degrading comments about women is not seen as unacceptable (U.S. Equal Employment
Opportunity Commission, n.d.).
Explicit, or conscious bias, is expressed openly and based on attitudes you are aware of
(WGU, 2020). When Ellen Pao was overlooked for a promotion and later terminated, this was a
clear example of explicit bias, as it was done consciously and had direct consequences.
A2: Impact Of Bias On Recipient
The effects of bias on Ellen Pao’s professional identity could include loss of self-
confidence, feeling demoralized, powerless, or humiliated (University of the Fraser Valley, n.d.).
These feelings could be increased due to being excluded from company meetings and gatherings.
The impact on her performance could be seen as increased absenteeism from work, stress-related
illnesses, the inability to concentrate at work, and missed deadlines (University of the Fraser
Valley, n.d.).
A3: Impact Of Bias On Actor
The impact of bias on the professional identity of Kleiner Perkins could be investigations
and fines from the EEOC, civil lawsuits brought by the victim, as Ellen Pao did, a damaged
reputation, and lower employee morale (The Crone Law Firm, n.d.). When there is harassment
happening in a workplace, the effects can be seen in decreased productivity across teams, a poor
reputation, which means less attraction of new talent, and a distrust in leadership. (The Crone
Law Firm, n.d.).
A3A: Strategy To Meet Ethical Responsibility
Ellen Pao claimed that the firm did not have appropriate training and procedures in place
to address harassment and equal treatment among male and female employees (Ethics
Unwrapped, n.d.). In response to these claims, the firm could conduct training or seminars for its
employees to provide valuable information and build a sense of community and inclusiveness.
WGU D565 Task 1| Passed on First Attempt | 2025
Update | Complete Solution
D565 Task 1-Gender Bias
Kristen Hogue
Leavitt School of Health, Western Governors University
Dr. Christina Pinard
July 19, 2025
A1: Explicit And Implicit Bias
The case study on gender bias involving executive Ellen Pao displays several examples
of implicit and explicit bias. Implicit bias was demonstrated when inappropriate comments were
made while Pao was present, along with being excluded from company dinners, where it was
stated that women “kill the buzz” (Streitfeld, 2015). Pao experienced explicit bias when she was
overlooked for a promotion and later terminated on October 1, 2012. This occurred after a senior
partner asked her and a coworker to come up with ways of improving the firm’s treatment of
women in late 2011 (Ethics Unwrapped, n.d.).
A1A: Explanation Of Bias
Implicit, or unconscious bias, is automatic and comes from assumptions or thought
processes. It is formed based on your background, exposure to society, and cultural surroundings
(WGU, 2020). When these comments were made by her colleagues, even though there may have
been no intention of offending, it should not have been assumed that it was permissible. High-
, 2
value employees sometimes see themselves as immune to any consequences of their actions, so
making degrading comments about women is not seen as unacceptable (U.S. Equal Employment
Opportunity Commission, n.d.).
Explicit, or conscious bias, is expressed openly and based on attitudes you are aware of
(WGU, 2020). When Ellen Pao was overlooked for a promotion and later terminated, this was a
clear example of explicit bias, as it was done consciously and had direct consequences.
A2: Impact Of Bias On Recipient
The effects of bias on Ellen Pao’s professional identity could include loss of self-
confidence, feeling demoralized, powerless, or humiliated (University of the Fraser Valley, n.d.).
These feelings could be increased due to being excluded from company meetings and gatherings.
The impact on her performance could be seen as increased absenteeism from work, stress-related
illnesses, the inability to concentrate at work, and missed deadlines (University of the Fraser
Valley, n.d.).
A3: Impact Of Bias On Actor
The impact of bias on the professional identity of Kleiner Perkins could be investigations
and fines from the EEOC, civil lawsuits brought by the victim, as Ellen Pao did, a damaged
reputation, and lower employee morale (The Crone Law Firm, n.d.). When there is harassment
happening in a workplace, the effects can be seen in decreased productivity across teams, a poor
reputation, which means less attraction of new talent, and a distrust in leadership. (The Crone
Law Firm, n.d.).
A3A: Strategy To Meet Ethical Responsibility
Ellen Pao claimed that the firm did not have appropriate training and procedures in place
to address harassment and equal treatment among male and female employees (Ethics
Unwrapped, n.d.). In response to these claims, the firm could conduct training or seminars for its
employees to provide valuable information and build a sense of community and inclusiveness.
