Implicit Bias Research Paper

Implicit bias is bias in one’s judgment or behavior that results from one’s unconscious associations. In order to thoroughly discuss implicit bias, implicit associations must first be examined. Implicit associations refer to one’s unconscious associations between a group and how one feels about said group. For example, a person may subconsciously associate straight people as “normal” and homosexuals as “wrong”. They may have this unconscious association even if they do not express this opinion

discusses the results of a Implicit Association Test which measures a persons automatic association between mental representation of objects in the memory. Nearly 88 percent of the white race who took the Implicit Association Test show inherent racial bias. They have found when white people carry a implicit racial bias that they subconsciously prefer white people over black people in areas such as employment and academic. People don't even realize that they have a subconscious biases against a certain race. Which can affect how they interact with them. America still has a problem with race, The Civil War ended many years ago but the war between races still exist . Once we acknowledge the truth behind inherent racial bias we can move towards

People tend to think that they don’t have any biases against minority groups. However, unbeknownst to them, research has shown that many people actually do harbor negative biases, in the form of automatic associations. In a study performed by B. Keith Payne, at the University of North Carolina, he tested to see whether participants have an unintended racial bias towards African-Americans. To test this, he used an Implicit Association Test (IAT). This test uses a matching method to find any hidden biases in the test taker. He found that participants indeed showed racial bias towards African-Americans, even though it was completely unintended (Payne). Last week, we wanted to see whether we have a bias for

The Implicit Association Test or IAT is a valuable tool that those in the criminal justice system use; often times during the hiring process candidates will be required to complete the IAT so that hiring officials can see if they have any unconscious bias. The IAT is still relatively new in terms of psychological research only being created in the 1990’s by psychologist Anthony Greenwald (Kaufman, 2011). Individuals who take the race portion of the test are shown pictures of Caucasian and African-American males or females, then are given positive or negative words that they associate with each race as fast as possible. After taking the test it measures the unconscious bias that everyone has deep down (Kaufman, 2011).

The ease of modern technology that lets people communicate globally, the access to extraordinary mobility, and the well roundedness of people today has produced the biggest population in history that prides itself in being egalitarian and fair-minded. Psychologists have found evidence in recent studies that, although people are not as outwardly racist and discriminatory as they were in the past centuries, there is an underlying bias that can lead people to act in ways opposing their beliefs. In their book Blindspot: Hidden Biases of Good people, psychologists Mahzarin Banaji and Anthony Greenwald explore the ideas of unconscious identity, the judgment and treatment of others based on stereotypes and the phenomenon of association, and our inability to simply stop being biased as opposed to outsmarting it.

Social psychologists have studied the cause and effect of biases, specifically by white police officers towards minorities. Implicit bias, specifically racial bias, describes a psychological process in which a person’s unconscious racial belief (stereotypes) and attitudes (prejudices) affect his or her behaviors, perceptions, and judgments in ways that they are largely unaware of and typically, unable to control (Graham).

Implicit bias is not quite obvious to the individual who perpetuates this notion because it is a product of their subconscious. Without any type of recognition of implicit bias, issues can arise when interacting with people who are facing the consequences of this action. Physicians may have developed biases towards the Asian American community throughout their childhood and adolescent years; these beliefs can stick with the individual for a life-time without expression of biases in an explicit

The Kirwan Institute for the Study of Race and Ethnicity recognizes implicit bias as “the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner” (“Understanding Implicit Bias”). This bias is often undetected by the person who holds it, making it difficult to confront. In fact, implicit bias often goes against the stated beliefs of many individuals(“Understanding Implicit Bias”). Additionally, such prejudices equate people with stereotypes, and can, therefore affect one's treatment of those around them. Implicit bias is one of the largest barriers to real justice. For example, the sixth amendment gives the right to both a lawyer and impartial jury, as stated by the Legal Information Institute (“Sixth Amendment”). However, because of the nature of implicit bias, that promise is difficult to keep. In an attempt to help, modern laws

Knowing, understanding, and being aware of personal biases is the first step in the development of plans or strategies overcoming biases. As nurses we must recognize and be more sensitive to the care provided to patients and understand that differences do exist in and between the differing races, cultures, and ethnic groups (Giger, 2013, p. 3). The Implicit Association Test (IAT) is used to identify and provide an awareness to biases that are consciously or unconsciously present in an individuals actions and beliefs (Project Implicit, 2011). After completing the Race IAT, Gender-Career IAT and Religion IAT, I will discuss the prejudices, biases, and stereotypical thinking present in my life and share what steps can be taken to reduce or eliminate

No matter who you are or what part of the world you are from implicit bias are a constant issue in society. These tendencies typically stem from structural injustice, implicit bias, and personal discretion. Structural injustice is when a category of people are associated with an insufficient status when comparing to other groups of people engaging in the same actions. Implicit bias are stances and stereotypes that affect our comprehension, actions and decisions held by our unconscious manner. These bias are involuntarily and are done without individuals awareness or intentional control. Everyone is exposed to these biases at a young age through the media, parents, and teachers. Each individual holds possession of implicit bias whether they

“You are a racist!” is a phrase that produces anxiety and triggers defensive mindsets, especially in work environments. Are you racist? Are you sexist? Are you bias? The answers to these questions might not be as stress-free to answer as you believe. Is it possible to be biased without the intent to be biased? Yes. There are two different types of biases; explicit bias and implicit bias. Explicit bias is when you consciously believe that certain races, genders, or religions are inferior. Implicit bias is when you think that you are unbiased but actually perform unconscious bias actions. Recognizing implicit bias is no easy undertaking which is why there have been theoretical attempts to avert implicit bias before it materializes. In the modern business world, unintentional prejudiced actions happen every day. In his paper “Context and the Ethics of Implicit Bias,” Michael Brownstein attempts to find a solution to these critical issues. In this essay, I will attempt to explain the theories behind the three ‘ethics of implicit bias’ and what problems arise in each situation according to Brownstein. I will then describe the advanced contextualist approach of Brownstein’s and why I consider his strategy to be the most effective in business settings through my own personal experiences.

Collins, L., & Barnes, S. L. (2014). Observing privilege: Examining race, class, and gender in

According to Crocker and Major, members of stigmatized groups engage in three cognitive processes to negate the impact of stereotypes. One of them is attributing negative feedback to one’s group membership, which serves as a self-protective mechanism. It can be used both when the negative outcome is stemmed from prejudice and not prejudice. For instance, if a woman fails a job interview, she might attribute her failure to the possibility that the interviewer is sexist. Therefore, she can further conclude it’s not that she is unqualified, but rather the attitude of the interviewer that prohibits the opportunity. The second self-protective method is in-group comparisons. Instead of turning to out-group

Unconscious bias is prejudices influencing individual thoughts and behaviours, influencing decision-making mainly owing to the judgements about other individuals and situations, without enough information. Unconscious bias affects the recruitment and selection in organisations as individuals or human elements have a significant contribution to the success of these processes (Beattie and Johnson 2012). The objective of recruitment and selection in any organisation is to attract the most potential and capable candidates therefore to select the most suitable applicants for appropriate jobs. Unconscious bias from stereotyping stems mainly from race and gender and has been studied in great detail from manufacturing, technology to the financial, and professional service industries (Collins 2007). However less research has been explored on unconscious bias affecting the recruitment and selection process within the retail fashion industry (Guryan and Charles 2013).

4.How much objective according to your thoughts, most of the recruiters are in the selection and recruitment process? Please rate your selection from 1 to 10, with 1 indicating ‘Not at all’, and 10 indicating ‘Totally’.