After completing the Implicit Association Test (IAT), my results indicated that I was moderately faster at pairing “Gay people” with “Good” and “Straight people” with “Bad” than the reverse. While this does not mean I consciously prefer one group over another, the results suggest that I may hold implicit associations that operate outside of my awareness. As the IAT materials explain, the test captures the speed of mental associations, not deliberate beliefs. The results can fluctuate based on context, fatigue, or test design (Project Implicit, n.d.).
These implicit associations are important to consider in selection processes such as hiring, admissions, or promotions. Implicit bias threatens construct validity if decision-makers unintentionally evaluate candidates based on stereotypes rather than job-relevant criteria. If an interviewer unconsciously associates competence more strongly with certain groups, their ratings may reflect bias rather than true performance potential. This will weaken the accuracy of the selection tool (Scientific American, 2020). Implicit bias can also undermine reliability because biased judgments are likely to be inconsistent across evaluators or situations. This could introduce random systematic errors into decisions, which could result in discrimination even when organizations intend to be fair.
One thing that we could try to counteract implicit bias is to rely more heavily on structured selection methods like standardized interview questions, blind resume screening, and clear scoring rubrics. Research suggests that structure reduces the influence of subjective impressions and forces evaluators to focus on job-related evidence rather than gut reactions (Better Homes & Gardens Real Estate, n.d.).
The IAT reinforces that bias can exist even among well-intentioned people. Making intentional, evidence-based selection practices essential for fairness and validity.
Sources
Better Homes & Gardens Real Estate. (n.d.). Implicit bias. https://bhgrecareer.com/bebetterblog/implicit-bias/
Project Implicit. (n.d.). Understanding the IAT. https://implicit.harvard.edu/implicit/Study?tid=-1
Scientific American. (2020). How to think about implicit bias. https://www.scientificamerican.com/article/how-to-think-about-implicit-bias/
