After completing the Implicit Association Test, it was surprising to see that my results indicated a strong automatic preference for physically abled people over physically disabled people. I don’t consciously feel this way, but it made me think about how society and cultural norms influence unconscious preferences/decisions. I do feel as if these biases often exist beneath the surface and can shape our attitudes and decisions in ways we might not realize.
The IAT worked by measuring how quickly people associate concepts like “Physically Abled People” with positive terms like “Good” compared to “Physically Disabled People” with those same terms. Faster associations indicate a stronger implicit preference. It seems as if the research surrounding these tests is inconclusive and some don’t believe they are very accurate [1].
Biases Affecting the Hiring Process
I think that implicit bias can show up in subtle ways, especially in hiring processes. For instance, someone reviewing resumes might unconsciously favor candidates who fit their mental image of a “perfect hire,” which could disadvantage individuals with disabilities. This can make the process less fair and ineffective at identifying the best candidates. It could be completely unintentional, but disabled individuals may feel the repercussions of it.
Fighting Implicit Bias
I think one way to counteract implicit bias could be using structured methods to make decisions. For example, creating a rubric with clear criteria can help decision-makers focus on objective factors rather than gut feelings. I also would want to increase training in areas where these implicit biases may be most impactful. This could look like the outreach/hiring team.
It seems to be super hard to acknowledge these biases, but I think it is incredibly important – – – even just taking these tests can help with awareness. Just awareness alone can help to reduce the impact of implicit biases; strategies and structured programs for hiring would be additionally important.
References
- [1] “Review Analyzes the Weaknesses of the Implicit Association Test on Predicting Behavior – Pollack Peacebuilding Systems,” pollackpeacebuilding.com, Mar. 29, 2021. https://pollackpeacebuilding.com/blog/review-analyzes-the-weaknesses-of-the-implicit-association-test-on-predicting-behavior/
