How to make sure that your subconscious thoughts aren’t clouding your judgement.
Implicit Association Test
The Implicit Association Test, also known as IATs, is used to understand and measure how much bias an individual holds. While there are a variety of tests out there, I decided to take the Asian IAT. I know that I have grown up with a majority of my developmental years in an Asian community, so I wanted to see what my bias would be like.
I was moderately faster at sorting Asian Americans with positive words and European Americans with negative words than I was with the reverse. While I do not personally believe I associate either race with such thoughts, these tests do reveal the subconscious bias I might have.
Growing up, I did not have the best experience at my predominately white school. Having always felt home within Asian communities, I can see why I might have an implicit bias towards Asian Americans. That being said, in any sort of managerial position it is absolutely important to work through these biases to be more of an equal opportunity employer.
Dealing with Implicit Bias
While there might not be direct ill intent, having implicit bias does a lot of harm. People who did not do anything wrong are being judged for parts of themselves they cannot change.
According to the Be Better Blog, it is important to work through these biases like breaking a bad habit. They are right when they claim that being aware of the bias is not enough.
To work through a bias, you have to be able to be uncomfortable with the fact that you are biased. Having awkward conversations about these biases will help you awknowledge they are wrong, and hopefully you will be able to steer away from them.
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