Diversity Within The Workforce: Skin Tone

Implicit Attitude Test (IAT)

The Implicit Attitude Test (IAT) is a psychological tool used to measure the strength of an individual’s biases towards certain groups or concepts. When it comes to hiring, implicit bias can impact the reliability and validity of the selection process, as unconscious prejudices may lead to unfair judgments and potentially exclude highly qualified candidates who do not fit certain stereotypes or cultural norms.

For example, an interviewer may hold a subconscious bias against individuals with certain names, skin colors, or genders, which may influence their perception of the candidate’s skills and qualifications. This could lead to a selection process that is biased against diverse candidates and potentially limit the company’s talent pool.

What Did You Learn?

The Implicit Association Test (IAT) on skin tone measures an individual’s unconscious bias towards different skin tones. Research using this test has revealed that people tend to have an implicit preference for lighter skin tones, even if they consciously reject racism or discrimination. This is known as implicit bias and can impact decision-making, such as in hiring processes, even if it is unintentional. It is important to recognize and address implicit bias to ensure fairness and diversity in the workplace. One way to prevent or counteract implicit bias is to implement blind hiring practices, such as removing identifying information from resumes or using structured interviews with standardized questions. Training and education on implicit bias can also increase awareness and help individuals identify and challenge their own biases.


In conclusion, there are a few reasons why diversity in the workforce is so important. It helps to promote creativity and innovation by bringing together individuals with different perspectives and experiences. Secondly, it also can help companies better understand and cater to diverse customer bases. Third, a diverse workforce can help to reduce the risk of groupthink and improve decision-making processes. Finally, promoting diversity and inclusion in the workplace is simply the right thing to do, as it creates a more equitable and just society. Companies that prioritize diversity and inclusion are not only more likely to attract top talent, but they are also more likely to succeed in the long term.


Wade, Rick. “How the Construction Industry Is Working to Increase Diversity and Inclusion.” U.S. Chamber of Commerce, U.S. Chamber of Commerce, 24 Oct. 2022, https://www.uschamber.com/diversity/how-the-construction-industry-is-working-to-increase-diversity-and-inclusion