Exploring Implicit Bias in Selection Processes
I did the Sexuality IAT quite some time ago on the Project Implicit website at Harvard University, and the results came out indicating no bias. Actually, that finding had me wondering whether the selection process for reliability and validity would be biased toward implicit bias. It is not pleasant to believe that we are not very nice (Payne et al., 2018)
From the class, I learned that implicit bias is the unconscious attitudes or stereotypes attached to a person that influence their beliefs and behavior. The bias formed, especially in the selection process, may be detrimental to reliability since it would introduce some irregularities in the process of making judgments. For example, the recruiter may unknowingly be biased toward a candidate; therefore, the evaluations would be subjective rather than objective regarding qualifications.
For example, it is full of unfairness and discrimination through implicit biases, which then nullifies the selection process. As argued by Harter et al., ( 2016) excluding a competent candidate based on decisions derived from assumptions could be harmful and contribute to systemic inequality, especially on the grounds of race, gender, or sexual orientation.
This would encourage the application and establishment of unbiased and objective criteria, which would serve as barriers or counterweights to implicit bias in the selection process. To put it another way, it is not subjective impressions on which the candidate’s judgment should be based, but objective criteria and assessment tools. Good training on awareness about the existence and impact of implicit bias would actually help in countering the same.
Recognizing and managing implicit bias can lead to increased fairness and equity within selection processes. Being aware of unconscious bias and devising means to reduce its influence will only serve to make hiring more inclusive and effective.
References
Harter, Jim, et al. First, Break All the Rules : What the World’s Greatest Managers Do Differently. Gallup Press, 2016.
Payne, K., Niemi, L., & Doris, J. M. (2018, March 27). How to Think about “Implicit Bias.” Scientific American. https://www.scientificamerican.com/article/how-to-think-about-implicit-bias/
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