For this HR management blog post I took look at our class materials that cover implicit bias and then took a test to measure my own bias. (link to bias test site https://implicit.harvard.edu/implicit/takeatest.html ) Through this experience I believe I gained a deeper understanding of what Implicit Bias really means and how it affects everyone when it comes to a selection process.
One article I found helpful was posted by the Scientific American and breaks down why implicit bias exists and touches on some ways to combat it. One major issue I learned is that because of implicit bias black students are less likely to have professors email them back and have less of a chance to get a call backs on job applications (Payne et al., 2018). These examples are just the tip of the ice burg and the reality is that implicit bias goes both ways. Mainly stemming from observations and patterns that people are exposed to throughout their entire life.
I discovered that I am no exception when I took my bias test. I chose to take the gender-career test and my results showed that I have a moderate male association with careers. I found this somewhat surprising having been raised by a single working mom. However, our society often portrays men as bread winners and women as more family oriented. These patterns are normal but again clearly pose a problem when it comes hiring decisions. Women could and have been overlooked for jobs due to these associations. Although, these issues are frustraiting, implicit bias will always exist. So what can everyone do about this implicit bias problem?
Luckily the answer is fairly straight forward and everyone can work to check their bias. When it comes to selection processes our brains are often running on a sort of auto pilot. Our subconscious works to rapidly make decisions for us with little effort, this is where implicit bias thrives. Decisions are then more likely to be influenced by our bias (aallison, 2023). Breaking up this pattern is key, this means slowing down and becoming more aware of why each decision is being made. Then going back and reviewing our own choices checking to see if we actually gave each candidate a fair shot? Or simply went with what was comfortable. By simply taking the extra time and actively working to make decisions. Everyone can start to work through the things that make them feel uncomfortable and check their implicit bias.
Sources:
Payne, K., Niemi, L., & Doris, J. (2018, March 27). How to Think about “Implicit Bias.” Scientific American. https://www.scientificamerican.com/article/how-to-think-about-implicit-bias/
aallison. (2023, April 14). Understanding Implicit Bias—and How to Work Through It. Better Homes and Gardens Real Estate Be Better Blog. https://bhgrecareer.com/bebetterblog/implicit-bias/
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