Implicit bias is one of the emerging issues, especially in contemporary society. Implicit bias entails associating particular attitudes and stereotypes towards people based on their religion, sexuality, or even skin color. After conducting the implicit social attitudes tests, the result indicates that there is no automatic preference between European Americans as well as African Americans. Further, the results indicate there is a moderate automatic preference for European Americans in comparison to black Americans.
Implicit bias is highly disadvantageous as it affects the validity and reliability of the selection process. Notably, implicit bias can affect places of work and major organizations. This is evident as implicit bias can contribute to poor decision-making as well as unintentional discrimination (Agarwal para.1). Justifiably, implicit bias can be a predominant setback in the process of hiring different employees in an organization. As a consequence, this may affect the attainment of an inclusive and diverse workforce. Research has indicated that implicit bias is linked to a negative impact on mentoring and hiring employees from different backgrounds (Agarwal para.1). This can hinder equal prospects for females in terms of progression and selection to higher roles of leadership and management (Agarwal para.1). Diverse workforces are more productive and effective as they are associated with various skills and expertise when discharging the assigned duties.
To prevent or counteract implicit bias, there is a need to implement effective measures. First, organizations should restructure their job descriptions. Job listings are instrumental in the selection process and they offer the most relevant impression regarding the organization’s culture (Knight Para.5). Research has demonstrated that masculine languages that encompass words such as determined as well as competitive result in perceptions of male preference (Knight Para.5). Further, standardized interviews are needed to minimize bias in the selection process (Knight Para.8). Markedly, standardized interviews allow candidates to concentrate on specific elements that are more likely to have a direct impact on levels of performance.
Works Cited
Agarwal, Pragya. Here Is How Bias Can Affect Recruitment In Your Organisation (2018). Accessed from https://www.forbes.com/sites/pragyaagarwaleurope/2018/10/19/how-can-bias-during-interviews-affect-recruitment-in-your-organisation/?sh=7e59ef61951a
Knight, Rebecca. 7 Practical Ways to Reduce Bias in Your Hiring Process (2018). Accessed from https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/7-practical-ways-to-reduce-bias-in-your-hiring-process.aspx