Test Results
I took two of the tests on the Harvard University Project Implicit website. I will be honest; I was a bit surprised and if I am being honest, frustrated with my results. The first test’s topic was transgender. According to the results, I was much faster sorting “Transgender People” with “bad words” and “Cisgender People” with “good words.” I also took the test about weight, and my results showed that I was much faster sorting “thin people” with “good words.” I assume these results hint at my own implicit bias and that I associate cisgender individuals and thin people with “good” however, I am not sure I entirely agree with these results.
When I logged on to the website, I initially thought I had to take all the tests, so I started with the transgender test. I was not really sure what to expect, other than I did expect the test to show a bit of bias, just not the level of bias the test seems to imply. I am not sure I completely agree with the test because the design felt a bit cumbersome. There was a pattern for the first four sections, so I could almost predict the word association pattern; however, in the final three sections, the predictability changed and, to me, it was a bit harder. I wonder if the test were to reverse the progression for the questions and word associations, if the results would be the same.
Being that I was surprised by my results, I decided I would try to take another test, so I took the test about weight. The progression was the same and, around the fourth part of the test, it felt very cumbersome again. It felt like the test was almost rigged, which is why I struggle a bit with the results. Perhaps I just struggle because I am not wanting to accept that I am not more immune to implicit bias.
How to Combat Implicit Bias
I am a pretty open-minded person and try my hardest not to have implicit bias, though I know I do. I try not to see color, race, or size when choosing friends or acquaintances. I am also required to take training on a yearly basis as a condition of my employment. Each year, the training is a good refresher about drawing conclusions based on implicit bias or how to stop them before they progress further. This skill set is extremely important in my workplace, as I work as a nurse and help take care of people from all backgrounds.
I have learned that the best way to combat implicit bias is to acknowledge that it exists and learn how to recognize it and reframe my thought process or “knee-jerk reactions” before they progress too far. The Be Better Blog about implicit bias has a similar take, stating that working through implicit bias is like having to break a bad habit. The blog highlights that the best way to combat implicit bias is to do the work and that having awareness alone is not enough (Chang, 2024). One has to be mindful of their thought processes and assumptions, as well as broaden their perspective. Essentially, the Be Better Blog says combating implicit bias requires one to be committed to change and persistence. It starts at the individual level but must also take place through workplace training and at the organizational level by holding individuals accountable and changing the implicit bias narrative (Chang, 2024).
Organizations can combat implicit bias by designing a recruitment process that mitigates bias through a structure interview process and adequate training for those conducting the interviews. It is important to mitigate bias as much as possible as it can impact reliability or validity of the selection process. If individuals are making decision solely on their on individual bias or implicit bias, the best candidate may be selected for reasons that do not reflect their qualifications or abilities to do their job; therefore, it is extremely important that at the organizational level there is a commitment to combating implicit bias through accountability and change.
Chang, C. (2024, December 30). Understanding implicit bias-and how to work through it. Better Homes and Gardens Real Estate Be Better Blog. https://bhgrecareer.com/bebetterblog/implicit-bias/