Implicit bias, also known as implicit prejudice or implicit attitude, is a negative attitude, of which one is not consciously aware, against a specific social group. Implicit bias is thought to be shaped by experience and based on learned associations between particular qualities and social categories, including race and/or gender. Individuals’ perceptions and behaviors can be influenced by the implicit biases they hold, even if they are unaware they hold such biases. Implicit bias is a universal phenomenon, not limited by race, gender, or even country of origin.
Implicit bias is a form of bias that occurs automatically and unintentionally, that nevertheless affects judgments, decisions, and behaviors. Bias consists of attitudes, behaviors, and actions that are prejudiced in favor of or against one person or group compared to another. Implicit biases are thought to be shaped by constant exposure to stereotypical portrayals of members of different categories.
There are two different forms of bias: implicit and explicit. Explicit bias encompasses our conscious attitudes which can be measured by self-report, but pose the potential of individuals falsely endorsing more socially desirable attitudes. Implicit bias, on the other hand, is pre-reflective attribution of particular qualities by an individual to a member of some social out group.
Research has shown that implicit bias can pose a barrier to recruiting and retaining a diverse scientific workforce. However, the good news is that implicit bias can be mitigated with awareness and effective bias-reduction strategies. Some examples of these strategies include interrupting automatic biased thoughts, education, and instituting specific procedures of decision making.
It is important to note that implicit bias is only one among many factors that affect diversity and inclusion. A concerted, integrated approach to increase participation and engagement of underrepresented groups is essential to achieve true diversity.
