Most of us have seen in others or even noticed in ourselves the incongruence between what we claim to believe and our behavior. For example, a mother may teach her child that all people are valuable and to treat everyone fairly and kindly. And yet, she never invites her child’s classmates with different skin colors or cultural backgrounds for a sleepover. A person may openly voice against discrimination but is unwilling to provide accommodations for disabled employees in his organization. These are but a couple of examples of implicit bias.
What Is Implicit Bias?
We all have biases – certain attitudes, beliefs, tendencies, opinions, or feelings in favor of or against certain things, groups, or individuals. These beliefs or assumptions are mostly ingrained and uninvestigated. Implicit bias, or unconscious bias, points to the subconscious beliefs ingrained in us through our upbringing, social conditioning, personal experiences, and how our brains work. We may not be aware of them or don’t know where they come from.
Unlike explicit bias, implicit bias often happens outside our conscious awareness. The insidious nature of implicit bias is that, since we are unaware of it, it is difficult for us to detect and address. And yet, our implicit bias shows up in how we act and behave. And those actions and behaviors can cause hurt and injustice, just like explicit bias. Therefore, it is crucial for us to recognize implicit bias and find ways to overcome it.
What Are the Common Types of Implicit Bias?
The first step to overcoming implicit biases is to learn about them and how they appear in everyday life.
Gender Bias occurs when we unintentionally assign certain roles or stereotypes to one gender. For example, we may give a curious look at the dad who stays home to watch his kids. Women often experience bias in certain professions like STEM or law enforcement.
Racial Bias happens when we associate specific characteristics or stereotypes with people based on race or ethnicity. For example, teachers may assume Asian students are compliant and good at math and science. An employer may unconsciously bypass candidates with ethnic last names.
Socio-Economic Bias occurs when we make assumptions or generalizations about others based on their social or economic status. For example, colleges may skip high schools within low-income zip codes for their recruitment events, or judges may favor the wealthy in their courtrooms.
Sexual-Orientation Bias refers to a prejudiced, often negative, attitude and perception toward people because of their sexual orientation. An example would be a healthcare provider, out of curiosity, asking questions to a transgender patient that are irrelevant to the patient’s current health issue. Another example would be unconsciously avoiding interactions with people who are not heterosexual.[1]
Age Bias is prejudice or stereotypes toward people based on age. For example, a middle-aged person may be passed over for a promotion. On the other hand, young people’s opinions may not be taken seriously because they are “too young to know.”
Ability Bias is one of the most prevalent implicit biases. It refers to unintentional prejudice or stereotypes toward people with disabilities. For example, a teacher may assume students with disabilities are less able to complete work independently. Or, a physician may prefer patients without disabilities over patients with disabilities.
What Is the Impact of Implicit Bias?
The discriminatory attitudes and behaviors stemming from implicit bias can be observed in almost every social setting, including schools, workplaces, healthcare facilities, and legal situations.
Teachers’ biased attitudes toward specific groups of students in their classrooms may negatively impact the educational process and academic performance of their students. Employers may not hire people with disabilities to avoid the cost of providing accommodations. Implicit bias may prevent a healthcare provider from giving optimal care to patients of a particular social group. Implicit bias may result in injustice to specific groups of people.
The impact of implicit bias is far-reaching.
How Can We Overcome Implicit Bias?
It is every person’s responsibility to overcome implicit biases and, therefore, reduce their negative impact on targeted groups and society as a whole. Even though we cannot completely break away from implicit biases, we can proactively take steps to mitigate their negative impact.
Since implicit bias operates outside our conscious awareness, the first step is to become aware of it. Reflect on your biases and identify the experiences that led to those biased assumptions or beliefs. Then, brainstorm courses of action you can take to reduce those implicit biases.
Taking Project Implicit’s Implicit Association Tests (IAT) is one way to identify and gauge your implicit bias and subconscious stereotypes. To learn more about this test, visit their website at www. projectimplicit.net.
Using the acronym IMPLICIT, the American Academy of Family Physicians (AAFP) suggests eight tactics to help identify and mitigate implicit bias:[2]
- Introspection: Set aside time to pause, explore, and understand your biases. You can become conscious of your implicit biases by taking IATs or through self-analysis and reflection.
- Mindfulness: Be mindful of the situations under which you are more prone to give in to your implicit biases. Practice mindfulness so you can stay in the present moment and remain calm.
- Perspective-Taking: Put yourself in the position of the person being stereotyped. What does that make you feel? Remember the maxim – “do not do to others what you would not want them to do to you.” You can also increase your understanding of the perspectives of those on the receiving end of prejudice by reading and watching related content or directly interacting with people from targeted groups.
- Learning to Slow Down: Think before you react. Before making a snap judgment on the person before you, pause, take a deep breath, and think. Consider positive experiences with others from the same stereotyped group as this person. Reconsider the actions you will take.
- Individuation: Recognize that every person is different and has individual characteristics and an individual personality. Refrain from judging people based on the groups they associate with.
- Checking Your Messaging: Instead of negative statements like “we do not discriminate,” use positive statements to embrace differences and celebrate diversity. Apple’s inclusion initiative is called “Different Together.” A simple yet powerful two-word phrase highlighting the beauty of unity in diversity.
- Institutionalizing Fairness: Support and advocate for a culture of diversity and inclusivity at the institutional level.
- Constant Reevaluating: Realize overcoming implicit biases take time and hard work. It is a lifelong process. You must constantly evaluate your attitudes, repeat the process, and continue improving.
Why Does it Matter?
Does overcoming our implicit biases matter? Yes, it does.
It matters because our God is a just God. He does not show partiality and condemns those who mistreat others. Our implicit biases often lead to discriminatory attitudes and actions toward others, causing heartaches and injustice. These consequences often have damaging long-term, if not generational, impacts on stereotyped people. The result is that our society becomes even more hostile and segregated.
Moreover, God requires Christians to carry out justice, love mercy, and walk humbly with Him. It starts with each of us as an individual. We can begin to reduce our own implicit biases, seek justice, and show compassion to those who often experience discrimination. Then, we can educate and help those in our sphere of influence to make changes. Together we can become advocates for a more harmonious, diversified, and equitable society.
So, yes, overcoming implicit biases matters.
[1] No matter where you land on the theological issues surrounding human sexuality, all Christians should care about all people being treated with respect, not having their privacy invaded, receiving proper medical treatment, and so on. It is also part of our call (and priviledge) to share the gospel with all people, no matter their sexual-orientation.
[2] “Eight Tactics to Identify and Reduce Your Implicit Biases,” accessed July 7, 2023, https://www.aafp.org/pubs/fpm/blogs/inpractice/entry/implicit_bias.html.