Please read this important article I wrote for SHRM on how implicit bias is a real problem
and so are the tests that purport to measure it.
We all know that not all bias is conscious. Some bias is
unconscious—often, referred to as implicit bias.
This means that we may be engaging in bias without even knowing
we are doing so. This is most likely to occur when we make snap
judgments.
For example, most of us have read about, or at least heard of,
studies that demonstrate the name on an application affects the
likelihood a candidate will be selected for an interview. Men do
better than women and candidates with names that are often
associated with people of color are less likely to be selected than
those with names that are not. In other words, Kesha will get fewer
interviews than Karen, and Karen fewer than Kevin.
