Understanding Implicit Bias

Academics and social justice leaders have been researching and discussing implicit bias for the last 30 years. Specifically, they have looked at ways of understanding implicit bias and its impact on marginalized groups. However, only recently has the impact of implicit bias started to gain mainstream awareness. Workplace initiatives, policies regarding law enforcement interactions, and looking at patient satisfaction with the healthcare system are a few ways this concept has entered the collective conversation. We have seen a notable increase in explicit discriminatory and biased behavior over the last few years. However, implicit bias is still present and just as harmful to those affected by it either directly or structurally. 

What is implicit bias?

To begin understanding implicit bias, it is important to break down exactly what implicit bias is. This can also shed light on how it can be just as harmful as overt types of discrimination. Implicit biases are the unconscious stereotypes aimed at a group of people which influence our decisions and behaviors. These biases are automatic and can even directly contradict our expressed beliefs and values. This is what makes implicit bias so hard to recognize within ourselves. In contrast, explicit biases are the conscious or intentional feelings and attitudes towards a certain group of people. Explicit bias is usually based on stereotypes that lead to discriminatory behaviors.

How does implicit bias occur?

We can break down the explanation for why implicit bias exists by looking at the way our brains processes complex information. In our everyday lives, the cognitive systems within our brains work to simplify the amount of information we have to process. They do this by using categories and stereotypes instead of individual details. This process is automatic, happens quickly and is, again, outside of our awareness. The categorization of information, particularly stereotypes about a given group, are based on early socialization, life experiences, and social interactions. This can include messages explicitly received and modeled by caregivers, family members, peers, education systems, and the media.

Additionally, many of us internalize messages, both direct or indirect, that those who differ from us are somehow threatening. As such, we have a tendency to revert to stereotypes of individuals we view as different from ourselves. This is especially true in high stress situations. At times of stress, our brains switch more easily to autonomic processing as a self-protective measure. When this happens, we experience feelings, attitudes, decisions, and behaviors without the full information about an individual, group, or situation.

Who can implicit bias harm?

The short answer is: everyone. Everyone has implicit biases and, therefore, implicit bias impacts everyone, including the most well-meaning individuals. We can have implicit biases related to race, ethnicity, nationality, age, ability status, class, gender, sexual orientation, religion, education level, and more. Implicit biases disproportionately impact marginalized communities within our society. This can happen directly in everyday interactions with others. It can also happen structurally within institutions, policies, and laws. 

Much of the research has recently shown the impact of implicit bias in the workplace. One area where it is particularly prevalent is in hiring and termination practices. Other research points to issues in law enforcement policies, as well as the provision of quality healthcare. An example of this is the disproportionately high death rate resulting from Black women’s complaints of pain when compared to white counterparts.

Microaggressions are a type of implicit bias. A microaggression can take the form of harmful questions such as asking people of color, “Where are you from?” Another example is invalidating another’s experience because it does not match with the script or stereotype you have ingrained in your mind.  This can look like telling a queer coworker that you didn’t mean for a statement to be offensive and that other queer people you know have not reacted in the same way. 

Read more about microaggressions

Identifying and understanding implicit bias in yourself

The truth is, implicit biases are very much ingrained in all of us. They have impacted how our entire society was built and is currently maintained. The good news is that implicit biases are malleable. If we work on understanding implicit bias in our own minds, its influence on our views and behaviors can be limited. It is easier said than done, as with much social justice work. However, I have included a few ways you can get started either by yourself or with others:

Self-reflection and acceptance

One way to begin your journey of self awareness is by taking an implicit bias test. The results may surprise you, but it is important to remember that we all inherit biases. Bringing awareness to these biases is the first step to actively challenging them.

Meditation

Mindfulness can reduce stress and the cognitive load that leads us to rely on our biases. Becoming aware of your body and mind within the present can allow you to look at the details related to individuals and situations. Slowing down in this way can help to reduce jumping to the stereotypes our biases are based on.

Create an open network of communication within your community

Within your social groups, identify a method of communication that allows for your loved ones to point out or question statements or decisions made that they may view as biased. This method of communication can be a couple of agreed upon phrases such as “What did you mean by that?” or “I am uncomfortable with what was just said.” Often, these deeper discussions can be easier to have with people you trust. This can help you to avoid getting defensive.

Attend facilitated implicit bias training or workshops

Many workplaces have implemented implicit bias trainings and workshops  as either a requirement or an option. I encourage you to truly engage in these opportunities as a way to reflect on your biases in the presence of others. These experiences help to normalize how common implicit biases are. They also provide space to learn and share about experiences with implicit bias. If your workplace does not currently offer trainings or workshops related to implicit bias, this could be a good opportunity to advocate for it.

Implicit biases can be harder to identify than more explicit forms of discrimination. This is due to the fact that implicit biases are out of our conscious awareness. That said, we do have the capacity to understand and address them. Understanding implicit bias provides space for learning more about ourselves and increasing our ability to connect and support others. This is true whether they hold different or similar identities to us. By normalizing implicit bias, we can work to limit the risk of explicit forms of discrimination. 

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Are you interested in exploring the role of implicit bias in your own life? Whether you are concerned about being the target of implicit bias or falling into biased thinking yourself, therapy with an anti-racism informed therapist can help! Reach out to us today to book a free consultation.

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What ways have you begun bringing your awareness to your implicit biases? Join the conversation in the comments below!