An implicit bias (or unconscious bias) is a belief we hold without even realizing it. It’s the opposite of an explicit bias (or conscious bias), a belief we actively recognize in our conscious awareness. The term “implicit bias” rose to the forefront of psychological science in the 1990s with the work of Mahzarin Banaji, Anthony Greenwald, John Dovidio, and Brian Nosek. Researchers in the field of implicit social cognition study the phenomenon through many lenses, especially the implicit racial biases that people have toward people of color or other racial groups, the implicit gender stereotypes that people have toward women, or the implicit prejudices that people have toward those with different sexual orientations. 

A common example of real-world implicit bias is racial disparities in hiring practices: In field experiments that send out identical resumes for two applicants—one a white man and one a Black man—the white man will often experience a measurably higher callback rate with the same qualifications, even though hiring managers will claim to be completely unbiased in their hiring.
Implicit bias can cause significant harm in several different ways. It can: 

- __Cause widespread harm to society__: When groups of people are consistently the target of implicit biases, they don’t have the same opportunities and aren’t easily able to achieve the same level of success and satisfaction as others. This can lead to widespread disparities in major aspects of society, including among public health care providers, political decision-making bodies, education, police officers and other law enforcement, the criminal justice system, the arts, and the workforce. 
- __Harm those stereotyped__: Even though a bias may be implicit, it does explicit harm to the person being stereotyped. Harm may include psychological damage like feeling embarrassed, out of place, or unrecognized as an individual, and it can also include external harm like missing out on a job opportunity or being wrongfully suspected of a crime. Being a consistent subject of implicit stereotypes can lead to long-term harm like depression, struggling to make friends, withdrawing from groups, and having a negative or skewed self-image. 
- __Reduce diversity of thought in groups__: In organizations where implicit bias goes unaddressed in hiring, operations, and promotion practices, the workforce tends to be relatively homogenous. This significantly harms the organization by reducing the diversity of backgrounds and turning the space into an echo chamber of similar ideas. The same can be said for social groups—when a group is mostly homogenous, it misses out on the importance of variety in intergroup viewpoints. 
Implicit bias can be hard to identify in your own life, since by definition it’s a belief you don’t recognize in yourself. Here are some ways to identify your implicit biases:

- __Analyze your practices__. Are there particular friends or coworkers that you have assumptions about, though you’ve never talked to them about the subject? If you’re a hiring manager, have you passed up on qualified candidates from marginalized groups? In social circles, are there particular people that you gravitate toward and particular people that you don’t? Out in public, do you make judgments about the strangers around you or the places you go? When reading novels, do the characters you picture automatically look a certain way (for example, have white faces or black faces)? Are there specific types of media you enjoy or avoid? In each situation, tune in to your assumptions and choices and how they could be informed by a race bias, gender bias, and other implicit attitudes and determinants. 
- __Consider subtle examples__. In examples of implicit bias, many people only think about openly racist, sexist, or homophobic examples, thinking, “I would never do anything like that.” However, many instances of implicit bias are much more subtle—for instance, who you choose to sit next to at a lunch or who gets interrupted the most during a meeting. When thinking about implicit biases, use these subtle examples (called microaggressions) as your anchor points, and you’re much more likely to recognize them in your own actions. 
- __Recognize that denial is unhelpful__. When confronted with the concept of implicit biases, many people’s initial reaction is one of denial—suggesting that if their explicit attitudes aren’t problematic, then their implicit beliefs must not be problematic either. The first step in identifying your own implicit bias is to acknowledge that denial is unhelpful and halts progress—implicit biases are normal and common. However, they are also unacceptable and avoidable, so it’s key that you commit to working on them.
To start addressing your own implicit biases, here are some things you can do:

- __Build relationships with individuals__. The No. 1 way to address and break down implicit biases in yourself is to form real, meaningful relationships with people as individuals, rather than as representatives of a stereotyped group. As you become closer with others who differ from you, you will learn that everyone has a unique and nuanced perspective, and you will have counter-stereotypic experiences that help break down any preconceived, black-and-white notions you may have. You will also learn the harm that implicit biases and discriminatory behavior can do. 
- __Don’t be afraid to speak up__. While sometimes uncomfortable or difficult, be open and honest about the existence of implicit biases and how you and others can break them down. If you see someone acting on an implicit bias—whether displaying a stereotype threat or acting with unconscious racial discrimination— verbalize it. This helps others in understanding implicit bias. But if you feel afraid to to speak up or initiate an intervention, it hinders your efforts. 
- __Enroll in unconscious bias training__. Unconscious bias training—often offered in workforces or volunteer organizations—is a type of professional training course that helps you identify and address your own implicit biases. See if your workplace or area has certified unconscious bias training you can participate in, or find a reputable organization online. 
- __Keep a reflective journal__. If you struggle to see progress in your work to address your own implicit bias, consider recording your thoughts. By regularly adding to your journal and reviewing past entries, you’ll become more aware of your thoughts and better able to keep track of (and see progress in) your work in dismantling your own biases.
Practicing empathy can help you lead more effectively while building stronger relationships across the personal and professional facets of your life. Challenge your perceptions with the [MasterClass Annual Membership](https://www.masterclass.com) and take lessons on emotional intelligence from Pharrell Williams, Roxane Gay, Gloria Steinem, Dr. Cornel West, Walter Mosley, Robert Reffkin, and Robin Arzón.
In social psychology, an implicit bias is an unconscious belief. The field often discusses social biases of ethnicity, gender, and sexual orientation.

In social psychology, an implicit bias is an unconscious belief. The field often discusses social biases of ethnicity, gender, and sexual orientation.

Implicit Bias Definition: How to Identify Implicit Bias

An implicit bias (or unconscious bias) is a belief we hold without even realizing it. It’s the opposite of an explicit bias (or conscious bias), a belief we actively recognize in our conscious awareness. The term “implicit bias” rose to the forefront of psychological science in the 1990s with the work of Mahzarin Banaji, Anthony Greenwald, John Dovidio, and Brian Nosek. Researchers in the field of implicit social cognition study the phenomenon through many lenses, especially the implicit racial biases that people have toward people of color or other racial groups, the implicit gender stereotypes that people have toward women, or the implicit prejudices that people have toward those with different sexual orientations. A common example of real-world implicit bias is racial disparities in hiring practices: In field experiments that send out identical resumes for two applicants—one a white man and one a Black man—the white man will often experience a measurably higher callback rate with the same qualifications, even though hiring managers will claim to be completely unbiased in their hiring.

What Is Implicit Bias?

Implicit bias can cause significant harm in several different ways. It can: <ul class="mc-m-4 list-styled"><li class="">Cause widespread harm to society: When groups of people are consistently the target of implicit biases, they don’t have the same opportunities and aren’t easily able to achieve the same level of success and satisfaction as others. This can lead to widespread disparities in major aspects of society, including among public health care providers, political decision-making bodies, education, police officers and other law enforcement, the criminal justice system, the arts, and the workforce. </li><li class="">Harm those stereotyped: Even though a bias may be implicit, it does explicit harm to the person being stereotyped. Harm may include psychological damage like feeling embarrassed, out of place, or unrecognized as an individual, and it can also include external harm like missing out on a job opportunity or being wrongfully suspected of a crime. Being a consistent subject of implicit stereotypes can lead to long-term harm like depression, struggling to make friends, withdrawing from groups, and having a negative or skewed self-image. </li><li class="">Reduce diversity of thought in groups: In organizations where implicit bias goes unaddressed in hiring, operations, and promotion practices, the workforce tends to be relatively homogenous. This significantly harms the organization by reducing the diversity of backgrounds and turning the space into an echo chamber of similar ideas. The same can be said for social groups—when a group is mostly homogenous, it misses out on the importance of variety in intergroup viewpoints. </li></ul>

Possible Impacts of Implicit Bias

Implicit bias can be hard to identify in your own life, since by definition it’s a belief you don’t recognize in yourself. Here are some ways to identify your implicit biases:<ul class="mc-m-4 list-styled"><li class="">Analyze your practices. Are there particular friends or coworkers that you have assumptions about, though you’ve never talked to them about the subject? If you’re a hiring manager, have you passed up on qualified candidates from marginalized groups? In social circles, are there particular people that you gravitate toward and particular people that you don’t? Out in public, do you make judgments about the strangers around you or the places you go? When reading novels, do the characters you picture automatically look a certain way (for example, have white faces or black faces)? Are there specific types of media you enjoy or avoid? In each situation, tune in to your assumptions and choices and how they could be informed by a race bias, gender bias, and other implicit attitudes and determinants. </li><li class="">Consider subtle examples. In examples of implicit bias, many people only think about openly racist, sexist, or homophobic examples, thinking, “I would never do anything like that.” However, many instances of implicit bias are much more subtle—for instance, who you choose to sit next to at a lunch or who gets interrupted the most during a meeting. When thinking about implicit biases, use these subtle examples (called microaggressions) as your anchor points, and you’re much more likely to recognize them in your own actions. </li><li class="">Recognize that denial is unhelpful. When confronted with the concept of implicit biases, many people’s initial reaction is one of denial—suggesting that if their explicit attitudes aren’t problematic, then their implicit beliefs must not be problematic either. The first step in identifying your own implicit bias is to acknowledge that denial is unhelpful and halts progress—implicit biases are normal and common. However, they are also unacceptable and avoidable, so it’s key that you commit to working on them. </li></ul>

How to Identify Implicit Bias

To start addressing your own implicit biases, here are some things you can do:<ul class="mc-m-4 list-styled"><li class="">Build relationships with individuals. The No. 1 way to address and break down implicit biases in yourself is to form real, meaningful relationships with people as individuals, rather than as representatives of a stereotyped group. As you become closer with others who differ from you, you will learn that everyone has a unique and nuanced perspective, and you will have counter-stereotypic experiences that help break down any preconceived, black-and-white notions you may have. You will also learn the harm that implicit biases and discriminatory behavior can do. </li><li class="">Don’t be afraid to speak up. While sometimes uncomfortable or difficult, be open and honest about the existence of implicit biases and how you and others can break them down. If you see someone acting on an implicit bias—whether displaying a stereotype threat or acting with unconscious racial discrimination— verbalize it. This helps others in understanding implicit bias. But if you feel afraid to to speak up or initiate an intervention, it hinders your efforts. </li><li class="">Enroll in unconscious bias training. Unconscious bias training—often offered in workforces or volunteer organizations—is a type of professional training course that helps you identify and address your own implicit biases. See if your workplace or area has certified unconscious bias training you can participate in, or find a reputable organization online. </li><li class="">Keep a reflective journal. If you struggle to see progress in your work to address your own implicit bias, consider recording your thoughts. By regularly adding to your journal and reviewing past entries, you’ll become more aware of your thoughts and better able to keep track of (and see progress in) your work in dismantling your own biases. </li></ul>

How to Address Implicit Bias

Practicing empathy can help you lead more effectively while building stronger relationships across the personal and professional facets of your life. Challenge your perceptions with the <a href='https://www.masterclass.com' target='_self' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com","linkCopy":"MasterClass Annual Membership","category":null}'>MasterClass Annual Membership</a> and take lessons on emotional intelligence from Pharrell Williams, Roxane Gay, Gloria Steinem, Dr. Cornel West, Walter Mosley, Robert Reffkin, and Robin Arzón.

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In social psychology, an implicit bias is an unconscious belief. The field often discusses social biases of ethnicity, gender, and sexual orientation.

In social psychology, an implicit bias is an unconscious belief. The field often discusses social biases of ethnicity, gender, and sexual orientation.
