Unreflected, mistaken attributions to and descriptions of social groups
For broader coverage of this topic, see Stereotype.
An implicit bias or implicit stereotype is the pre-reflective attribution of particular qualities by an individual to a member of some social out group.[1] Recent studies have determined that "implicit bias" towards those of the opposite gender may be even more influential than racial implicit bias.[2]
Implicit stereotypes are thought to be shaped by experience and based on learned associations between particular qualities and social categories, including race and/or gender.[3] Individuals' perceptions and behaviors can be influenced by the implicit stereotypes they hold, even if they are sometimes unaware they hold such stereotypes.[4] Implicit bias is an aspect of implicit social cognition: the phenomenon that perceptions, attitudes, and stereotypes can operate prior to conscious intention or endorsement.[5] The existence of implicit bias is supported by a variety of scientific articles in psychological literature.[6] Implicit stereotype was first defined by psychologists Mahzarin Banaji and Anthony Greenwald in 1995.
Explicit stereotypes, by contrast, are consciously endorsed, intentional, and sometimes controllable thoughts and beliefs.[7]
Implicit biases, however, are thought to be the product of associations learned through past experiences.[8] Implicit biases can be activated by the environment and operate prior to a person's intentional, conscious endorsement.[1] Implicit bias can persist even when an individual rejects the bias explicitly.[1]
^ abcGreenwald, Anthony G.; Banaji, Mahzarin R. (1995). "Implicit social cognition: Attitudes, self-esteem, and stereotypes". Psychological Review. 102 (1): 4–27. CiteSeerX 10.1.1.411.2919. doi:10.1037/0033-295x.102.1.4. PMID 7878162. S2CID 8194189.
^Friedmann, E., & Efrat-Treister, D. (2023). Gender Bias in Stem Hiring: Implicit In-Group Gender Favoritism Among Men Managers. Gender & Society, 37(1), 32-64. https://doi.org/10.1177/08912432221137910
In some professions, women have become well represented, yet gender bias persists—Perpetuated by those who think it is not happening. C. T. Begeny et al. Sci. Adv.6, eaba7814(2020). https://doi.org/10.1126/sciadv.aba7814
Pro-female and anti-male biases are more influential than race and other factors in Implicit Association Tests Psypost.org. In Cognitive Science, Social Psychology. By Eric W. Dolan. March 26, 2023. Retrieved March 12, 2024.
^Byrd, Nick (February 2021). "What we can (and can't) infer about implicit bias from debiasing experiments". Synthese. 198 (2): 1427–1455. doi:10.1007/s11229-019-02128-6. S2CID 60441599.
^Hahn, Adam; Judd, Charles M.; Hirsh, Holen K.; Blair, Irene V. (June 2014). "Awareness of implicit attitudes". Journal of Experimental Psychology: General. 143 (3): 1369–1392. doi:10.1037/a0035028. PMC 4038711. PMID 24294868.
^Gawronski, Bertram (June 10, 2019). "Six Lessons for a Cogent Science of Implicit Bias and Its Criticism". Perspectives on Psychological Science. 14 (4): 574–595. doi:10.1177/1745691619826015. PMID 31181174.
^Jost, John T.; Rudman, Laurie A.; Blair, Irene V.; Carney, Dana R.; Dasgupta, Nilanjana; Glaser, Jack; Hardin, Curtis D. (2009). "The existence of implicit bias is beyond reasonable doubt: A refutation of ideological and methodological objections and executive summary of ten studies that no manager should ignore". Research in Organizational Behavior. 29: 39–69. doi:10.1016/j.riob.2009.10.001.
^Gaertner, Brown, Sam, Rupert (April 15, 2008). Blackwell Handbook of Social Psychology: Intergroup Processes. John Wiley & Sons. ISBN 9780470692707. Retrieved August 11, 2013.{{cite book}}: CS1 maint: multiple names: authors list (link)
^Del Pinal, Guillermo; Spaulding, Shannon (February 2018). "Conceptual centrality and implicit bias". Mind & Language. 33 (1): 95–111. doi:10.1111/mila.12166. hdl:2027.42/142467.
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