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]
^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. S2CID60441599.
^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.