Professional Documents
Culture Documents
Implicit Discrimination Aer
Implicit Discrimination Aer
ImplicitDiscrimination
By MARIANNE BERTRAND, DOLLY CHUGH, AND SENDHIL MULLAINATHAN*
papers. implicit.harvard.edu).
94
VOL.95 NO. 2 NEWAPPROACHESTO DISCRIMINATION 95
Because people may misrepresent their ex- of informationneeding processing. This type of
plicit attitudes,perhapsthe IAT is simply a less "cognitive load," also occurs in the form of
"fakable"measure. However, recent neurosci- conflicting yet simultaneous task demands and
entific studies demonstratethat conscious pro- excessive attentionaldemands.
cessing activates different regions in the brain In addition, social psychologists argue that
than does unconscious processing, thus these many seemingly controllablebehaviors may be
are distinctive mental processes. One study prone to implicit attitudes under conditions of
showed greater brain activity associated with ambiguity, and have demonstratedthat implicit
control and regulationwhen supraliminallypro- discriminationis more likely to occur in situa-
cessing black faces, in contrast with greater tions where multiple, non-racist explanations
brain activity associated with emotion and fear for the behavior might exist. Thus, some con-
when subliminally processing black faces. An- ditions under which implicit attitudesmay arise
othershowed a correlationbetween the IAT and are threefold:inattentivenessto task, time pres-
amygdalaactivation (fear response) in response sure or other cognitive load, and ambiguity.
to black faces. In addition, the divergence of
implicit and explicit attitudes is not limited to II. Can ImplicitAttitudesBe "Manipulated"?
socially sensitive domains. For example, the
social demands to conceal one's preferences One intriguing feature of implicit attitudesis
about a Mac versus PC computer,or Coke ver- their potential manipulability. In one study,
sus Pepsi seem minimal. Yet, implicit and ex- white participants were told they would be
plicit attitudesin these domains are imperfectly working with a black individual, who would
correlated,with both having predictive power. either be their subordinate or their superior.
Can implicit attitudes influence behavior in Those anticipating a black superior showed
meaningful ways? Evidence to date suggests more positive implicit attitudes toward blacks
yes. A meta-analysis of 61 studies found an than those anticipatinga black subordinate,sug-
average correlation of 0.27 between the IAT gesting that positive and powerful black exem-
and outcome measures such as judgments, plars are importantcues. In another,exposure to
choices, and physiological responses. Most im- photographs of admired African-Americans
portantly, the IAT outperformedexplicit atti- (e.g., Bill Cosby) led to a decrease in anti-black
tude measures for less-controllable behavioral implicit attitudes,an effect that persisted for 24
outcomes.In one study, white participantsinter- hours. In another, reducing attention to race
acted with both a white and African-American cues (e.g., by increasing attention required by
experimenter,and also took the IAT. Participants' the task) moderated implicit attitudes. This
implicit attitudesfavoringwhites predictedmore work certainly does not imply that implicit at-
smiling, speaking time, extemporaneoussocial titudes can be reversed with simple manipula-
comments, and general friendliness,as well as tions of the situationor task. However, the work
fewer speech errorsand speechhesitation,toward suggests malleability in implicit attitudes and
the white experimenter. associated behaviors.
These findings suggest that controllability
may be an importantbehavioraldimension. But III. InterpretingExistingAudit Studies in the
could any relevanteconomic behavior, such as a Light of ImplicitDiscrimination
hiring decision, truly be characterizedas "hard-
to-control"?In fact, social psychologists argue Obviously, implicit attitudes cannot explain
that even theoretically controllable behaviors all forms of racial discrimination.Explicit dis-
may operate with greater automaticity under crimination in employment ads prior to the
certainsituationalconditions. Chugh (2004) de- Civil Rights Act of 1964 had little to do with
scribed the "messy, pressured,and distracting" implicit attitudes. However, we find it reason-
conditions of managerialwork as conducive to able to hypothesize that several other docu-
implicit mental processes. Time pressure and mented forms of differentialtreatmentsmay, in
stress are two situational influences likely to part, reflect such implicit attitudes.
first generate an accelerationof the mental pro- The Bertrand and Mullainathan (2004) r6-
cess, and then an attemptto reduce the amount sum6 task, for example, theoretically satisfies
96 AEA PAPERSAND PROCEEDINGS MAY2005
in that, following Bertrand and Mullainathan positive exemplar (not a monitor) which could
(2004), each r6sum6 was randomly assigned mute the importance of unconscious reactions.
either a white-sounding or African-American Also, a more structured review process that
sounding first name. After completing this draws attention to the task cues rather than
task, the participants took several IATs, an- social cues (such as highlighting the positive
swered explicit attitudemeasuresaboutAfrican- and negative aspects of each r6sum6, or evalu-
Americans, and completed a debriefing survey ation along highly specific job criteria, rather
("how rushed did you feel ... ?"). Anonymity than a general "fit" comparison to a broad job
on all measures was fully guaranteed to all description).
participants.
While our pilot testing findings are prelimi- V. Conclusion
nary, some encouraging results have emerged.
First, participantswho reportedfeeling rushed However we test for it, implicit discrimina-
picked a significantlylower fractionof r6sum6s tion is not useful simply as a subtle alternative
with African-Americannames. We also found interpretation.If it is a powerful driver of dis-
a negative correlation between the number of criminatorybehavior,it should reshapethe way
African-Americanr6sum6s selected by a given we understand discrimination and alter our
subject and that subject's implicit attitudeabout available spectrumof remedies. A key differen-
intelligence in blacks and whites (where neg- tial feature of potential remedies to implicit
ative scores indicate an association between discrimination is that they could limit the
African-American and dumb). Most interest- amountof discriminationwithout forcing agents
ingly, this negative correlation was concen- to takedecisionsagainsttheirwill. In fact,because
trated among those subjects who ex post people may be engaging in injurious behavior
reported feeling most rushed during the task. withoutrealizingit, the remediesmay bringtheir
In contrast, we found no apparentcorrelation decisionscloser in line with whatthey (explicitly)
between the number of African-American r6- thinkor favor for theirorganization.Anotherim-
sum6s picked and the self-reported explicit portantfeature of these remedies is that, unlike
attitudes towards African-Americans. most affirmative-actionpolicies, they can be im-
Obviously, such a lab exercise lacks external plementedat low cost and without making race
validity and faces implementationproblems. In salient,greatlyincreasingpoliticalfeasibility.
this regard, the subjects' background (mostly
undergrads)and the difficulty of providing nat- REFERENCES
uralisticincentives may explain one majorissue
with our pilot study so far: we did not find Ayres, Ian; Vars, Fred and Zakariya, Nasser.
discrimination,on average, in the lab and only "Racial Disparities in Taxicab Tipping."
those subjects who felt rushed picked a lower Working paper, Yale Law School, 2004.
than base-ratefraction of African-Americanr6- Bertrand,Marianne;Chugh, Dolly and Mullain-
sum6s. In the future, we hope to implement a athan, Sendhil. "Implicit Discrimination."
similar exercise within a firm. Working paper, Graduate School of Busi-
Also, once the design is perfected, we could ness, University of Chicago, 2005.
test de-biasing remedies that emerge naturally Bertrand, Marianneand Mullainathan,Sendhil.
from the psychological evidence. First, and "Are Emily and Greg More Employable
most obvious, one might simply inform human- Than Lakisha and Jamal?" American Eco-
resource managers about the existence of the nomic Review, 2004, 94(4), pp. 991-1013.
implicit bias. Second, small changes in the sit- Chugh,Dolly. "Why Milliseconds Matter:Soci-
uationalcontext of r6sum6screeningcould have etal and ManagerialImplications of Implicit
potential large positive effects. Simply leaving Social Cognition." Social Justice Research,
more time to the screenersto assess the merit of 2004, 17(2), pp. 203-22.
each r6sum6may limit the role for unconscious Correll, Joshua; Park, Bernadette; Judd,
responses while performingthis task. Also, hav- Charles M. and Wittenbrink, Bernd. "The
ing an African-American person in the inter- Police Officer's Dilemma: Using Ethnicity
view room, or even in mind, may operate as a to Disambiguate Potentially Threatening
98 AEA PAPERSAND PROCEEDINGS MAY2005