Before I started the test I looked up the meaning for Implicit bias the definition I went

with was by the Society of Human Resources Management which stated: “Implicit bias occurs

when individuals make judgments about people based on gender, race or other prohibited

factors without even realizing they’re doing it.” My initial results of the implicit bias racial test

were not far from what I expected: My results suggested no automatic preference between

Black people and White people. After taking several tests my results slowly changed to show

that I had a preference for White people, and I began making more errors just due to mental

fatigue. Having majored in Psychology I am aware of the impacts of our unconscious

preferences and how these thoughts can predict behavior. What I did not realize is that we are

all inherently biased and the best way we can deal with it is by improving ourselves we are

better able to serve others. We need to create and nurture relationships that we may normally

not as well as taking the privilege we may have and use the power to help others.

In my current role as a Graduate Admissions and Recruitment coordinator for the CUNY

Graduate School of Public Health I find qualified candidates for our graduate programs and

present these prospective applicants to the admissions committees. In the past we used to give

professors access to the entire application but in recent years we have changed our admissions

processes. In order to give students equal opportunities and chances we have been removing

all personal biographical data so that faculty members can make a fair assessment of the

individual. We have also developed and encouraged a holistic application review which looks at

both work experience, academic and life experience instead of just test scores and grade point

averages. In the last few years we have dropped standardized test scores because we believe

that these tests were not indicative of student success in graduate school. These few steps that
we have taken have allowed us to accept a more diverse student population. Being aware of

our hidden biases is crucial when leading diversity and inclusion efforts.

Implicit bias can have detrimental impacts on hiring candidates, giving admission to

graduate school, in educating children and towards providing treatments and giving medical

advice and perhaps most importantly in our criminal justice system. Implicit bias may also sadly

give power and privilege to those that may not require it. When preferences are made based

on race, gender and identity it can impact an individual's life. Our actions and behaviors are

molded by the environment we grow up in as well as the exposure and access to education that

we have. We must also be aware of the impact that media and culture can have on our morals

and beliefs. Current research shows there is no way for us to train ourselves to become

unbiased. Institutions have started implementing is to use double blind methods and create

systematic well-structured decision-making processes. Human Resource professionals have also

received diversity training that helps manage unconscious bias. Some professionals in the field

believe these interventions may not be enough. We have to use modern techniques in an ever-

changing workplace with diverse workers. This means we need to continue to learn and grow

with our constantly changing society.

In the Ted Talk video “How to overcome our biases ? Walk boldly towards them” by Dr.

Verna Myers talks specifically about our perceived views on young black men and how we can

face these views and acknowledge them and move past the. She states three ways for us to

move forward and to make meaningful changes in the way we view black men. First, we must

not be in denial and accept the fact that we may be biased. She used the example that 70

percent of those that identified as white associated black with criminality in the Implicit Bias
Tests and had a preference for white and 50 percent of those that identified as black also

preferred white. So, in order for us to change our images of black men we have to change our

negative associations and make them positive. Dr. Myers suggests we reset our negative

associations with black men and try and think of them in positive lights. The second suggestion

is to “move toward black men instead of away” and what she suggests is to take a calculated

risk and step towards something unknown. She means this in a broader sense to be brave and

take a chance and provide guidance and mentorship to black youths. The third and final

suggestion she makes is perhaps the most difficult which is to have the honest candid

conversations about the ugliness of racism with your family members and state to them the

progress that has been made so far however there is more that needs to be done.

As a first-generation immigrant mother of two young brown Muslim boys I reflect daily

on the impact growing up in this country and society could have on them. Similar to black boys

-boys of any color have been marginalized and targeted for hate crimes and falsely accused of

unlawful behavior. I plan on having honest conversations with my boys to inform them and

educate them on racism and prejudices people have consciously and unconsciously as well as

ensure they have strong and powerful images of men of color. I hope that in the future we

have a more diverse police force that can protect a diverse population. Diversity in all parts of

our lives could help improve the diverse communities we serve. Not just in the justice system

but in our education system, our medical treatments and in human resources. As mentioned

before as human resources professionals it is necessary for us to be aware of our hidden biases

so that we can lead successful diversity and inclusion efforts. In the Ted Talks video “Are you

Biased? I am” by Kristen Pressner who is the Global Head of Human Resources at a
multinational firm talks about her biases and how to overcome it with a simple test. Putting

yourself in the shoes of the individual who has come to you for guidance and advice. Pressner

calls it the “Flip it to Test it” not only does this test allow us to improve ourselves through

introspection but this approach can be applied to all forms of bias. Awareness and willingness

to learn and adapt are essential in a fast-changing workplace environment.

“Are You Biased? I am” https://www.youtube.com/watch?v=Bq_xYSOZrgU

“How to Overcome Our Biases? Walk Boldly Towards Them https://www.youtube.com/watch?

v=uYyvbgINZkQ

What Is Implicit Bias?

https://www.shrm.org/hr-today/news/hr-news/pages/what-is-implicit-bias.aspx