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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]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. [2]
Gender bias, a widespread [54] set of implicit biases that discriminate against a gender. For example, the assumption that women are less suited to jobs requiring high intellectual ability. [55] [failed verification] Or the assumption that people or animals are male in the absence of any indicators of gender. [56]
Increasing the representation of minority groups in a field has also been shown to mitigate stereotype threat. In one study, women in STEM fields were shown a video of a conference with either a balanced or unbalanced ratio of men to women. The women viewing an unbalanced ratio reported a lower sense of belonging and less desire to participate.
In some academic disciplines, the study of bias is very popular. For instance, bias is a wide spread and well studied phenomenon because most decisions that concern the minds and hearts of entrepreneurs are computationally intractable. [11] Cognitive biases can create other issues that arise in everyday life.
The implicit-association test (IAT) is an assessment intended to detect subconscious associations between mental representations of objects in memory. [1] Its best-known application is the assessment of implicit stereotypes held by test subjects, such as associations between particular racial categories and stereotypes about those groups. [2]
Implicit bias is an aspect of implicit social cognition: the phenomenon that perceptions, attitudes, and stereotypes operate without conscious intention. For example, researchers may have implicit bias when designing survey questions and as a result, the questions do not produce accurate results or fail to encourage survey participation. [124]
An unexpectedly disturbing narrative around Miss Universe 2024 reflects a larger conversation about the decline of diversity and inclusion. Miss Universe 2024 has officially crowned a new queen.
Though affinity bias may lead to unfair hiring and promotion practices, it can also serve to increase mentorship and endorsement such as through women's empowerment. [9] The bias can be mitigated by having managers find common ground with the employee, thus priming the manager to see the employee as part of their in-group. [10]