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The existence of implicit bias is beyond reasonable doubt (Ten studies of…

- - - - accuse researchers of implicit bias of violating a ‘‘canonical scientific norm,’’
        namely ‘‘the injunction to separate factual from value judgments.’’
      - Tetlock and Mitchell are dispensing bad advice when they counsel
        organizational researchers, practitioners, and business leaders to ignore the problem of implicit bias. The evidence,
        including the research we summarize here, is strong enough to conclude that implicit bias is a genuine phenomenon
        :that requires thoughtful analysis and a meaningful consideration of practical interventions and forms of redress.
- - - - The phenomenon of implicit bias was comfortably assimilated
        into theories of mundane, workaday principles of human information processing, and it fits the contemporary
        consensus in the brain and behavioral sciences that an enormous amount of cognition occurs automatically,
        effortlessly, and outside of conscious awareness
    - - research has demonstrated the prevalence of stereotypical and prejudicial associations
    - - white participants classified positively valenced words, their responses were faster
        when they had been exposed to white (vs. black) faces, but when they classified negatively valenced words, their
        responses were faster when they had been exposed to black (vs. white) faces.7
        
        indicating the presence of implicit racial bias in favor of whites relative to blacks
    - - This finding provided early evidence that
        implicit attitudes, as indexed by a carefully constructed measure, can predict the quality of cross-racial interactions
    - - a questionnaire measure that included
        items such as, ‘‘It’s never acceptable to express one’s prejudices.’’ Not surprisingly, participants who were higher in
        motivation to control prejudice scored lower on an explicit measure of prejudice
    - - there are indeed meaningful differences in the
        magnitude of expressed implicit bias as a function of individual differences in the motivation to be unbiased
- - - - applicants with African American names were 50% less
        likely to receive job interviews than those with European
        American names
  - - - stereotypical
        prescription for female ‘‘niceness,’’ which operates at
        implicit and explicit levels of awareness, can penalize
        women in the workplace
  - - - Implicit attitudes were found to possess strong
        incremental validity, predicting harmful and
        discriminatory behavior even after adjusting
        for explicit racial and ethnic attitudes.
  - - - police officers
        possessed implicit associations linking black faces
        to criminality. Correll et al. (2007) showed that police
        officers and civilians were (a) quicker to ‘‘shoot’’
        armed black (vs. white) suspects, and (b) slower to
        refrain from shooting unarmed black (vs. white)
        suspects. Research by Glaser and Knowles (2008)
        revealed that people who implicitly associated
        blacks with weapons also tended to shoot armed
        blacks faster than armed whites in a video simulation
  - - - medical researchers have sought to determine
        why white patients with symptoms of myocardial
        infarction are nearly twice as likely as blacks with
        similar symptoms to receive thrombolytic therapy
        (a relatively low cost, low risk, non-invasive,
        highly effective procedure).
  - - - Implicit (but not explicit) bias mediated the effect
        of job stress on turnover intentions.
  - - - t implicit attitudes predicted binge drinking above and beyond explicit attitudes. Several other replications and extensions exist with regard to alcohol and cocaine use.
- - - - explicit
        measures can only reveal what people believe about their attitudes