Alignment Between Antecedents and Interventions: The Critical Role of Implicit Bias

• Published in: Industrial and organizational psychology Vol. 9; no. 3; pp. 583 - 590
• Main Authors: Tomlin, Kathleen A., Bradley-Geist, Jill C.
• Format: Journal Article
• Language: English
• Published: New York, USA Cambridge University Press 01.09.2016
• Subjects: Advantages; Behavior; Bias; Commentaries; Community; Demographics; Diversity training; Egalitarianism; Minority & ethnic groups; Multiculturalism & pluralism; Personnel selection; Prejudice; Race; Racism; Stereotypes; Workplace diversity
• ISSN: 1754-9426; 1754-9434
• DOI: 10.1017/iop.2016.58

We applaud the authors for tackling the important issue of policing and race from the unique perspective of industrial–organizational (I-O) psychology. Here, we propose a framework by which to examine the authors’ recommended interventions along the same implicit–explicit dimension employed in the focal article's conceptualization of racial bias. Mirroring current thinking within the diversity literature, the focal article notes that racial bias is “often very subtle” (Ruggs et al., 2016, p. 531) and can include “unconscious and implicit” aspects (p. 531). Extending this notion of implicit versus explicit bias to interventions themselves, we advocate for increased attention toward more implicitly focused interventions, as opposed to some of the more explicitly focused interventions suggested in the focal article. We conceptualize explicitly focused interventions as those that deal directly and openly with race, diversity, or demographic differences. Below, we discuss three potential advantages of implicitly focused interventions.