Implicitly Unconscious Bias Testing Dr Pete Jones
Unconscious bias testing Inclusive organisations aim to develop diverse talent pools in order to create workplace cultures that are more effective. Diverse teams create new synergies in thinking and output that would not exist if the team were socially similar. However, patterns of exclusion remain. In recent years, ‘unconscious bias’ has emerged as one explanation for the behaviours that hinder the creation of true diversity. We all have some level of unconscious bias. It arises from our upbringing, environment and experience. The risk is that our biases can influence our behaviour so subtly that we don’t even notice. They become part and parcel of our ‘unconscious’ self and can have a surprising influence on how we interact with others. Implicitly is a collection of tests which can be used to help uncover our unconscious biases and their likely impact on behaviour.
How does Implicitly work? Implicitly uses reaction time to measure unconscious biases. Test takers complete a series of sorting tasks involving pictures of different social groups and words – which may be negative or positive – as quickly and as accurately as possible. The fractional differences in the time taken to sort the different images and words in different ways are enough to indicate that somebody may behave in a biased way at work. Each test takes about three minutes to complete and generates a scored report, comparing the score with typical outcomes and explaining any implications.
The Implicitly e-learning module One of the perceived barriers to testing for unconscious bias is the potential for a test taker to react negatively to the revelation that they have a bias against a particular group. Implicitly incorporates an optional e-learning module that test takers complete before receiving their results. This facilitates understanding and reduces the potential for anxiety in test takers by explaining that we all have unconscious bias and that it can be managed.
Which tests are available? Implicitly comes with nine core tests regarding particular social groups: • Ethnic minority – White/Black • Ethnic minority – White/Asian • Ethnic minority – White/S.E. Asian • Age • Gender • Gender leadership • Disability • Sexual orientation – Heterosexual/homosexual women • Sexual orientation – Heterosexual/homosexual men
Managing your bias Implicitly also includes the optional addition of the author’s ‘30 ways to manage your bias’ booklet, giving test takers a better grasp on what they can do to manage their bias.
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What are the benefits of using Implicitly? RELIABILITY Highest test-retest reliability (stability of test results over time) of any publicly available Implicit Association Test (0.83).
CRITERION VALIDITY Implicitly predicts the risk of real-world behaviours that result from bias.
TECHNICAL QUALITY Availability of information regarding test development and piloting.
CRITERION-BASED FEEDBACK Implicitly feedback relates bias to real-world behaviour.
BESPOKE ADMINISTRATION INSTRUCTIONS Test administrators are able to tailor test instructions to provide appropriate context.
Implicitly training Learn to administer, interpret and give feedback on Hogrefe’s tool for measuring the risk of discriminatory behaviour. Our one-day course allows users of all levels – from entry level HR professionals to psychologists and coaches – to become accredited in the use of Implicitly. The training for this unique measure includes: • An introduction to unconscious bias theory and how this can be used to measure social bias and risk of discriminatory behaviour. • Recommendations on when this test should be used and consideration of best practice and ethical issues. • How to interpret and feedback test results. • How to put test scores into a coaching or development context. • An introduction to the testing platform.
About us Hogrefe Ltd is part of the Hogrefe Group, with companies and partnerships throughout the world. We publish more than 700 scientifically developed, objective psychometric tools for business, health and education professionals. We have over 35 journals and bring around 200 books to market each year. Established over 60 years ago, we are still family owned, still secure and still growing.
Also available from Hogrefe NEO Personality Inventory, 3rd Edition: The NEO is the gold standard assessment of the Five Factor Model of personality. Unlike traditional workplace measures, which shy away from the assessment of emotional stability, the NEO-PI-3 provides the most comprehensive approach to assessing temperament and behavioural style in the workplace. Use the NEO for candidate selection, talent development, team building and coaching. Leadership Judgement Indicator 2 (LJI-2): Comprised of decision-making scenarios, the LJI-2 (including Standard, Sales and Global versions) requires respondents to rate the appropriateness of various courses of action in responding to each challenge. The scenarios have been crafted from the principles underlying leadership theory and there is a single ‘best fit‘ way to react to each scenario. Decision-making and Self-regulation Assessor (DASA): The DASA is the first dedicated measure of an individual‘s capacity to self-regulate and make sound decisions – often important facets in the process of selection, development and coaching. Unlike tests of ability (measuring what people can do) or personality (measuring what they believe and value, or how they behave), the DASA measures how people actively manage themselves and make their own choices.
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