Implicit-Association Testing: Does it Have a Place at Your Next Job Interview?
Essay by Richard X. Thripp.
2008-02-20 — http://richardxthripp.thripp.com/essays
PDF version (80 KB).
We live in a society of increasing equity of race, yet there is still something missing. A student surmises: “The modern-day racism that we face takes the form of subtle attitudes that tear a person’s self-confidence apart if they are not able to transcend that” (qtd. in Weller 69), showing that subconscious bias is the primary form of racism that is still with us. Seeing our legislative efforts, such as the abolishment of the “separate but equal” laws with the Civil Rights Act of 1964, and policies of affirmative action in university admissions promoting equality through the 2000s, one may think that “racism” has been completely eliminated in modern America—the very word conjures up blatant acts of discrimination, such as whites murdering blacks in crimes of hate. Unfortunately, most of us continue to unintentionally associate whites with good and blacks with bad, as shown in implicit-association testing, first introduced by Project Implicit of Harvard University in 1998, where seventy percent of the 700,000-plus test-takers (“Race Attitude”) have shown a bias for whites, contrasted with twelve percent favoring blacks (“Race Breakdown”).
Implicit-association testing is an experimental method that tries to reveal biases that are not shown in traditional questionnaires. Project Implicit “has attracted an enormous amount of research interest and debate” (Klauer et al. 353), with the test for racial bias being the most prominent. In one section of the website’s race IAT, the phrases “African American or good” and “European American or bad” appear on two sides of a computer screen. Pictures of black faces, white faces, and words such as “glorious” and “horrible” appear one-after-another, with the test-taker instructions …
