The Prevalence of Implicit Bias

On Saturday at the ESCRS Congress, the BOSS “Hidden Bias in Science” symposium examined the impact of unconscious bias in scientific research and healthcare. Chaired by BOSS Working Group Members Dr Mor Dickman and Kristine Morrill, the symposium featured the presentation “What is Implicit Bias?” by Amy Johnson, executive director of Project Implicit. 

Johnson began by explaining the core concept of implicit bias, a form of unconscious bias that subtly influences our perceptions and actions. “Implicit bias is a concept that influences our everyday lives, often without us realising it,” she said. “It can shape how we understand and treat others. In healthcare, these biases can impact patient care and colleague relationships.”

Project Implicit is a non-profit organisation committed to advancing scientific knowledge about stereotypes, prejudice, and other biases. Their researchers explore how implicit bias informs attitudes and unconscious beliefs, affecting decision-making and behaviour. They offer educational services with actionable strategies people can implement to build awareness and mitigate implicit bias.

Implicit bias, Johnson noted, “operates automatically” and is “universal,” meaning everyone is susceptible to these biases, regardless of their conscious beliefs. “Implicit biases often do not align with our stated values and beliefs,” she added. “Even if we believe in equality, implicit bias can still affect our actions. These biases often reflect the default assumptions of the society in which we live, which we absorb over time without realising it.

“Biases influence judgments and decisions, and addressing these biases is crucial for ensuring decisions are fair and based on accurate information, rather than assumptions we make about the people we treat or the people we work with,” she continued. “They can lead us to make decisions that perpetuate systemic inequalities.”

Johnson recommended multiple ways to counter implicit bias, the most important being self-awareness: “By becoming aware, we can start to identify when these biases may be influencing our decisions and take steps to counteract. Understanding that having biases is normal, not a moral failing or indicator of prejudice, allows us to address them with humility and a commitment to improvement.”

Other recommendations for countering bias included objective processes, such as structured decision-making tools like checklists or standardised criteria, to help minimise the influence of subjective impressions and stereotypes, and daily reflections. She additionally recommended mindfulness, as staying present can help disrupt bias.

“Taking a moment to consider a different person’s perspective than our own can interrupt automatic thinking.”

Employers implementing these changes might find conflicts arise between colleagues, however.

“You’re going to have conflicts, and avoiding them isn’t necessarily the right answer,” Johnson said. “Instead, you should be curious after listening to someone else’s perspective. Often, we’re listening to people in order to respond to them, rather than listening to understand what they’re saying. Use empathy to put yourself in their shoes, ask proactive questions, and try to understand where they are coming from.”

Those interested in learning more about their biases can use Project Implicit’s Implicit Association Tests, which provide insights into unconscious attitudes. For these tests and other educational resources on implicit bias, visit projectimplicit.net.