Research shows that implicit biases outside of conscious awareness can influence our behavior. For example, resumes with black-sounding names get 50% fewer call backs from hiring managers than resumes with white-sounding names, even if those hiring managers don't think they are explicitly racist. Another study showed that pediatricians with a high degree of implicit, unconscious pro-white bias were more likely prescribe pain medication to white patients, but not black patients.
Are implicit biases related to behavior? How do you know?
How might social norms, groupthink, conformity, and/or obedience influence whether employees act of prejudice and stereotypes through discriminatory behavior in the workplace?
Do you think implicit biases can be “trained” away in an organization's diversity training? Based on the research and information from your book in both chapters 11 and 12, what can an organization do to create a positive diversity climate and culture?
