Research into the U.S. gender wage gap has shown that, on average, women earn less than men (Fisher, 2015). In addition, further studies have shown that there is also a wage gap between the income of white women and women of color (Fisher,2015). "The wider wage gap for women of color...raises questions about the combined effects of gender, race and ethnicity on discrimination, which economists believe is a part of the unexplained portion of the gender wage gap"(Fisher,2015). One of the factors contributing to the U.S. wage gap may be implicit bias (Elsesser, 2018). Implicit bias is "...when we have attitudes towards people or associate stereotypes with them without our conscious knowledge" ("Implicit Bias", n.d.). Coming to a better understanding of implicit bias could be a key step toward closing the wage gap between races and genders.
Implicit bias can detriment the workplace by reducing diversity and negatively impacting hiring procedures (Ahmad,2017). Studies have shown that white men are more likely to be hired than other groups of applicants (Ahmad, 2017). This means that, who a company hires or promotes can regularly be impacted by implicit bias rather than a review of job performance or professional achievement (Ahmad,2017). Therefore, an employer's implicit biases can unconsciously undermine the integrity of the workplace by giving favor to one group of applicants over the other (Ahmad,2017).
Meeting the need for integrity in modern hiring procedures could call for conscious intervention into the damage that can be done by implicit bias. This intervention can come in the form of professional trainings which help spread awareness of the issue (Ahmad,2017). Companies that host trainings can "...help [employees] understand that implicit biases are normal and not indicative of purposeful discriminatory intent" (Ahmad,2017). Awareness can be the first step in reducing the effects of implicit bias because people that are aware of the concepts are less likely to leave bias thought unchecked (Ahmad,2017).
Reducing implicit bias in the workplace is an important step toward promoting equal treatment and pay for all employees regardless of race or gender. Advocates for our cause can help reduce the effects of bias in three distinct ways. 1. After reading this article, talk to human resources about possible trainings that may be available for employees in your workplace. Companies such as Google have introduced implicit bias trainings and the same may be possible for your workplace (Ahmad,2017). 2. Please share this post on a social media site of your choice. Beginning conversations about implicit bias could lead to large-scale change and sharing this post can be a great place to start. 3. Finally, use our blog's comment section as a forum to discuss this issue and share your thoughts about our progress. Through continued hard work and dedication, we can continue to spark a movement that will bring real social change.
References
Ahmad, U. (2020, July 27). Implicit bias in the workplace. Retrieved February 08, 2021, from https://trainingindustry.com/articles/diversity-equity-and-inclusion/implicit-bias-in-the-workplace/
Elsesser, K. (2018, April 10). Unequal pay, unconscious bias, and what to do about it. Retrieved February 08, 2021, from https://www.forbes.com/sites/kimelsesser/2018/04/10/unequal-pay-unconscious-bias-and-what-to-do-about-it/?sh=5997a08f600e
Fisher, M. (2015). Women of color and the gender wage gap. Retrieved February 08, 2021, from https://www.americanprogress.org/issues/women/reports/2015/04/14/110962/women-of-color-and-the-gender-wage-gap/
Implicit bias explained. (2017, May 17). Retrieved February 08, 2021, from https://perception.org/research/implicit-bias/
Media Source
Implicit Bias: Concepts Unwrapped [Video file]. (2018, October 31). Retrieved February 8, 2021, from https://www.youtube.com/watch?v=OoBvzI-YZf4
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