Studies using the Implicit Association Test (IAT) have shown that most people more easily associate men with science and women with the arts, men with careers and women with homemaking, and men with being leaders and women with being supporters.

 

For example, academic scientists who looked at identical résumés belonging either to “John” or “Jennifer” perceived Jennifer as less competent. They were less likely to offer to mentor Jennifer and were more likely to say they would hire John to be a lab manager. When asked what starting salary, they’d offer the two candidates based on the same résumé, they proposed a salary that was $4,000 (13%) higher for John than for Jennifer. And female scientists showed the same type of bias against Jennifer that male scientists did.

 

Fortunately, studies suggest that it may be possible to reduce bias in our minds and our workplaces. One study found that systematic consideration of personal judgments can help combat bias in the evaluation of women in leadership positions. Another university professor indicated that a program of anti-bias education improved the environment in their departments. Knowing about the unconscious associations and connections we hold is the first step toward correcting our biases.