Book contents
- The Cambridge Handbook of Implicit Bias and Racism
- Cambridge Handbooks in Psychology
- The Cambridge Handbook of Implicit Bias and Racism
- Copyright page
- Contents
- Figures
- Tables
- Contributors
- Foreword
- Taking Stock of Explicit and Implicit Prejudice
- 1 Report from the NSF Conference on Implicit Bias
- Section I What is Implicit Bias and (How) Can We Measure It?
- Section II Do Measures of Implicit Bias Predict Cognition and Behavior?
- Section III Challenges of Research on Implicit Bias
- Section IV Improving Measurement and Theorizing About Implicit Bias
- Section V How to Change Implicit Bias?
- Introduction
- 21 Changing Implicit Bias versus Empowering People to Address the Personal Dilemma of Unintentional Bias
- 22 How Can We Change Implicit Bias toward Outgroups?
- Section VI Explicit Prejudice; Alive and Well?
- Section VII The Public’s (Mis)understanding of Implicit Bias
- Index
- References
Introduction
from Section V - How to Change Implicit Bias?
Published online by Cambridge University Press: 21 December 2024
Book contents
- The Cambridge Handbook of Implicit Bias and Racism
- Cambridge Handbooks in Psychology
- The Cambridge Handbook of Implicit Bias and Racism
- Copyright page
- Contents
- Figures
- Tables
- Contributors
- Foreword
- Taking Stock of Explicit and Implicit Prejudice
- 1 Report from the NSF Conference on Implicit Bias
- Section I What is Implicit Bias and (How) Can We Measure It?
- Section II Do Measures of Implicit Bias Predict Cognition and Behavior?
- Section III Challenges of Research on Implicit Bias
- Section IV Improving Measurement and Theorizing About Implicit Bias
- Section V How to Change Implicit Bias?
- Introduction
- 21 Changing Implicit Bias versus Empowering People to Address the Personal Dilemma of Unintentional Bias
- 22 How Can We Change Implicit Bias toward Outgroups?
- Section VI Explicit Prejudice; Alive and Well?
- Section VII The Public’s (Mis)understanding of Implicit Bias
- Index
- References
Summary
In April 2018, Starbucks closed all of its branches in the US and required some 175,000 employees to participate in a four-hour training session on implicit bias. Although this was undoubtedly well-meaning, the devoting of substantial resources to such an effort seems wisest if empirical evidence indicates that such training is effective. But in fact, the majority of evaluations of attempts to change implicit bias have shown no lasting effects (Forscher et al., 2019).
- Type
- Chapter
- Information
- The Cambridge Handbook of Implicit Bias and Racism , pp. 561 - 562Publisher: Cambridge University PressPrint publication year: 2025
References
Cone, J., & Ferguson, M. J. (2015). He did what? The role of diagnosticity in revising implicit evaluations. Journal of Personality and Social Psychology, 108(1), 37–57. https://doi.org/10.1037/pspa0000014CrossRefGoogle ScholarPubMed
Devine, P. G., Forscher, P. S., Austin, A. J., et al. (2012). Long-term reduction in implicit race bias: A prejudice habit-breaking intervention. Journal of Experimental Social Psychology, 48(6), 1267–1278. https://doi.org/10.1016/j.jesp.2012.06.003CrossRefGoogle Scholar
Ferguson, M. J., Mann, T. C., Cone, J., et al. (2019). When and how implicit first impressions can be updated. Current Directions in Psychological Science, 28(4), 331–336. https://doi.org/10.1177/0963721419835206CrossRefGoogle Scholar
Forscher, P., Lai, C. K., Devine, P. G., et al. (2019). A meta-analysis of procedures to change implicit measures. Journal of Personality and Social Psychology, 117(3), 522–559. https://doi.org/10.17605/OSF.IO/DV8TUCrossRefGoogle ScholarPubMed