- Go to the IAT website (Links to an external site.). Alternately, you can search for the “Implicit Association Test” using your search engine.
- Find the box on the left labeled “Project Implicit Social Attitudes.” You may want to proceed as a guest user rather than registering, so click “GO!” in the lower panel of the box, next to the U.S. English window.
- Read the information and disclaimer in the next window. Then, click “I wish to proceed.” Take the following tests: Race IAT; Age IAT; Gender- Career IAT; Disability IAT; Religion IAT; and Sexuality IAT.
- Learn more about the IAT by clicking the “Education” button on the top of the window after you finish the tests and then clicking “About the IAT.” Browse the rest of the site and, especially, read the “Frequently Asked Questions.
- Once you have completed the steps above, you can start draft
- What is an “implicit” attitude? How does implicit prejudice differ from affective prejudice, stereotypes, social distance, and modern racism? Hint: visit the Frequently Asked Questions (Links to an external site.) page of Project Implicit Social Attitudes for definitions of some of these concepts and other useful information.
- If the test shows you have a preference for one group over another, does this mean that you are prejudiced against the less preferred group? Do you feel that the test accurately reflects your feelings and ideas? Why or why not? (Remember that your implicit attitudes can be quite different from your explicit or conscious attitudes.)
- Based on what we have read so far in this course, how can implicit attitudes affect a diverse workplace? Provide at least 2 examples, citing any two of the readings we have reviewed so far in the course.
- Should public administrators be trained to deal with implicit attitudes in the workplace? Why, why not?
- Were you personally surprised by the results of any of the tests (you do not have to disclose your results)? If the IAT shows that you have a group preference you would rather not have, what are some things you could do to change these preferences?
- Any other reflection you want to share?
- Zurbrugg & Miner (2016). Gender, sexual orientation, and workplace incivility: Who is most targeted and who is most harmed?
- Bishu & Headly (2020). Equal employment opportunity: Women bureaucrats in male-dominated professions.
- Hayes et al. (1995). Staffing for persons with disabilities: What is “fair” and what is “job-related”?
- Mishra (1995). The ADA helps but not much.