Human beings, consciously or unconsciously, carry biases shaped by their social environment and personal thought patterns. While implicit bias often creeps in unconsciously, explicit bias reflects intentional and apparent expressions of prejudice or favouritism. In scientific research and academia, bias can often seep into various stages of the research process, from hypothesis development to data interpretation. This can significantly impact decision-making, limit diversity in representation and compromise the accuracy and reliability of findings.
Therefore, for researchers and academics, examining and addressing biases is not just necessary but imperative for maintaining the quality and credibility of their work. Furthermore, acknowledging and actively managing biases is essential to ensuring scientific rigour and driving meaningful progress in the academic and scientific community.
This article focuses on understanding explicit bias, how it differs from implicit bias, and why it is essential to promoting equitable practices.
What is explicit bias?
The conscious, intentional perceptions or attitudes toward specific groups, individuals or ideas are termed as explicit bias. Unlike implicit bias, which operates unconsciously and may not align with an individual’s personal beliefs, explicit bias is intentional. It can manifest through unfair actions, comments and judgments that can harm the person or group against which it is directed. Take, for example, an instance where a female employee of a company is denied promotion and equal pay, which is instead given to a male employee holding the same position and experience – this is an instance of explicit bias against women.
Another example of explicit bias can be seen in discriminatory hiring practices. When, for instance, a hiring manager or team overtly favours a candidate belonging to their geographical area or excludes someone based on their ethnicity, religion, or gender, explicit bias is in play. Here, essential job requirements such as qualification, experience, and so on are overlooked, with greater importance attached to personal preferences and prejudices.
Similarly, when funding bodies or peer reviewers consciously favour research from well-known institutions or researchers over equally rigorous work from less prestigious sources, they not only exhibit explicit bias but also limit opportunities for broader contributions to science and progress.
What is the difference between explicit and implicit bias?
As discussed above, explicit bias refers to biases and preferences that people have at a conscious level. It is overt and deliberate. Implicit bias, on the other hand, refers to attitudes and prejudices that a person may not be aware of possessing. It is unconscious and subtle. They appear as automatic responses to an individual or group, and they emanate from subconscious thoughts. These responses may be favourable or unfavourable but are still biased.
Implicit bias usually results from social conditioning. Unlike explicit bias, which is expressed purposefully, implicit bias is not under a person’s control since its origin is at the subconscious level. However, like explicit bias, when the bias is aimed towards aspects of race, gender, ethnicity and the like, it can result in harmful and discriminatory actions. For example, when you hear the word secretary, the image that first comes to a person’s mind will be that of a woman, while the term CEO will bring images of a man.
Another example of implicit bias is being averse to people who belong to a particular religion, ethnicity, or lower socio-economic background and instant response in this direction. If implicit biases are not addressed, they can lead to explicit bias. Therefore, it is crucial to identify these biases, examine how they affect behaviour and actions, and see what remedies can be taken to address them.
How to eliminate bias in research?
Constructive steps must be taken to address and eliminate the prevalence of biases in scientific research. This requires a multifaceted approach that emphasizes transparency, diversity, and rigorous methodology. Here are some key strategies:
- Adopt standardized research protocols to reduce selective reporting and biases and consider all relevant facts, variables, and ideas that could influence findings. For instance, during research, ensure that time is allocated to assessing interview bias and considering potential measurement bias. These can be avoided by ensuring diversity of participants and equality in terms of the questions that they may have to address.
- Conduct workshops and training programs to educate students and researchers about the harmful effects of bias and how to challenge prejudices. Be sure to account for exceptions, as omission bias is a common oversight that can impact the validity of your study.
- Create policies that discourage discriminatory practices and promote equity. Establish systems to hold individuals and organizations accountable for discriminatory actions. For instance, regular audits or feedback mechanisms can help identify and address explicit bias.
- Implement double-masked peer review and data analysis procedures to minimize conscious and unconscious biases in evaluation.
- Foster inclusivity in research teams, funding committees, and study participants to ensure diverse perspectives and reduce cultural or demographic biases. Create safe spaces that foster an environment where people feel empowered to challenge explicit bias when they encounter it.
- Pay attention to language that reflects stereotypes or prejudices. Use words carefully to avoid ambiguity in communication. For example, if your research reveals that just under 47% of the global workforce are women while 72% are men, don’t just write, “Not many women are part of the formal, global workforce.”1 Focus on specifics and avoid generalizing data or using vague terms.
By recognizing its presence in research, whether through language, reporting, hiring practices, or policy decisions – we can take meaningful steps toward addressing biases. In fact, many academic institutions and workplaces have laid down norms for respecting diversity and violations of these norms are not tolerated. Just as critical is the need to keep examining one’s negative perceptions and attitudes and consciously change them to bring about a significant change, even if it may seem challenging. By implementing strategies to identify and prevent explicit bias, we can work towards creating a more equitable environment that ultimately fosters a society where everyone has the opportunity to thrive.
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