If I asked you what you believe about fairness in the classroom, you would likely give me a clear, thoughtful answer. Those conscious values are the heart of explicit bias. Unlike its ‘implicit’ cousin, explicit bias is ‘loud’. It is the stuff we are willing to put on paper or say out loud.
But here is the challenge: even when we are being honest, our conscious preferences can pull us away from the facts. In research, recognising your own explicit bias isn’t just about self-awareness; it’s about protecting the integrity of your results.
Explicit Bias Definition
The traditional form of prejudice. It refers to the attitudes and beliefs we have about a person or group on a conscious level. People with explicit bias are aware of their feelings and can usually report them if asked.
Using a source evaluation method, one can also discern whether a claim about explicit bias is grounded in fact or simply results from publication bias.
Explicit biases can be based on race, gender, age, religion, and other characteristics. They contrast with implicit biases, which are subconscious preferences or prejudices that people might not be aware they hold, including biases that might have roots in the Pygmalion effect, where higher expectations can lead to increased performance.
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Explicit Bias Vs Implicit Bias
Explicit and implicit biases are both forms of prejudice, but they operate at different levels of awareness and manifest in different ways. Here is a breakdown of the difference between implicit bias and explicit bias.
| Explicit Bias | Implicit Bias | |
|---|---|---|
| Awareness | Conscious form of bias. Aware and can express. | Unconscious form of bias. May not be aware. |
| Measurement |
Direct: Surveys, questionnaires, self-reports. |
Indirect: Tools like the Implicit Association Test (IAT). |
| Origin | Personal experiences, societal influences, active information seeking. | Formed over time due to societal, cultural, and media influences. |
| Manifestation | Overt actions, statements, and decisions reflect conscious beliefs. | Subtle behaviour without realisation, e.g., unconscious preferences in hiring. |
| Changeability | Can change through education and self-reflection. | Requires consistent effort, exposure, and retraining of brain associations. |
Types Of Explicit Bias
Here are some types of explicit bias, along with definitions and examples:
| Type | Description | Example |
|---|---|---|
| Racial Bias | A conscious belief that certain races are superior or inferior to others. | A hiring manager believes individuals of a certain race are less intelligent or hard-working and therefore does not hire them. |
| Gender Bias | Belief about the roles, abilities, and characteristics of males and females. | Assuming a woman is less competent than a man in a traditionally male-dominated profession, such as a pilot or engineer. |
| Age Bias (Ageism) | A conscious belief about individuals based on age, typically favouring the young or the old. | Believing older employees are not tech-savvy and excluding them from IT-related positions. |
| Religious Bias | A belief about followers of a certain religion, viewing them as superior or inferior based on beliefs or practices. | Not hiring someone because they wear a hijab, turban, or cross. |
| Socioeconomic Status Bias | A conscious belief about individuals based on income level, occupation, or social class. | Assuming someone from a low-income neighbourhood is untrustworthy or lazy. |
| Nationality or Ethnicity Bias | A conscious belief about individuals based on nationality or ethnic background. | Believing someone from a particular country is aggressive or less intelligent due to stereotypes. |
| Disability Bias | A conscious belief about the abilities or worth of individuals with physical, mental, or emotional disabilities. | Assuming a person in a wheelchair cannot perform certain tasks without asking them. |
| Weight or Appearance Bias | A conscious belief about people based on body weight, physical appearance, or attractiveness. | Believing an overweight person is lazy or lacks discipline. |
| Educational Bias |
A conscious belief about individuals based on their level or type of education. |
Assuming someone who did not attend college is not smart or capable. |
Examples Of Explicit Bias
A scholarly source might provide a more in-depth look into explicit biases present in scientific communities. For instance, primary source materials like original studies might reveal the presence of explicit biases in how researchers approach their subjects.
In contrast, secondary sources, such as reviews or meta-analyses, might shed light on broader trends in bias across multiple studies. Here are some explicit bias examples:
- Statements like “Women are not as good at math as men” or “All teenagers are lazy” reflect explicit biases based on gender and age, respectively.
- A hiring policy that explicitly prefers candidates of a particular race or gender over others.
- A public figure who openly states that one racial group is superior to another.
- Sharing a post or meme that makes derogatory generalisations about a certain nationality.
- A sign in front of an establishment saying, “No dogs or [specific ethnicity] allowed.”
- A textbook that clearly states one gender is more suited for domestic tasks while another is better at professional roles.
- Movies where characters of certain ethnicities are consistently portrayed as villains or criminals.
- A political campaign explicitly promises to discriminate against or disadvantage a particular group if the candidate is elected.
- Refusing to rent a flat to someone explicitly because of their religion or race.
- Being part of or supporting groups or organisations that openly discriminate or promote hate against a certain group based on race, religion, gender, etc.
How To Reduce Explicit Bias?
Here are some steps to help reduce explicit bias:
Self-awareness
Recognise and admit your own biases. This is the first and most crucial step. Consider tools like the Implicit Association Test (IAT) to uncover biases you might not know.
Educate Yourself
Learn about marginalised groups’ histories, struggles, and contributions. Using an affinity bias lens, one can reflect on why they naturally gravitate towards certain sources and consciously choose to diversify the information they consume. The more you know, the more empathetic and open-minded you will become.
Engage in Open Dialogue
Engage in conversations about bias, prejudice, and discrimination. This can be uncomfortable, but it’s essential for growth.
Expand your Social Circle
Interact with diverse people from various backgrounds, cultures, and experiences. Personal relationships can be powerful tools for breaking down stereotypes.
Consume Diverse Media
Expose yourself to books, movies, news sources, and other media from diverse perspectives.
Challenge Biased Statements
When you come across a potentially biased statement, it is essential to discern whether it is an actor-observer bias or a genuine explicit bias. This distinction can guide how you approach the conversation and educate the other person.
When you hear or read biased statements, ask for evidence or the basis of the claim. Often, these statements are based on stereotypes or misinformation.
Avoid Stereotyping
Everyone is unique and shouldn’t be judged solely based on a group attribute.\
Practice Empathy
Put yourself in others’ shoes. Putting oneself in others’ shoes is crucial. Think of situations where you may have felt the ceiling effect, where your potential was capped, and empathise with others who face biases that limit them.
How would you feel if treated unfairly based on an uncontrollable attribute?
Feedback
Encourage friends and family to call out your biases. Sometimes, an external perspective is what’s needed to recognise our own prejudice.
Educate Others
As you learn more about your own biases and how to overcome them, share your knowledge and experiences with others.
Support Anti-Bias Initiatives
Support organisations and initiatives that work to combat bias and promote equality.
Commit to Continuous Improvement
Addressing and reducing bias is not a one-time act but a continuous process. Keep educating yourself and be open to new perspectives.
Frequently Asked Questions
Explicit bias refers to conscious, deliberate prejudices or beliefs about certain groups. It is when individuals openly acknowledge and express their biased views, often resulting from personal experiences, cultural norms, or societal influences. These biases can influence decisions, behaviours, and attitudes towards those groups overtly and recognisably.
Explicit bias refers to conscious, deliberate prejudices or beliefs about certain groups. Implicit bias, on the other hand, involves subconscious associations or judgments about these groups, often unintentional and unrecognised by the individual. Both can influence behaviour, but explicit biases are openly acknowledged while implicit biases operate below the surface.
The opposite of explicit bias is explicit fairness or neutrality, where individuals consciously and deliberately treat all groups equally without favour or prejudice. Explicit fairness involves intentionally recognising and challenging biases, ensuring equitable treatment and representation based on conscious decisions and beliefs.
An example of explicit bias is when someone openly declares, “I will not hire people from Country X because I believe they are all lazy.” This statement clearly shows a conscious and deliberate prejudice against individuals from Country X based on a generalised and discriminatory belief about their work ethic.
Explicit bias in healthcare refers to conscious, deliberate prejudices healthcare professionals hold towards patients based on race, gender, socio-economic status, or other attributes. This can lead to differential treatment, misdiagnosis, or unequal care provision. Such biases compromise the principle of equitable care and can have detrimental health outcomes.
