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Project Implicit is a non-profit organization
committed to advancing scientific knowledge
about stereotypes, prejudice, and other
group-based biases.

We facilitate on-site and virtual
education sessions focused on
understanding, measuring, and mitigating
the impact of bias.

Project Implicit hosts novel studies
to advance scientific knowledge and understanding
about stereotypes, prejudice, and other
group-based biases.

We program and host
research studies featuring measures
like the Implicit Association Test
for researchers via a private link.

Welcome to Project Implicit!

We are a non-profit organization and international, collaborative network of researchers investigating implicit social cognition, or thoughts and feelings that are largely outside of conscious awareness and control. Project Implicit is the product of a team of scientists whose research produced new ways of understanding attitudes, stereotypes, and other hidden biases that influence perception, judgment, and behavior. Our researchers and collaborators translate that academic research into practical applications for addressing diversity, improving decision-making, and increasing the likelihood that practices are aligned with personal and organizational values. To support the organization's research and educational mission, we also offer research support, education sessions, and (coming very soon!!) a membership and cohort-based learning program.

If you'd like to stay in touch with the Project Implicit Team and its affiliated researchers, we invite you to sign up for our email list.

What is implicit bias?

Implicit bias is an automatic reaction we have towards other people. These attitudes and stereotypes can negatively impact our understanding, actions, and decision-making. The idea that we can hold prejudices we don't want or believe was quite radical when it was first introduced, and the fact that people may discriminate unintentionally continues to have implications for understanding disparities in so many aspects of society, including but not limited to health care, policing, and education, as well as organizational practices like hiring and promotion.

25.8 Million
Implicit Association Tests Completed

3,100+
Research Studies
Launched

150+
Peer-Reviewed Papers
Published

500+
Education Sessions
Facilitated

Project Implicit Research

Register or log into the research website as a volunteer participant, and you will be provided information about a novel study. Most studies take less than 15 minutes to complete. Your participation helps researchers around the world learn about biases, attitudes, and stereotypes. NOTE: Participants do not pay a fee or receive compensation for participating in the research studies.

Education Services

Project Implicit offers virtual and on-site education sessions and other learning programs that explore evidence-based strategies to mitigate the impact of negative or unwanted biases, attitudes, and stereotypes on decision-making. Sessions are offered in three formats, and content can be tailored to a specific audience, industry, learning objective, or topic of interest.

Programming Services

Researchers can work with a Project Implicit programmer to build an online research study incorporating implicit measures, like the Implicit Association Test, as well as other behavioral science tools, demographic questionnaires, and explicit measures. Researchers are provided a private link that can be privately or publicly distributed to participants for data collection.

Bayeté Ross Smith Collaboration

Project Implicit is pleased to announce a collaboration with interdisciplinary artist and activist Bayeté Ross Smith. We have collaborated with Bayeté to create two new Implicit Association Tests based on the Race Attitudes IAT and Race Weapons IAT using images from his "Our Kind of People" photo collection.

The Perception Institute Collaboration

Project Implicit is excited to introduce a collaboration with The Perception Institute on its Hair Implicit Association Test (IAT), focusing on Black women's hair. This IAT aims to measure the strength of associations between Black women's hair and potential stereotypes.

By taking this test, you can gain insights into your implicit attitudes toward Black women's hair and the associations you may hold. We encourage you to participate, explore potential implicit biases, and develop a deeper understanding of societal perceptions.

Special Olympics Collaboration

Project Implicit is excited to introduce a collaboration with the Special Olympics on a new Implicit Association Test, the Intellectual and Developmental Disabilities IAT. This IAT is intended to measure the strength of associations between Intellectual and Developmental Disabilities related concepts (e.g. "Developmental Delay", "Typical Development") and positive or negative evaluations (e.g., "Worthy", "Incompetent").

We encourage you to take a test to learn more about what associations you may have and to use this test as a springboard for conversations around biases and Intellectual and Developmental Disabilities.

We'd love to work with you!

Schedule a call with the Project Implicit team to discuss your research, consulting, or education project.

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Project Implicit is a non-profit organization committed to advancing scientific knowledge about stereotypes, prejudice, and other group-based biases. We facilitate on-site and virtual education sessions focused on understanding, measuring, and mitigating the impact of bias. Project Implicit hosts novel studies to advance scientific knowledge and understanding about stereotypes, prejudice, and other group-based biases.

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What You Should Know about EEOC and Shelton D. v. U.S. Postal Service (Gadsden Flag case)

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The agency requested the EEOC Office of Federal Operations to reconsider its previous decision. The legal standard for granting such a request is whether the previous decision involved a clearly erroneous interpretation of material fact or law. The U.S. Postal Service argued that the previous decision clearly erred because the Gadsden Flag and its slogan do not have any racial connotations.

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EEOC Investigating Whether 'Don't Tread on Me' Flag is Racist

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August 5, 2016 (via Fox News) - In 2014, a government employee raised an EEOC complaint against a coworker who wore a Gadsden Flag ball cap to work, claiming that the symbol was racist (because Christopher Gadsden, the original Revolutionary War era creator of the flag, was a slave-owner).

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Discrimination Laws

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EEOC Subregulatory Guidance expresses official agency policy and explains how the laws and regulations apply to specific workplace situations. EEOC seeks and obtains input from the public in a variety of ways for these documents before they are voted on by the Commission.

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What to expect after a charge is filed.

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What You Can Expect After a Charge is Filed

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There are many charges where it is unclear whether discrimination may have occurred and an investigation is necessary. Employers are encouraged to present any facts that they believe show the allegations are incorrect or do not amount to a violation of the law.

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By Eric B. Meyer
Yesterday, the EEOC held a meeting to discuss what it deems a "major national problem"; namely, deliberate discrimination against job seekers based on their race, sex, age, national origin or other prohibited basis.

Here is a summary of the testimony from yesterday's meeting, pulled from this EEOC press release:

Bill Lann Lee, a former U.S. Assistant Attorney General for Civil Rights, called on the EEOC to combat hiring discrimination as part of its systemic initiative. "Systemic discrimination in hiring today is particularly disheartening to communities where joblessness has put the American Dream on hold," he said. "Hiring discrimination is a fundamental problem; it often denies more than one employment opportunity, cutting off future opportunities as well. It is impossible to climb the rungs of a ladder if an individual cannot get a foot on the first rung."

Katherine Kores, the EEOC's Memphis district director, told the Commission that "hiring cases can be extraordinarily difficult to identify and investigate." Because applicants often have no information about who was hired, or the composition of the employer's workforce, she said, they do not realize that they have been the victims of hiring discrimination.

Kate Boehringer, a supervisory trial attorney in the Baltimore Field Office, detailed the EEOC's suit against Area Temps, a northeast Ohio temporary labor agency, which agreed to pay $650,000 in July 2010 for its systematic practice of considering and assigning (or rejecting) job applicants by race, sex, Hispanic national origin and age. The EEOC said that Area Temps used code words to describe its clients and applicants for discriminatory purposes, such as "chocolate cupcake" for young African American women, "hockey player" for young white males, "figure skater" for white females, "basketball player" for black males, and "small hands" for women in general.

Rae T. Vann, general counsel of the Equal Employment Advisory Council, an organization of major employers, stressed the need to train staff involved in the hiring process. She urged the EEOC to update a 1998 "Best Practices" manual for employers to give more real-life examples from private companies. But she also cautioned the EEOC to allow flexibility in requiring employer training, rather than imposing a one-size-fits-all approach on a range of employers, to prevent hiring discrimination.

6 tips to avoid EEOC hiring issues

So how can your company keep its nose clean?

Here are six hiring tips, straight from the EEOC:

1. Recruit, hire, and promote with EEO principles in mind, by implementing practices designed to widen and diversify the pool of candidates considered for employment openings, including openings in upper level management.

2. Monitor for EEO compliance by conducting self-analyses to determine whether current employment practices disadvantage people of color, treat them differently, or leave uncorrected the effects of historical discrimination in the company.

3. Analyze the duties, functions, and competencies relevant to jobs. Then create objective, job-related qualification standards related to those duties, functions, and competencies. Make sure they are consistently applied when choosing among candidates.

4. Ensure selection criteria do not disproportionately exclude certain protected classes unless the criteria are valid predictors of successful job performance and meet the employer's business needs. For example, if educational requirements disproportionately exclude certain minority or racial groups, they may be illegal if not important for job performance or business needs.

5. Make sure promotion criteria are made known, and that job openings are communicated to all eligible employees.

6. When using an outside agency for recruitment, make sure the agency does not search weed out candidates of a particular protected class. Both the employer that made the request and the employment agency that honored it would be liable.

This was originally published on Eric B. Meyer's blog,

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6 Things You Can Do to Avoid Hiring Discrimination Issues With the EEOC

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By Eric B. Meyer Yesterday, the EEOC held a meeting to discuss what it deems a 'major national problem'; namely, deliberate discrimination against job seekers based on their race, sex, age, national origin or other prohibited basis. Here is a

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5. Is there Protection for the Employer? 

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5. Is there Protection for the Employer? 

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3. Why its important? What the data says?

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3. Why its important? What the data says?

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2. Understanding the Process of Filing and or Fighting an EEOC Claim

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2. Understanding the Process of Filing and or Fighting an EEOC Claim

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We all need to take this test or something similar prior to taking a HR job.

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Take this test to learn more about your own bias and learn how bias is the foundation of stereotypes, prejudice and, ultimately, discrimination.

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Follow this page about the EEOC complaint process for all my Pinterest lovers.

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Find and save recipes, parenting hacks, style inspiration and other ideas to try.

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Having a plan in place is important so you have a solid thought out process that is consistent with each applicant.