DEI Practitioners are being let down by their measurement tools. Here is the solution

The Implicit Reaction Time (IRT) test is a groundbreaking 'implicit' method is changing the way inclusion is being measured within organisations. This type of test is gaining more popularity due to its ability to measure both conscious and non-conscious attitudes towards different social groups. Explicit methods, such as questionnaires, only measure people’s stated opinions, which may not be indicative of their true feelings or beliefs. It is essential for DEI practitioners to be able to see a true 360 degree view of their organisation and be able to get a true measure of how inclusive their company really is.

1. A way to measure unconscious bias

   Implicit methods are an effective way to measure unconscious bias in the workplace. Unconscious bias refers to prejudices that are unintentionally held by individuals towards certain social groups that can influence decision-making and we are often unaware of them. Implicit tests, such as the IRT, can detect these biases by measuring people’s reactions to certain stimuli, which gives a more accurate indication of how they truly feel about certain groups than would be revealed through explicit forms of questioning alone. IRT tools are invaluable for gauging how effectively diversity and inclusion initiatives are being implemented in an organisation by revealing any underlying prejudices that may exist among staff members.

2. Non-threatening environment

   Implicit tests provide a non-threatening environment for individuals to respond in, thus making it easier for them to give honest answers without feeling pressured or judged by their peers or employers. Unlike explicit forms of questioning where people may feel obligated or inhibited from speaking openly about sensitive topics due to fear of judgement or recrimination, participants taking part in implicit tests do not have this concern since there is no need for them to verbalise their responses - they simply have to react quickly (or slowly) depending on the stimuli presented onscreen. This anonymity reduces any potential anxiety people might feel when discussing difficult issues around race or gender identity in a group setting, which makes it easier for organisations to get an accurate assessment of how well their initiatives are being received, among staff members, without having awkward conversations about sensitive topics that could make some employees feel uncomfortable or intimidated.

3. Faster & more flexible

   Implicit testing is much faster than explicit testing. Participants only need a few minutes per session rather than having long conversations with each other or having to think about their answers to an explicit surveys, both of which take up more time and resources. Additionally, implicit tests offer greater flexibility than explicit forms of questioning as they can be administered remotely either via computer screen or mobile device during working hours without any disruption caused by face-to-face meetings between employees who may not be available at the same time due to schedule conflicts, differing time zones or other factors, allowing organisations greater scope when conducting surveys on diversity and inclusion initiatives with staff members across multiple locations.

4. More reliable and more authentic

Research suggests that implicit measurements are generally more reliable than self-reported measures when attempting to assess attitudes towards inclusion within organisations (Payne et al., 2011). Self-reported measures rely on respondents providing truthful answers which can sometimes be subjectively influenced based on what individual participants believe is socially acceptable behaviour, rather than accurately reflecting their true beliefs about particular issues (Payne et al., 2011). As such, implicit measurements offer a more authentic representation of how people actually feel about certain social groups, rather than relying solely on what they say they think, which makes these types of tests much better suited for accurately measuring how inclusive an organisation is.

Implicit methods such as the Implicit Reaction Time test offer numerous advantages over explicitly asking employees questions regarding DEI initiatives when trying to evaluate levels acceptance amongst staff members. These types of tests provide an effective way of detecting unconscious bias while also creating nonthreatening environments where people don't have to worry about expressing themselves openly. Reliability, flexibility, anonymity, accuracy and the ability to bypass conscious bias make implicit methods the preferable choice when you need to obtain truthful assessments about how well your DEI initiatives are actually performing.

How do you employ implicit methods?

We have a turn-key, cost-effective platform that makes it easy to use implicit and explicit methods side-by-side. Our Neurotech® platform, partnering with The Inclusionomics Company, is the only Inclusion-centred People Analytics platform in the world that measures workplace inclusion. It is being used by many of the world's largest organisations to do just that. Do you want to know how you can make this work for you? Message me and I will tell you how.

References:

Payne BK et al (2011). A Study Of Prejudice Reduction: Improved Outcomes Through Changes In The Intentional And Unintentional Dynamics Of Intergroup Relationships American Psychologist 66(4), pp 279–293