https://www.city-journal.org/article/the-implicit-bias-house-of-cards
In the Wall Street Journal, Mahzarin Banaji and Frank Dobbin recently published “Why DEI Training Doesn’t Work—and How to Fix It,” a defense of implicit-bias research in the guise of a critique of current corporate diversity, equity, and inclusion trainings. Banaji is one of the two inventors of the concept of implicit bias, and of the related implicit association test (IAT). She and Dobbin hope to acknowledge the flaws of DEI trainings while preserving implicit-bias research—and the associated program of political activism. The authors lament that DEI trainings elicit shame in their subjects, and that they are largely being used to bolster workforce-management policies against possible litigation. Their problem with DEI trainings is not that they are discriminatory, but that they do not strike the right tone:
Reminding managers that they can use these tools to suss out problems and nip them in the bud helps them to feel capable of managing biases and microaggressions. When managers use these skills, they retain women and people of color for long enough to come up for promotion. . . . training isn’t designed to blame people for their moral failings. Instead, it’s galvanizing them to support organizational change by arming them with knowledge.
The problems with DEI trainings are not in their tone, however, but in their substance. The implicit-bias theory (also called unconscious-bias theory) on which these trainings are based has no scientific basis, as years of examinations have consistently demonstrated. Lee Jussim puts it politely in his “12 Reasons to Be Skeptical of Common Claims About Implicit Bias,” but the Open Science Foundation’s archive of Articles Critical of the IAT and Implicit Bias renders a harsher verdict. In 2011, Etienne LeBel and Sampo Paunonen reviewed evidence that measures of implicit bias possess low reliability. In other words, when you test for implicit bias multiple times, you rarely get the same result. Their conclusion was that some part of “implicit bias” is really “random measurement error.” In 2017, Heather Mac Donald’s intensive examination of the theory and its empirical basis (or lack thereof) concluded that the “implicit-bias crusade is agenda-driven social science.” And Bertram Gawronski’s 2019 review of the scholarly literature on implicit-bias research also concludes that there’s no proof that people aren’t self-aware enough to know what’s causing their supposedly “implicit” or “unconscious” biases; and that you can’t prove that there’s any relationship between how people do on the test and how they behave in the real world.
As far back as 2009, Hart Blanton and colleagues reexamined research data on implicit bias. They found that 70 percent of whites who supposedly displayed implicit bias against blacks actually discriminated in favor of blacks.