Can you cite any examples of implicit prejudice, in-group favoritism, or overclaiming of credit from an organizational experience? Do you believe that research measures like the IAT test (Implicit Association Test ) might be a helpful step in addressing the issue of unintentional, unethical behaviors in the workplace? How might the Implicit Association Test (IAT) approach be integrated into an organization?

Kellogg business professor Lauren Rivera has found that managers tend to hire people who are like them and who they can imagine being friends with (see the link below). That means that hiring is also a process of "cultural matching," as Rivera calls it, and that people are more likely to hire and promote people who are like them. In addition, members of an organization may show in-group favoritism by recognizing ideas from people who are like them and not considering ideas from people who are different. Also, representatives of more privileged groups (such as bosses, white people, and men) often tend to take credit for ideas that come from other groups (such as subordinates, people of color, and women).
The Implicit Association Test asks people to make rapid-fire associations that are supposed to tap into memories that are not available to our consciousness (for example, identifying qualities that the test-taker associates with men and women). This test is intended to measure associations that people may not be aware of or that they may not want to admit to. This test could be useful in helping people understand their unconscious motivations that they are not aware of.
The link beginning with "implicit" below helps people understand how this test might be used in an organization. The idea is that it could help people understand their implicit biases and associations and then decide how they want to treat these biases. If this test was used in an organization, it would be important to assure employees that the results would be confidential and would not be used to punish them. It could be a very helpful tool for people who are involved in hiring, for example, so that they are aware of their biases before evaluating candidates for a job.
https://www.businessinsider.com/managers-hire-people-who-remind-them-of-themselves-2014-5