What is the Implicit Association Test (IAT)?

The Implicit Association Test (IAT) is a computer-based assessment that measures the strength of associations between concepts and evaluations or stereotypes. It reveals unconscious biases that people may not be aware of through reaction time measurements.

Who developed the IAT and when?

Developed by Anthony Greenwald, Debbie McGhee, and Jordan Schwartz at the University of Washington in 1998. It has become one of the most widely used tools in social psychology.

What type of assessment is it?

It is a reaction-time based computerized task that measures the relative strength of associations between concepts. It takes 10-15 minutes to complete.

What does the IAT assess?

• Implicit biases and stereotypes
• Unconscious attitudes toward social groups
• Automatic associations between concepts
• Strength of mental associations
• Cultural and personal biases

How does the IAT work?

Participants rapidly categorize words or images into categories using keyboard responses. The test measures how quickly people associate certain concepts (e.g., "Black" vs "White" faces) with positive or negative evaluations. Faster responses indicate stronger unconscious associations.

How is the IAT scored?

D-score algorithm measures the difference in reaction times between compatible and incompatible pairings:
• D > 0.65: Strong automatic preference
• 0.35 < D < 0.65: Moderate automatic preference
• 0.15 < D < 0.35: Slight automatic preference
• -0.15 < D < 0.15: No automatic preference
• D < -0.15: Little to no automatic preference

Who can use this assessment?

Individuals interested in self-awareness, diversity trainers, HR professionals, researchers, and organizations focused on bias reduction and cultural competence.

What are the strengths of the IAT?

Reveals unconscious biases not captured by self-report, validated across numerous studies, widely used in research and practice, helps promote self-awareness and discussion.

What are the limitations?

Results can vary by context and time, doesn't predict behavior perfectly, requires careful interpretation, can be affected by test-taking strategies.

Clinical and Research Applications

• Diversity and inclusion training
• Bias awareness programs
• Prejudice research
• Cultural competence assessment
• Workplace bias reduction
• Social psychology research