内隐偏见是指态度或刻板印象以无意识的方式影响我们的理解、行动和决定，使其难以控制。也被称为“无意识偏见”或者“内隐社会认知”。

Implicit bias refers to attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious way, making them difficult to control. Implicit bias is also known as unconscious bias or implicit social cognition.

「应用场景」

人们通常会对相似之处和熟悉的东西做出最佳反应。通过关注相似之处和共同的经历，我们可以采取措施建立联系和信任。在跨越差异工作时，发现这些联系点尤为重要——将同事视为拥有共同关系人的个体有助于逐渐消除隐含的成见，这种成见会加剧微妙形式的无礼行为。如果你自己因为粗鲁的行为而被请来谈话，请洗耳恭听，必要时道歉。作为领导者，公开道歉是影响你工作场所文化的一种强有力方式。

People often respond best to similarity and familiarity. By focusing on similarities and shared experiences, we can take steps to create connections and build trust. Finding these points of connection is especially important when working across differences — viewing coworkers as individual people with shared connections helps to erode implicit stereotypes that undergird subtle forms of disrespect. If you yourself are called in for rude behavior, listen with respect and apologize when necessary. As a leader, a public apology is a powerful way to influence the culture of your workplace.

谨防偏见。即使是长期无礼寻衅者也可能没有意识到自己行为的影响。尽量避免将这些员工视为“烂苹果”，而是承认，虽然我们多数人认为自己是正直的道德公民，但我们都还不是完人。这可能有助于减少他们的戒心，因为我们对他人所持的负面关联、成见和假设（即使是暗藏的）都会影响到我们的行为，而且其根源都在于涉及种族主义、性别歧视、恐同症和仇外心理的悠久历史。虽然我们大多数人都不赞成这些压迫制度，但我们自己也很难从中完全摆脱出来，而且我们的行动常常受到这些制度的影响并助长这些制度。

Beware of bias. Even chronic instigators of incivility may be unaware of the impact of their behavior. Try to avoid thinking of these employees as “bad apples” but rather acknowledge that while most of us think of ourselves as upstanding moral citizens, we are all works in progress. This might help reduce their defensiveness, as the negative associations, stereotypes, and assumptions we hold about others, even implicitly, influence our behaviors and stem from long histories involving racism, sexism, homophobia, and xenophobia. While most of us don’t endorse these systems of oppression, it’s very difficult to extricate ourselves from them completely, and all too often, our actions are informed by and reinforce them.