The Implicit Association Test (IAT) lets individuals see the speed of their mental associations. It’s free via Project Implicit and widely used for awareness raising.

Coachees in my study had twice the mean reduction in Implicit Association Test scores compared to the control group.  However because research shows that the IAT has moderate test–retest reliability (meaning, it is not useful as the sole measure of change over time), in my study these results were treated as trend indicators, not definitive proof of change.

My thesis research weighted self-assessment surveys and qualitative reflections more heavily than the IAT. Participants rated changes in real-time interactions before and after coaching and provided examples, such as: 
- noticing biased thoughts and replacing them with curiosity,  

- noticing negative emotions (fear, disgust, pity, hopelessness) being present and then experiencing neutrality in future interactions.

My approach to working with clients combines  
- Initial IAT for awareness raising about unconscious associations 
- Journalling after key interactions. 
- Coaching sessions to review patterns and create change in patterns of thinking and feelings that underlie micro

behaviours 

Take our free 'Bias Awareness Starter Pack' to benchmark yourself and plan a coaching pathway.

Clients complete a pre-coaching survey naming the group they wish to support more equitably. Session 1 explores 'what would it mean for you to be an ally without this bias?' - establishing the goal for change in their own terms.

Coaching draws on a full toolkit, including: 
- Tapping into their internal motivations for change, moving beyond altruism as a motivation. 
- Reframing conversations and powerful questions. 
- Mindfulness/'observer self' practice. 
- Psycho-education about unconscious bias and the brain. 
- Courageous conversations about identity and the different experiences of different groups that have not been included in the average education. 
- Optional advanced tools, such as belief change processes and emotion clearing processes – all of which do not involve a coachee reliving their past (therapy), or cathartic retelling of stories from their childhood (counselling). 

All participants in my study reported feeling safe throughout their coaching journey.

Curious about the process? Book a confidential introductory session to experience the approach firsthand.

Bias operates at micro-moments of decision-making - hiring, delegation, performance feedback. Leaders must move from awareness to active interruption.

In my thesis research coachees who entered coaching with a bias goal reported more authentic cross-cultural interactions and reduced 'mental load' of monitoring their reactions.

Everyday strategies include: 
- Pause and reflect. 
- Perspective-taking. 
- Structured processes. 
- Modelling allyship. 
- Seek coaching. 

One coachee stopped avoiding eye contact with Aboriginal strangers and began spontaneous interactions. Another reframed the experience of people with disability from a ‘medical model’ to a ‘social model’ – shifting feelings of pity to feelings of frustration at the lack of effort to accommodate different physical abilities in public places.

Download our 'Leader’s Bias-Interruption Checklist' or schedule a leadership coaching consultation.

No. It’s automatic but can favour in-group members; the goal is to reduce harmful effects, so the focus is usually on those who are disadvantaged.  Unconscious bias that favours groups means they get the benefit of the doubt and it is easier to notice ‘merit’ in them because our brain will seek to find evidence to support our existing beliefs that they are ‘better’ at certain things. 

Yes. Blending awareness training with follow-up coaching bridges knowledge and behaviour.  Training that is designed to raise awareness, but not attempt to use guilt to motivate people is essential.  For adults to learn (change) they must be motivated to learn. 

In my study, some coachees reached their goal within two sessions; others deepened change over four sessions. Based on this, I expect that a normal coaching engagement of 6 months would support someone to change 2-3 different biases.