#1

 After completing a test through Project Implicit, I reflected on a situation during a shift in the emergency department when I witnessed implicit bias in action. A colleague assumed that a non-English-speaking patient with limited resources was less likely to follow discharge instructions, and this affected how thoroughly the patient’s care plan was explained. Observing this helped me become more aware of how unconscious assumptions can influence not only patient care but also how we communicate and collaborate as a team. Over time, my awareness of implicit bias has evolved from thinking of bias as intentional acts to understanding that it often shows up in subtle, unrecognized ways even in well-meaning professionals. Now I actively try to notice and challenge my own assumptions, especially in high-pressure situations where quick judgments are easy to make. Implicit bias can have serious consequences in healthcare, including unequal treatment, reduced patient trust, and poor outcomes. It also affects how we interact within the interdisciplinary team bias can shape who we listen to, how we delegate tasks, and whose input we value. Research has shown that implicit biases among healthcare providers can lead to disparities in diagnosis, treatment, and patient satisfaction, particularly among minority populations (Maina et al., 2018). One leadership strategy I could use is practicing cultural humility through reflective practice and team-based learning. For example, I could lead debrief sessions where we reflect on patient interactions and explore how bias may have influenced care. Encouraging open, nonjudgmental dialogue fosters an inclusive environment and helps the team recognize and correct patterns that may impact equity in care delivery. By promoting awareness and creating space for these conversations, nurse leaders can help ensure that diversity, equity, and inclusion are not just values but active parts of how we care for patients and support each other as professionals.  

#2

Admitting your own implicit bias can be a tough pill to swallow.  When I read the assignment, I knew right away the situation I wanted to talk about.  It also guided my choice on the implicit bias test we took. It reminded me that we have to continually recognize implicit bias and accept our role in it if we want to be sure to address it appropriately.  I remember when I realized it, I was so shocked and disappointed in myself.  I have a bachelor's degree in International Affairs with a concentration in Latin American studies. How is it that I could have assumed that my Spanish-speaking patient also has low health literacy?  Talk about implicit bias.  It still makes me feel terrible thinking about it now, but it did make me slow down my thinking whenever I encounter a patient who is not English speaking.   I used the translator service and started my assessment.   I explained everything I was doing and provided quality care.  But when I asked if the patient had any questions, I was shocked at the high-quality questions and thought processes of the patient.  He did have an understanding of his disease process; he knew and understood all the medications he takes at home and was an excellent historian on the events leading up to his acute admission.  I was thankful that this occurred early on in the shift so I could recognize my bias and be sure to work to eliminate it during further tasks. 

As nurse leaders, we can help our team and ourselves to recognize implicit bias and work to stop it in its tracks before it affects quality care.  One way we can do this is by expecting cultural competence from ourselves and our team.  We can educate ourselves and our team on the different cultures that make up our community.   If our facility is located in communities of Latin American descent, we should be acknowledging their presence and importance in our community by understanding beliefs, traditions, and healthcare needs before they enter our facilities.