What Is Implicit Bias? Police Sergeant Oral Board Question & Sample Answer
When it comes to police sergeant oral board questions, Implicit bias has been the focus of much discussion in police training circles for the past dozen years. Much of the emphasis has been on what it is and that it exists in all of us.
And while this topic may not be part of the ongoing conversation that officers have with their fellow officers, it is very much a concern at the executive levels of the police department.
Here’s why, research has shown that each of us has an invisible, and possibly undetected, force within us that may be dictating our behaviors.That is fine when the behaviors are the right ones, often those are our good habits.
But what if this force is resulting in undesirable behaviors? Well, this is where chiefs rely upon their supervisors to be good supervisors. For that reason, be prepared to answer a question on implicit bias as I am about to do in this video.
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Interview Question
"What is implicit bias and what concerns will it pose for you as a sergeant?"
Short answer: A strong response defines implicit bias clearly (distinguishing it from explicit bias), explains why it becomes problematic when left unchecked, and then shifts to concrete supervisory action — ongoing conversations with officers, active monitoring of performance and data, and a willingness to take corrective action when biases result in inappropriate behavior.
Below is a full sample answer, broken into the components a strong response should cover.
Sample Answer Transcript
Define Implicit Bias and Distinguish It From Explicit Bias
“The best way that I can describe implicit bias is to call it an invisible, cognitive force. The invisible characteristic is what separates implicit bias from explicit bias. Explicit bias are the likes and dislikes that we know about and often speak about publicly. Implicit bias, however, is hidden. In many cases it is hidden publicly, and in some cases it is hidden to the person who possesses the bias.”
Explain When Bias Becomes Problematic
“Biases in and of themselves are not necessarily bad, rather they are a reflection of likes and dislikes, something that we all have. And in many cases, our biases have formed over long periods of time and we hold them to be a true and accurate reflection of the world. In reality, they can be one person’s skewed worldview, which is when that implicit bias becomes problematic.
A troubling example of a negative implicit bias is a bias against a particular race of people. If the worldview of an individual is that a particular race is bad, then any interactions by that person with members of that race has a greater likelihood of being inappropriate.”
Explain What Actually Works to Address It
“My research on implicit bias has shown that the deep rooted nature of implicit bias makes it resistant to simple forms of correction, such as training programs. What has been shown to be effective, however, is awareness. By making people aware of what implicit bias is and that everyone possesses implicit biases for a variety of likes and dislikes, the door is then opened for individuals to keep their inappropriate biases in check.”
Describe Your Ongoing Role as Sergeant
“As this pertains to me as a sergeant, I have to be the one having the ongoing conversations with my officers regarding implicit bias so that the awareness remains fresh. In those conversations I will be including examples of positive and negative behaviors – especially as it pertains to racial profiling – and then reinforcing the department’s expectations for professional conduct.”
Describe Monitoring and Corrective Action
“Additionally, I will monitor the performance of my personnel, both visually and through a review of data, to assure that biases are not resulting in inappropriate actions. Of course, if I found that negative actions were occurring, I would take immediate corrective action such as recommending formal negative discipline when warranted.”
Closing
“That is my understanding of implicit bias and the concerns it will pose for me as a sergeant.”
Why This Answer Works
This question tests whether a candidate can discuss a sensitive, high-stakes topic with precision rather than platitudes. This answer scores well because it:
- Defines the term precisely before doing anything else. Distinguishing implicit from explicit bias up front shows the candidate actually understands the concept rather than using it as a buzzword.
- Names a real-world consequence without hedging. Using a racial bias example directly, rather than a vague or hypothetical stand-in, shows the candidate is comfortable engaging with the topic head-on — something boards specifically want to see at the supervisory level.
- Cites what doesn’t work before saying what does. Noting that training alone is insufficient, and that awareness is what’s actually effective, signals the candidate has done real thinking on this topic rather than reciting a department slogan.
- Moves from understanding to action. The answer doesn’t stop at defining the concept — it commits to specific supervisory behaviors (ongoing conversations, monitoring, corrective action), which is what separates a sergeant-level answer from an academic one.
- Ends on accountability. Naming “formal negative discipline when warranted” as a real possibility shows the candidate won’t shy away from the harder part of the job
Common Pitfalls to Avoid
- Don’t confuse implicit bias with explicit bias, or use the terms interchangeably — boards may specifically probe this distinction.
- Don’t treat training programs as a complete solution; acknowledging their limitations (while still valuing awareness) shows more sophisticated thinking.
- Don’t avoid naming a concrete example (like racial profiling) out of discomfort — a vague, hedged answer on this topic can read as evasive rather than diplomatic.
- Don’t stop at “I’ll have conversations with my officers” — boards want to hear the follow-through: monitoring, data review, and willingness to discipline when necessary.
Frequently Asked Questions
What if I don’t have direct experience addressing implicit bias as a supervisor? Focus on how you’d approach it based on department training and your own self-awareness, and describe the specific conversations and monitoring practices you would put in place. Boards are testing your understanding and planned approach, not requiring prior supervisory war stories.
Should I bring up a specific personal example of encountering bias? Only if you have one you’re fully comfortable discussing professionally and that reflects well on your judgment. If not, a well-reasoned general answer, like the one above, is just as strong.
What follow-up questions might the board ask? Common follow-ups include asking how you’d handle a specific complaint alleging biased behavior by an officer, or asking you to define explicit bias for comparison.
Is it okay to say biases are normal and that everyone has them? Yes — this is actually a stronger answer than claiming to be bias-free, since it shows self-awareness and aligns with what research on implicit bias actually shows. The key is following it with what you’ll do to keep biases from affecting your officers’ conduct.
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Introduction
