This explanation, however, doesn’t make much sense. Ayres’s black and female car buyers, after all, gave one really obvious sign after another that they weren’t stupid and naïve. They were college-educated professionals. They had high-profile jobs. They lived in a wealthy neighborhood. They were dressed for success. They were savvy enough to bargain for forty minutes. Does anything about these facts suggest a sucker? If Ayres’s study is evidence of conscious discrimination, then the car salesmen of Chicago are either the most outrageous of bigots (which seems unlikely) or so dense that they were oblivious to every one of those clues (equally unlikely). I think, instead, that there is something more subtle going on here. What if, for whatever reason—experience, car-selling lore, what they’ve heard from other salesmen—they have a strong automatic association between lay-downs and women and minorities? What if they link those two concepts in their mind unconsciously, the same way that millions of Americans link the words “Evil” and “Criminal” with “African American” on the Race IAT, so that when women and black people walk through the door, they instinctively think “sucker”?

These salesmen may well have a strong conscious commitment to racial and gender equality, and they would probably insist, up and down, that they were quoting prices based on the most sophisticated reading of their customers’ character. But the decisions they made on the spur of the moment as each customer walked through the door was of another sort. This was an unconscious reaction. They were silently picking up on the most immediate and obvious fact about Ayres’s car buyers—their sex and their color—and sticking with that judgment even in the face of all manner of new and contradictory evidence. They were behaving just like the voters did in the 1920 presidential election when they took one look at Warren Harding, jumped to a conclusion, and stopped thinking. In the case of the voters, their error gave them one of the worst U.S. Presidents ever. In the case of the car salesmen, their decision to quote an outrageously high price to women and blacks alienated people who might otherwise have bought a car.

Golomb tries to treat every customer exactly the same because he’s aware of just how dangerous snap judgments are when it comes to race and sex and appearance. Sometimes the unprepossessing farmer with his filthy coveralls is actually an enormously rich man with a four-thousand-acre spread, and sometimes the teenager is coming back later with Mom and Dad. Sometimes the young black man has an MBA from Harvard. Sometimes the petite blonde makes the car decisions for her whole family. Sometimes the man with the silver hair and broad shoulders and lantern jaw is a lightweight. So Golomb doesn’t try to spot the lay-down. He quotes everyone the same price, sacrificing high profit margins on an individual car for the benefits of volume, and word of his fairness has spread to the point where he gets up to a third of his business from the referrals of satisfied customers. “Can I simply look at someone and say, ‘This person is going to buy a car’?” asks Golomb. “You’d have to be pretty darn good to do that, and there’s no way I could. Sometimes I get completely taken aback. Sometimes I’ll have a guy come in waving a checkbook, saying, ‘I’m here to buy a car today. If the numbers are right, I’ll buy a car today.’ And you know what? Nine times out of ten, he never buys.”

What should we do about Warren Harding errors? The kinds of biases we’re talking about here aren’t so obvious that it’s easy to identify a solution. If there’s a law on the books that says that black people can’t drink at the same water fountains as white people, the obvious solution is to change the law. But unconscious discrimination is a little bit trickier. The voters in 1920 didn’t think they were being suckered by Warren Harding’s good looks any more than Ayres’s Chicago car dealers realized how egregiously they were cheating women and minorities or boards of directors realize how absurdly biased they are in favor of the tall. If something is happening outside of awareness, how on earth do you fix it?

The answer is that we are not helpless in the face of our first impressions. They may bubble up from the unconscious—from behind a locked door inside of our brain—but just because something is outside of awareness doesn’t mean it’s outside of control. It is true, for instance, that you can take the Race IAT or the Career IAT as many times as you want and try as hard as you can to respond faster to the more problematic categories, and it won’t make a whit of difference. But, believe it or not, if, before you take the IAT, I were to ask you to look over a series of pictures or articles about people like Martin Luther King or Nelson Mandela or Colin Powell, your reaction time would change. Suddenly it won’t seem so hard to associate positive things with black people. “I had a student who used to take the IAT every day,” Banaji says. “It was the first thing he did, and his idea was just to let the data gather as he went. Then this one day, he got a positive association with blacks. And he said, ‘That’s odd. I’ve never gotten that before,’ because we’ve all tried to change our IAT score and we couldn’t. But he’s a track-and-field guy, and what he realized is that he’d spent the morning watching the Olympics.”

Our first impressions are generated by our experiences and our environment, which means that we can change our first impressions—we can alter the way we thin-slice—by changing the experiences that comprise those impressions. If you are a white person who would like to treat black people as equals in every way—who would like to have a set of associations with blacks that are as positive as those that you have with whites—it requires more than a simple commitment to equality. It requires that you change your life so that you are exposed to minorities on a regular basis and become comfortable with them and familiar with the best of their culture, so that when you want to meet, hire, date, or talk with a member of a minority, you aren’t betrayed by your hesitation and discomfort. Taking rapid cognition seriously—acknowledging the incredible power, for good and ill, that first impressions play in our lives—requires that we take active steps to manage and control those impressions. In the next section of this book, I’m going to tell three stories about people who confronted the consequences of first impressions and snap judgments. Some were successful. Some were not. But all, I think, provide us with critical lessons of how we can better understand and come to terms with the extraordinary power of thin-slicing.

Paul Van Riper is tall and lean with a gleaming bald dome and wire-rimmed glasses. He walks with his shoulders square and has a gruff, commanding voice. His friends call him Rip. Once when he and his twin brother were twelve, they were sitting in a car with their father as he read a newspaper story about the Korean War. “Well, boys,” he said, “the war’s about to be over. Truman’s sending in the marines.” That’s when Van Riper decided that when he grew up, he would join the Marine Corps. In his first tour in Vietnam, he was almost cut in half by gunfire while taking out a North Vietnamese machine gun in a rice paddy outside Saigon. In 1968, he returned to Vietnam, and this time he was the commander of Mike Company (Third Battalion, Seventh Marines, First Marine Division) in the rice-paddy-and-hill country of South Vietnam between two treacherous regions the marines called Dodge City and the Arizona Territory. There his task was to stop the North Vietnamese from firing rockets into Danang. Before he got there, the rocket attacks in his patrol area were happening once or even twice a week. In the three months he was in the bush, there was only one.