Drawing on a case study of unconscious bias levels in the Australian Public Service (APS), findings suggest gender equality remains a concern for career prospects for women, particularly for Indigenous women when two-thirds of Indigenous employees in the APS are women. Additionally, age and length of service provide further insights into the implications for a workplace free of discrimination and prejudice. For example, male respondents across each successive age category show higher preference levels for Caucasian Australians than do female respondents. In this paper, I compare findings with results found in an Australian study reported by Shirodkar, (2019). Journal of Australian Indigenous Issues, 22, 3. The basis of both studies was the Australian Aboriginal Implicit Association Test (IAT) administered by Project Implicit. Arguably most importantly for the APS will be the need to convince senior managers to accept and act on the discriminatory effects of unconscious bias in Indigenous employment. Any policy response will need an enhanced understanding of unconscious bias, including a broader knowledge of Indigenous culture and gender equity in the APS. The framework presented at the end of this paper offers an opportunity to revisit the effectiveness of unconscious bias training for the APS.