This greatly depends on how the IAT is constructed and what it is measuring. IATs are wonderful at shining a light on implicit preferences or biases we have that we may not know about. There is also a large body of research that shows that IATs are predictive of workplace racial, gender and weight discrimination.
For example, Agerström and Rooth (2011) found that IAT scores predicted whether obese job applicants would be invited for an interview. The more hiring managers linked obese people with low performance, the less likely they were to invite obese job applicants for an interview.