Implicitly Inhibiting the Impact of Implicit Bias March 2013 ADVANCE PI Meeting Julia McQuillan, Patricia Hill, Mary Anne Holmes What is implicit bias? Automatic Associations (Scientist = Male) Who has implicit biases? Even the most wellintentioned person unwillingly allows unconscious thoughts & feelings to influence apparently objective decisions. ~ M. Banaji 4 Benefits: Diversity creates more innovation (Scott Page 2007) Challenge: automatic ingroup preferences, more work to communicate, tokenism if < 30%, need a common goal Gender Inequality Persists because of cognitive gender “Frames” How can I learn more – in an enjoyable way? https://implicit.harvard.edu/implicit/ Can’t professors judge ‘excellence’ without gender frames interfering? Lamont observed academic review panels - Quality is the goal - Many biases (e.g. disciplines, institutional prestige) How can we limit the impact of Implicit Bias? • Accountability • Formal Systems – details • Heterogeneous Groups • Inter-Group Contact • Create new associations What is the ADVANCE-Nebraska team doing about Implicit Attitudes? • Faculty Committee • – raise awareness – Best practices – Presentations • New Images/Associations – Speakers – Paths to Success – Showcase visits – Conversations • Data – available/here • Rubrics Is awareness necessary? Potential Benefits: • • • • Action to limit damage Creativity in limiting impact Openness to data Realization that everyone needs help minimizing the impact of implicit bias • Willingness to slow down • Acceptance of rubrics Is awareness Unnecessary? Can we implicitly inhibit implicit bias? * Enhance clarity/reduce ambiguity – Create Rubrics for hiring, T&P, evaluation – Data for review organized for comparison *Accountability – Data patterns – relative to pools – consequences of underrepresentation – Ask for accounts of decisions *Adequate time for careful review – Reward review work/provide time – Equity advocates/procedure focus *Create new implicit Associations – Images that disrupt implicit associations (e.g. more images of women in STEM) – Extra efforts/constantly searching – Showcase visits (new association Thank you! firstname.lastname@example.org ©2007 The Board of Regents of the University of Nebraska Implicit Bias References www.implicit .harvard .edu, http://wiseli.engr.wisc.edu/ Aberson, C.L., & S. C. Haag, 2007. Contact, perspective taking, and anxiety as predictors of stereotype endorsement, explicit attitudes, and implicit attitudes. Group Processes & Intergroup Relations 10(2), 179-201. Armor, D. A. (999). 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