Transcript Implicitly Inhibiting the Impact of Implicit Bias

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!
[email protected]
©2007 The Board of Regents of the University of Nebraska
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