unconscious bias - astrophysicsastro.uchicago.edu/pdf/joan-schmelz-2016-05-20.pdf · 20/05/2016...
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UnconsciousBias
“Ifyouaskedmetonamethegreatestdiscoveriesofthepast50years,alongsidethingsliketheinternetandtheHiggsparticle,Iwouldincludethediscoveryofunconsciousbiases...”
-Prof.NancyHopkins MITProfessorofBiology BostonUniversityGraduation May18,2014
UnconsciousBias� Expectationsorstereotypesinfluenceourjudgmentsofothers(regardlessofourowngroup).
� Gender:� Menjudgingwomen;womenjudgingwomen� MenandwomenBOTHdownplaythecontributionsofwomen
� Race/ethnicity� Whitesjudgingminorities;minoritiesjudgingminorities� WhitesandminoritiesBOTHdownplaythecontributionsofminorities
� Unconsciousbiasis� NOTdiscrimination� NOTprejudice
Schema� Awell-dressedbusinessmandrawsaknifeonavagrant.� Theonlookersmay(andoftendo)"remember"thevagrantpullingtheknife.
� Resultsofthesestudiesarestartingtoquestionthereliabilityofeyewitnesses.
FromWikipedia,thefreeencyclopedia
Schemas…
� influencegroupmembers’expectationsabouthowtheywillbejudged.
� allowefficient,ifsometimesinaccurate,processingofinformation.
� oftenconflictwithconsciouslyheldor“explicit”attitudes.
� changebasedonexperience/exposure.
Nosek,Banaji,&Greenwald(2002).GroupDynamics:Theory,ResearchandPractice,6,101-115.Fiske,Cuddy,Glick,&Xu(2002).JournalofPersonalityandSocialPsychology,82(6),878-902.
Schemasareappliedmoreoftenundercircumstancesof:
� Lackofcriticalmass
� Timepressure� Stressfromcompetingtasks
� Ambiguity(includinglackofinformation)
Fiske(2002).CurrentDirectionsinPsychologicalScience,11,123-128.
WhenDoSchemasAffectEvaluationOutcomes?
� Resumes� Jobcredentials� Fellowships� Hiring� Awards� Promotion� ProposalReviews
� 1970s:womenwererareintheupperechelonsoftheclassicalmusicprofession
� 1980:premiereorchestras–Boston,Cleveland,ChicagoPhiladelphia&NY–only10%women
� Despiteapoolofwell-qualifiedgraduatesfromplaceslikeJuilliard-~45%women.
Example:America’sSymphonyOrchestras
Schema:Virtuoso=Male� “Themorewomen,thepoorerthesound.”
� “Womenhavesmallertechniquesthanmen.”
� “Womenaremoretemperamentalthanmenandmorelikelytodemandspecialattention.”
� “Ijustdon’tthinkwomenshouldbeinanorchestra.”--ZubinMehta
BlindAudition
� Duringauditions:screeninsertedbetweenmusicianandjudge
� Results:%womeninAmerica’smajorsymphonyorchestrasincreasesto>40%!
Goldin&Rouse(2000)Amer.Econ.Rev.,90,715
Virtuoso=Male
Whatisthescienceequivalentoftheblindaudition?
• UsedablindapplicationprocessfortworecentSeniorExecutiveService(SES)classes.
• Namesofcandidateswereexcludedfromthepaperworkreviewedbyselectionpanels.
• 2009-15,percentageofwomenintheSESatUSDAincreasedby41%!
AgricultureDepartment
UnconsciousBias:Gender� Teamsofmaleandfemale
universitypsychprofs(searchcommittees)
� Evaluatecandidatesforanopenposition(assistprofofpsych)
� ApplicationpackagesforKarenandBrianareidenticalexceptforname
� Searchcommitteespreferred2:1tohireBrianoverKaren
� Whenevaluatingamoreexperi-encedrecord(tenure),reservationsexpressed4timesmoreoftenforKarenthanforBrian
Brian
Karen
Steinpreis,Anders,&Ritzke(1999)SexRoles,41,509.
UnconsciousBias:Race� Lakishahadtosend15resumestogetacallback,comparedto10neededbyEmily
� Lakishaneeded8moreyearsofexperiencetogetasmanycallbacksasEmily
� Thehighertheresumequality,thelargerthegapbetweencallbacksforEmilyandLakisha
Emily
Lakisha
Bertrand&Mullainathan(2004)PovertyActionLab,3,1-27.
UnconsciousBias:Mothers
Whenevaluatingidenticalapplications:� Evaluatorsratedmothersaslesscompetentandcommittedtopaidworkthannonmothers.
� Prospectiveemployerscalledmothersbackabouthalfasoften.
� Motherswerelesslikelytoberecommendedforhire,promotion,andmanagement.
� Motherswereofferedlowerstartingsalaries.
“Nonmother”
Mother
Correll,BenardandPaik(2007)AmericanJournalofSociology,112(5),1297-1338.
ActiveinPTA
UnconsciousBias:Fathers
Whenevaluatingidenticalapplications:� Fatherswerenotdisadvantagedinthehiringprocess.
� Fatherswereseenasmorecommittedtopaidwork.
� Fatherswereofferedhigherstartingsalaries.
“Nonfather”
Father
Correll,BenardandPaik(2007)AmericanJournalofSociology,112(5),1297-1338.
ActiveinPTA
ImplicitAssociationTest
� Thinkunconsciousbias=consciousprejudice?� Thinkyoudon’thaveunconsciousbiases?� TrytakingtheHarvardImplicitAssociationTest:https://implicit.harvard.edu/implicit/
LettersofRecommendationforSuccessfulMedicalSchoolFaculty
Lettersformen:• Longer• Morereferencesto:
• CV• Publications• Patients• Colleagues
Lettersforwomen:• Shorter• Morereferencestopersonallife• More“doubtraisers”(hedges,
faintpraise&irrelevancies)“It’samazinghowmuchshe’s
accomplished.”“Itappearsherhealthisstable.”“Sheisclosetomywife.”
Trix&Psenka(2003)Discourse&Society,Vol14(2):191-220;Martin,Hebl&Madera(2009)JourofAppliedPsych,Vol.94,No.6,1591–1599.
“Heisanestablishedleader”vs.“Shemightmakeanexcellentleader”
Trywritingagender-neutralletter:He/sheisasweetyoungthing.
WhatCanWeDoaboutUnconsciousBias?
� Awareness� Policies� Practices� Accountability
BIAS
Howdowestartajobsearch?
1. Formasearchcommittee2. Writeanadtargetingaspecificsub-discipline3. Advertizetheposition4. Waitfortheapplicationstopourin
0.RecruitmentoftheApplicantPool
Ifyoufollowthisstandardpractice,oddsarethattheracialandgenderdiversityofyourapplicantpoolwilllookalotlikeyourcurrentdept.Ifyouwantthepooltobemorediverse,youhavetoworkabitharder.
QuotasorAffirmativeAction
RecruitmentoftheApplicantPool
� Recruitproactivelyyear-round
� Recruitspecificallyforunderrepresentedgroups
� Useof“opensearches”(broadvs.narrowjobdefinitions)
� Ifpossible,advertizeformultiplepositionsatonce(clusterhiring).
Howdowecontinueajobsearch?
1. Searchcommitteepicks‘best’candidates2. Applicationssitinaserver3. Facultyinvitedtobrowsethroughthefiles4. ‘Best’candidatesareinvitedtocampus
Thisistheeasiest,leastpainfulwaytogothroughthisprocess.Effortsmaybemadetoavoidconsciousbiasandprejudice,butopportunitiesaboundforunconsciousbiasdominatetheselection.
CandidateEvaluationTool
http://www.umich.edu/%7Eadvproj/CandidateEvaluationTool.doc
1.AreYOUqualifiedtoevaluatethecandidate?
CandidateEvaluationTool
http://www.umich.edu/%7Eadvproj/CandidateEvaluationTool.doc
2.Criteriaforevaluatingeachcandidate:
Howshouldweevaluatecandidates?
1. Setcriteriabeforelookingatapplications2. Evaluateallapplicationsbasedonthesamecriteria3. Allcandidatesthatmeetthecriteriabecomepartof
the“longshortlist”4. Alllongshortlistcandidatesgetphoneinterviews
WaystoMitigateBias� Increaseawarenessofhowimplicitbiasesmightaffectevaluation
� Decreasetimepressureanddistractionsinevaluationprocess
� Rateonexplicitcriteriaratherthanglobaljudgments
� Pointtospecificevidencesupportingjudgments
BauerandBaltes,2002,SexRoles9/10,465.
DiversityChecklist� DoIencouragewomentofollowtheirinterestsintermsofeducation
andcareerpath?
� DoImentorjuniorwomen&seekadvicefromseniorwomen?
� DoIdouble-checkandensureIamfairlyassessingallapplicantsfornewpositions,promotions,etc.?
� DoIincludewomeninlunches,gatherings,andtechnicaldiscussions?
� DoIlistentowomen’sopinionsinmeetingsanddoIshowsupportfor(some/manyof)theirideas?
� DoIhelpensurethatourworkspaceandrulesaccommodatewomen’sneeds?
� DoInominatewomenforawards/recognitions?
� DoIsuggestwomenasinvitedspeakers,co-organizers,etc.?
� DoIcongratulatewomenontheirsuccesses?
Excellencehasnogenderorraceorsexualorientation
SpecialthankstoAbigailStewart(Univ.ofMich.)forslides,references&information
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