got bias? (oregon d&i conference) joe gerstandt

Got Bias?@joegerstandt

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youtube.com/joegerstandt

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good person

This is a good

person.

good person bad person

This is a good

person.

bad person

It requires no hatred or fear

to assign meaning to (or

judge) the things that we

see, we do it automatically.

The problem is that we

forget, do not realize, or

deny that this even

happens.

Bias is…

A tendency or

inclination

that results in

judgment

without

question.

• mental shortcut

• automatic association

automatic associations without:

• awareness

• intention

• control

These often conflict with our

conscious attitudes,

behaviors, and intentions.

What is Unconscious Bias?

What

does

a

pilot

look

like?

Less than 15% of American men

are over six foot tall, yet almost

60% of corporate CEOs are over

six foot tall. Less than 4% of

American men are over six foot,

two inches tall, yet more than

36% of corporate CEOs are over

six foot, two inches tall.

Timothy A. Judge, Ph.D., University of Florida, and Daniel M.

Cable, Ph.D., University of North Carolina

What about…

What about…

accent?

What about…

accent?

Boaz Keysar, Shiri Lev-Ari, Univ. of

Chicago and Tel Aviv Univ

What about…

accent?



weight?

@joegerstandt

What about…

accent?



weight?

Bowling Green University

What about…

accent?



weight?


Yale Rudd Center for Food Policy &

Obesity

What about…

accent?



weight?


Yale Rudd Center for Food Policy &

Obesity

race?

Written in Black & White Exploring Confirmation Bias in Racialized Perceptions of Writing Skills

Deliberately inserted 22 different

errors, 7 of which were minor

spelling/grammar errors, 6 of which

were substantive technical writing

errors, 5 of which were errors in fact,

and 4 of which were errors in the

analysis of the facts in the Discussion

and Conclusion sections.

While all of the partners received the

same memo, half the partners received

a memo that stated the associate was

African American while the other half

received a memo that stated the

associate was Caucasian.

60 partners

23 women/37 men

21 racial

minorities

22 law firms


60 partners

23 women/37 men

21 racial

minorities

22 law firms

Caucasian Thomas

grammatical 2.9/7

technical 4.1/6

factual 3.2/5

edits 11


60 partners

23 women/37 men

21 racial

minorities

22 law firms

Caucasian Thomas

grammatical 2.9/7

technical 4.1/6

factual 3.2/5

edits 11

African American Thomas

grammatical 5.8/7

technical 4.9/6

factual 3.9/5

edits 29

amygdala:

processing

and memory of

emotional

reactions,

especially fear

anterior

cingulate cortex:

autonomic

functions, rational

functions

(decision-making,

empathy, reaction

to reward,

emotion, etc.)

System

One

Thinking

“Fast

Brain”

System

One

Thinking

“Fast

Brain”

automatic, incredibly fast, with

little or no effort and no sense

of voluntary control:

• detect that one object is more

distant than another

• orient to the source of a sound

• complete the phrase “bread

and…”

• detect hostility in a voice

• answer 2+2=?

• drive a car on an empty road

• automatic responses

Fast. Efficient.

Not terribly accurate.

pre-frontal

neocortex:

perceptual

awareness,

thought,

language, and

consciousness

System

Two

Thinking

“Slow

Brain”

System

Two

Thinking

“Slow

Brain”

allocates attention to the

effortful mental activities that

demand it…concentration,

effort, intention are involved:

• look for a woman with white

hair

• monitor the appropriateness of

your own behavior

• fill out a tax form

• answer 97+23+19=?

• park in a narrow space

• intentional responses

Slow. Inefficient. Very accurate.

System

Two

Thinking

“Slow

Brain”

System

One

Thinking

“Fast

Brain”

You are not responsible

for your first thought.

But you are responsible

for your second thought

and your first

action…that is where

your power lies.

Do stuff.

1.Own it.

2.Look for it.

3.Challenge it.

4.Change your

associations.

social network analysis

From time to time people

discuss important matters with

other people. Looking back over

the past six months, who are the

people with whom you

discussed matters important to

you?


Consider the people you

communicate with in order to get

your work done. Of all the

people you have communicated

with during the last six months,

who has been the most

important for getting your work

done?


Consider an important project or

initiative that you are involved in.

Consider the people who would

be influential for getting it

approved or obtaining the

resources you need. Who would

you talk to, to get the support

you need?


Who do you socialize with?

(spending time with people after

work hours, visiting one another

at home, going to social events,

out for meals and so on) Over

the last 6 months, who are the

main people with whom you

have socialized informally?

Using data from actual auditions for 8

orchestras over the period when

screens were introduced, auditions with

screens substantially increased the

probability that women were advanced

(within the orchestra) and that women

were hired. These results parallel those

found in many studies of the impact of

blind review of journal article

submissions.Caffrey, M. (1997, May 12). Blind auditions help women. Princeton Weekly

Bulletin. Based on Goldin, C & Rouse, C. (2000). Orchestrating impartiality:

The impact of “blind” auditions on female musicians. American Economic

Review, 90, 715–741.

joegerstandt.comlinkedin.com/in/joegerstandt

youtube.com/joegerstandt

[email protected]

twitter.com/joegerstandt

slideshare.net/joeg

402.740.7081

Thank you!

got bias? (oregon d&i conference) joe gerstandt

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