Links. Date: yzmk. Basketball:

Transcription

1 Links Date: yzmk Basketball:

2 Implicit Bias Hazards for Visionary Diversity Leadership in the Dental Profession Uncovering Our Blind Spots ADEA Minority Dental Faculty Development and Inclusion Program Sharon L. Davies Executive Director, Kirwan Institute for the Study of Race and Ethnicity Gregory H. Williams Chair in Civil Rights & Civil Liberties Vice Provost for Diversity & Inclusion & Chief Diversity Officer, The Ohio State University

3 #1: We all have blind spots The key is understanding those blind spots and how they can affect our day-to-day lives and the work that we do.

4

5 Thinking Fast and Slow. System 1 Very fast Unconscious Effortless Automatic Uses associative memory System 2 Slower Conscious Effortful Controlled Deliberative Image credit: MacMillan Publishers

6

7 Night and Black and Young and

8 I culond t blveiee taht I culod aulaclty uesdnatnrd waht I was rdanieg.

9 Aoccdrnig to a rscheearchr at Cmabrigde Uinervtsy, it deosn't mttaer in waht oredr the ltteers in a wrod are, the olny iprmoatnt tihng is taht the frist and lsat ltteer be in the rghit pclae. The rset can be a taotl mses and you can sitll raed it wouthit a porbelm. Tihs is bcuseae the huamn mnid deos not raed ervey lteter by istlef, but the wrod as a wlohe. Amzanig huh?... and I awlyas thuhogt slpeling was ipmorantt.

10 System 2 Reasoning, calculating, etc. 17 x 24

11 System 2 Concentration. An Awareness Test.

12 #2: If our cognitive load is compromised, we are more likely to miss information. Image credit:

13 Red Blue Orange Brown Green Blue Orange Red Brown Red Orange Green Brown Red Green Orange Red Blue Green Orange

14 #2: System 1 is our default processing mechanism. We rely on System 1 cognitive processing more often than we realize. To avoid errors caused by associative processing, we sometimes have to slow down.

15 Understanding Our Blind Spots

16 Common blind spots linked with identity. Race/Ethnicity Veteran Status Gender Ability Status Age Sexual Orientation Socioeconomic Status

17 So, What is Implicit Bias? Attitudes, both favorable and unfavorable, that are activated without awareness or intentional control These biases are different from and sometimes in contrast to explicit, selfreported beliefs... Implicit biases result from normal human cognitive processes and are therefore applicable to everyone. They develop across the life course as a result of socialization and exposure to certain messages within a culture. Implicit bias can affect behaviors and can result in discrimination, or the differential treatment of individuals based on their group membership. Implicit bias can also be internalized by those being subjected to it and can affect their performance as well as psychological and physical health. As is the case with attitudes generally, implicit bias is malleable, and new attitudes can be learned that replace or override previously learned associations.

18 So, What is Implicit Bias? Attitudes, both favorable and unfavorable, that are activated without awareness or intentional control These biases are different from and sometimes in contrast to explicit, selfreported beliefs... Implicit biases result from normal human cognitive processes and are therefore applicable to everyone. They develop across the life course as a result of socialization and exposure to certain messages within a culture. Implicit bias can affect behaviors and can result in discrimination, or the differential treatment of individuals based on their group membership. Implicit bias can also be internalized by those being subjected to it and can affect their performance as well as psychological and physical health. As is the case with attitudes generally, implicit bias is malleable, and new attitudes can be learned that replace or override previously learned associations.

19 Male height and leadership. Gladwell, Malcolm. (2005). Blink: The Power of Thinking Without Thinking. Little, Brown, & Co.: New York.

20 Leadership and Physical Stature Percentage 6' or taller Percentage 6'2" or taller 70% 60% 58.0% 50% 40% 30% 20% 10% 0% 14.5% U.S. Men 4% 30% Fortune 500 Company CEO Gladwell, Malcolm. (2005). Blink: The Power of Thinking Without Thinking. Little, Brown, & Co.: New York.

21 Guess Who? Norton, Michael I. and Evan P. Apfelbaum. (2013). The Costs of Racial Color Blindness. Harvard Business Review

22 Looting or surviving a disaster?

23 So, What is Implicit Bias? Attitudes, both favorable and unfavorable, that are activated without awareness or intentional control These biases are different from and sometimes in contrast to explicit, selfreported beliefs... Implicit biases result from normal human cognitive processes and are therefore applicable to everyone. They develop across the life course as a result of socialization and exposure to certain messages within a culture. Implicit bias can affect behaviors and can result in discrimination, or the differential treatment of individuals based on their group membership. Implicit bias can also be internalized by those being subjected to it and can affect their performance as well as psychological and physical health. As is the case with attitudes generally, implicit bias is malleable, and new attitudes can be learned that replace or override previously learned associations.

24 Real World Implications

25 The Implicit Association Test (IAT) Measures the relative strength of associations between pairs of concepts. Dr. Anthony Greenwald The stronger the implicit associations, the less time to pair, and folks make fewer matching errors. Photo source:

26 & & &

27 Implicit Association Test (IAT) - Race IAT ex.

28 #3: Our Implicit Biases & Explicit Beliefs/Commitments Don t Always Align

29 The Doll Test 2 9

30 Implicit Bias can Affect Employment Decisions The Intended Process Recruit a diverse range of candidates Interview & select the top talent Promote based on the performance review IB impacts where & how recruitment takes place The Actual Process IB skews perceptions and selection of candidates IB impacts the professional experiences of staff

31 Getting the Job Blind Auditions Image credit. Goldin & Rouse (2000). Orchestrating Impartiality: The Impact of Blind Auditions on Female Musicians. The American Economic Review 90(4):

32 Bertrand, M. & Mullainathan, S. (2004). Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. The American Economic Review 94(4): Can an applicant s name impact the likelihood of receiving a callback from employers? 5,000+ Resumes 1,300+ Job ads Boston & Chicago

33 Resumes with White sounding names received 50% more call backs than those with Black sounding names. Resumes with White sounding names received 1 call back for every 10 resumes distributed. Resumes with Black sounding names received 1 call back for every 15 resumes distributed. Bertrand, M. & Mullainathan, S. (2004). Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. The American Economic Review 94(4):

34 Does Quality Matter? High quality resumes with Black names received fewer callbacks than lowquality resumes with White names. A White name yields as many more call-backs as an additional eight years of experience on a resume (p. 992). Bertrand, M. & Mullainathan, S. (2004). Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. The American Economic Review 94(4):

35 Jennifer or John? Can an applicant s gender impact how science faculty perceive them? Moss-Racusin, Corrine A. et al. (2012). Science faculty s subtle gender biases favor male students. PNAS 109(41): Image credit

36 John & Jennifer were assessed in four categories Hireability Competence Willing to Mentor Salary Offering Moss-Racusin, Corrine A. et al. (2012). Science faculty s subtle gender biases favor male students. PNAS 109(41):

37 Faculty Responses John Jennifer Competence Hireability Mentoring Moss-Racusin, Corrine A. et al. (2012). Science faculty s subtle gender biases favor male students. PNAS 109(41):

38 Average Salary Offer Jennifer $26,508 John $30,328 Moss-Racusin, Corrine A. et al. (2012). Science faculty s subtle gender Reference biases favor male students. PNAS 109(41):

39 How Did Male and Female Faculty Rate John? Male Faculty Female Faculty Competence Hireability Mentoring Ratings for John Moss-Racusin, Corrine A. et al. (2012). Science faculty s subtle gender biases favor male students. PNAS 109(41):

40 How Did Male and Female Faculty Rate Jennifer? Male Faculty Female Faculty Competence Hireability Mentoring Ratings for Jennifer Moss-Racusin, Corrine A. et al. (2012). Science faculty s subtle gender biases favor male students. PNAS 109(41):

41 Perceptions of writing competency Reeves, A. N. (2014). Written in Black and White: Exploring confirmation bias in racialized perceptions of writing skills Yellow Paper Series. Chicago, IL: Nextions.

42 Partners found more errors in the memo written by the African American Thomas Meyer Spelling Errors Technical Errors Factual Errors 5.8/ / / / / /5.0 African American Thomas Meyer Caucasian Thomas Meyer Reeves, A. N. (2014). Written in Black and White: Exploring confirmation bias in racialized perceptions of writing skills Yellow Paper Series. Chicago, IL: Nextions.

43 Perceived Differences in Quality 3.2/5.0 African American Thomas Meyer 4.1/5.0 Caucasian Thomas Meyer Reeves, A. N. (2014). Written in Black and White: Exploring confirmation bias in racialized perceptions of writing skills Yellow Paper Series. Chicago, IL: Nextions.

44 Comments of the partners regarding the quality of the memo differed too African American Thomas Meyer needs lots of work can t believe he went to NYU Caucasian Thomas Meyer generally good writer but needs to work on has potential average at best good analytical skills Reeves, A. N. (2014). Written in Black and White: Exploring confirmation bias in racialized perceptions of writing skills Yellow Paper Series. Chicago, IL: Nextions.

45 Unconscious Confirmation Bias The tendency to look for things that confirm our beliefs, and to ignore or disregard things that contradict our beliefs. Ross, H. (2014). Everyday Bias: Further explorations into how the unconscious mind shapes our world at work.: Cook Ross Inc. Image Credit.

46 We see what we expect to see. The partners expected more errors, and lesser quality, in the memo written by the African American male. and/or The partners expected fewer errors, and higher quality, in the memo written by the Caucasian male. Reeves, A. N. (2014). Written in Black and White: Exploring confirmation bias in racialized perceptions of writing skills Yellow Paper Series. Chicago, IL: Nextions.

47 So, What is Implicit Bias? Attitudes, both favorable and unfavorable, that are activated without awareness or intentional control These biases are different from and sometimes in contrast to explicit, selfreported beliefs... Implicit biases result from normal human cognitive processes and are therefore applicable to everyone. They develop across the life course as a result of socialization and exposure to certain messages within a culture. Implicit bias can affect behaviors and can result in discrimination, or the differential treatment of individuals based on their group membership. Implicit bias can also be internalized by those being subjected to it and can affect their performance as well as psychological and physical health. As is the case with attitudes generally, implicit bias is malleable, and new attitudes can be learned that replace or override previously learned associations.

48 Guarding Against Blind Spots Aligning Intentions with Outcomes

49 Good news! Neuroplasticity CELLS THAT FIRE TOGETHER WIRE TOGETHER! Pascual-Leone, A., Freitas, C., Oberman, L., Horvath, J. C., Halk, M., Eldaief, M.,... Rotenberg, A. (2011). Characterizing brain cortical plasticity and network dynamics across the age-span in health and disease with TMS-EEG and TMS-fMRI. Brain Topogr, 26,

50 Identify Your Own Implicit Biases.

51 Awareness matters but it isn t enough. Being aware of implicit bias is not enough to remove, overcome, or dismantle its effects on decision-making. Ignoring our biases or denying them is ineffective. Instead acknowledge the potential for bias and take steps to ensure it is not affecting your decision-making. Elek, J. K., & Hannaford-Agor, P. (2014). Can Explicit Instructions Reduce Expressions of Implicit Bias? New Questions Following a Test of a Specialized Jury Instruction: National Center for State Courts.

52 Improve Decision-making by slowing down. Take appropriate time and space to limit constraints on mental process. National Center for State Courts. Strategies to Reduce the Influence of Implicit Bias Helping Courts Address Implicit Bias (pp. 1-25). Image source.

53 Implicit Bias is changeable. Attitudes, both favorable and unfavorable, that are activated without awareness or intentional control These biases are different from and sometimes in contrast to explicit, selfreported beliefs... Implicit biases result from normal human cognitive processes and are therefore applicable to everyone. They develop across the life course as a result of socialization and exposure to certain messages within a culture. Implicit bias can affect behaviors and can result in discrimination, or the differential treatment of individuals based on their group membership. Implicit bias can also be internalized by those being subjected to it and can affect their performance as well as psychological and physical health. As is the case with attitudes generally, implicit bias is malleable, and new attitudes can be learned that replace or override previously learned associations.

54 Increase Cognitive Control With Mindfulness Instead of struggling to get away from experiences we find difficult, we practice being able to be with them. - Karen Kiddel Wegala Ph.D. Image Credit: Rocks

55 It is possible to alter unwanted biases. Six weeks of practicing loving kindness meditation aimed at increasing empathy toward Homeless & Black people was shown to decrease levels of unfavorable implicit bias. Kang, Y., Gray, J. R., & Dovidio, J. F. (2014). The Nondiscriminating Heart: Lovingkindness Meditation Training Decreases Implicit Intergroup Bias. Journal of Experimental Psychology, 143(3),

56 Build New Associations Through Intergroup Contact. Equal status within the contact situation Intergroup cooperation Common goals Allport, G. W. (1954). The Nature of Prejudice. Cambridge, MA: Addison-Wesley. Peruche, B. M., & Plant, E. A. (2006). The Correlates of Law Enforcement Officers' Automatic and Controlled Race-Based Responses to Criminal Suspects. Basic and Applied Social Psychology, 28(2),

57 Question ambiguous concepts, like fit. It is often said that we want someone who fits with the culture of the organization... But what is fit? Image Credit.

58 Utilize Data and question your objectivity. Logging data can help establish that bias may be an issue and can help inform next steps. Question your gut reactions to specific individuals or groups as potential indicators of implicit bias. Set clear goals, track progress, & analyze trends powell, j. a. (2015). Implicit Bias and Its Role in Philanthropy and Grantmaking. Responsive Philanthropy(2). Williamsburg, VA. Blair, I. V., Steiner, J. F., and Havranek, E. P. (2011). Unconscious (Implicit) Bias and Health Disparities: Where Do We Go Reference From Here? The Permanente Journal 15(2): 71-78

59 So, What is Implicit Bias? Attitudes, both favorable and unfavorable, that are activated without awareness or intentional control These biases are different from and sometimes in contrast to explicit, selfreported beliefs... Implicit biases result from normal human cognitive processes and are therefore applicable to everyone. They develop across the life course as a result of socialization and exposure to certain messages within a culture. Implicit bias can affect behaviors and can result in discrimination, or the differential treatment of individuals based on their group membership. Implicit bias can also be internalized by those being subjected to it and can affect their performance as well as psychological and physical health. As is the case with attitudes generally, implicit bias is malleable, and new attitudes can be learned that replace or override previously learned associations.

60 THE BIG IDEA Much of our cognition is unconscious. Our associations may be the result of overgeneralized, distorted beliefs and stereotypes. Our implicit associations may not necessarily align with our explicit beliefs. There are key circumstances in which we are most like to make decisions based on implicit biases: Ambiguous or incomplete information; Depleted cognitive load; Time constraints.

61 Recommended Reading Blindspot: Hidden Biases of Good People Mahzarin R. Banaji and Anthony G. Greenwald February 2013 Book cover image credit.

62 State of the Science: Implicit Bias Review

63 Questions/Discussion?