Motives to Reduce Bias
Reasons to reduce personal biases: | ||
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Create a more equitable society | Eliminate prejudices against people or groups you didn't even know you had | Recognizing your own biases is the first step in building strong relationships and communities |
Implicit biases often diverge or differentiate from what one states, thinks, or feels they really believe | Biases almost always work to the detriment of the lower status group | Implicit biases are powerful determinants of behavior |
Eliminating biases helps remove | Reduce discrimination due to implicit biases | Implicit biases are malleable, thus behaviors can be changed |
Individual Strategies to ReduceImplicit Bias Effects
Deliberative, Conscious Processing |
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Implicit bias occurs because of automatic thinking. Conscious, deliberative thinking minimizes and potentially disrupts the link between implicit biases and overt actions. Take time to process information and consider how implicit bias(es) may be influencing decisions. Suggestions
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Perspective Taking |
Perspective taking increases empathy. Dialogue and communication with members from other groups creates an inclusive culture. Engage in respectful dialogue and actively listen to different others’ points of view. Suggestions
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Intergroup Contact |
Positive interaction with other groups’ members decreases the likelihood that biases will be applied. Engage in activities that include individuals from diverse backgrounds. Interact with members of groups with which one does not usually come into regular contact. Suggestions
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This content was adapted from the following sources:
Carnes, M., et al. (2015). The effect of an intervention to break the gender bias habit for faculty at one institution: A cluster randomized, controlled trial. Academic Medicine, 90, 221-230.
Corrice, A. Unconscious bias in faculty and leadership recruitment: A literature review. (2009, August). Analysis in Brief. Retrieved from https://www.aamc.org/download/102364/data/aibvol9no2.pdf
Devine, P. G., Forscher, P. S., Austin, A. J., & Cox, W. T. L. (2012). Long-term reduction in implicit race bias: A prejudice habit-breaking intervention.Journal of Experimental Social Psychology,48(6), 1267–1278. http://doi.org/10.1016/j.jesp.2012.06.003
Google (2016). Google's Unconscious Bias @ Work Facilitator Guide. Retrieved from https://rework.withgoogle.com/guides/unbiasing-hold-everyone-accountable/steps/give-your-own-unbiasing-workshop/
Handout prepared by Drs. Adam Fingerhut and Nora A. Murphy, Department of Psychology, Loyola Marymount University 2017.
Structural Strategies to ReduceImplicit Bias Effects
Allow ample time for decision-making |
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Conscious, deliberative thinking minimizes and potentially disrupts the link between implicit biases and overt actions. Provide time for important decision-making. Suggestions
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Consider the organizational environment |
Subtle messages could be conveyed via physical and social environments. Suggestions
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Require accountability |
Having individuals, programs, and departments accountable for their decision-making potentially disrupts the link between implicit biases and overt actions. Suggestions
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Collect and analyze data |
Document patterns and outcomes over time to uncover successful and unsuccessful strategies. Suggestions
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Conduct structured interview processes |
Setting criteria ahead of time helps reduce the possibility of implicit bias affecting candidates. Set criteria to assess job skills needed for successful job performance. Suggestions
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Create an inclusive environment and increase implicit bias awareness |
An open-dialogue environment encourages communication. Increased bias literacy reduces potential bias effects. Create an open culture where individuals can acknowledge their biases and can respond to others’ biases. Suggestions
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Content was adapted from the following sources:
Carnes, M., et al. (2015). The effect of an intervention to break the gender bias habit for faculty at one institution: A cluster randomized, controlled trial.Academic Medicine, 90, 221-230.
Corrice, A. Unconscious bias in faculty and leadership recruitment: A literature review. (2009, August).Analysis in Brief. Retrieved fromhttps://www.aamc.org/download/102364/data/aibvol9no2.pdf
Devine, P. G., Forscher, P. S., Austin, A. J., & Cox, W. T. L. (2012). Long-term reduction in implicit race bias: A prejudice habit-breaking intervention.Journal of Experimental Social Psychology,48(6), 1267–1278. http://doi.org/10.1016/j.jesp.2012.06.003
Google (2016).Google's Unconscious Bias @ Work Facilitator Guide. Retrieved fromhttps://rework.withgoogle.com/guides/unbiasing-hold-everyone-accountable/steps/give-your-own-unbiasing-workshop/
Prepared by Drs. Adam Fingerhut and Nora A. Murphy, Department of Psychology, Loyola Marymount University 2017.