Bias can be conscious or unconscious. The materials and events on this webpage help outline what bias is, the effects of bias, and how to combat it.
This presentation covers bias in the evaluation of job applicants.
STRIDE stands for Strategies and Tactics for Recruiting to Improve Diversity and Excellence. Northeastern University will be utilizing an adaptation of the University of Michigan developed STRIDE Recruitment Committee to support search committees in the hiring process. The STRIDE Committee is a team of NU faculty who aim to increase the diversity in applicant pools.
This presentation covers the bias in service appointment and work.
A blog posting on the NC STEM Community Collaborative website details how UNC Charlotte ADVANCE is addressing issues raised in two national reports: one by AAUW and the other by Campos Inc. for the Bayer Corporation. The studies point to ways to address the bias women can face in pursuing Science, Technology, Engineering and Math careers.
Covered on this webpage are descriptions through video of different kinds of stereotypes (e.g., Taking Care and Duty to Serve). Additionally included are videos of survival strategies.
There are two parts to this document. The first half discusses factors that can influence the number of diverse faculty members hired at your university. These factors are discrimination and harassment, lack of role models and encouragement, subtle bias, and work life balance. The second half of the document is ‘What is bad climate about anyway?’. It was put together by a committee on women. “To help members of university communities understand the environment that is experienced by many women, we have coll
This presentation explores the term 'fairness' in regards to male and female science faculty. The summary section includes areas of equal and unequal satisfaction, and recommendations are provided.
Covered on this webpage are descriptions through video of different kinds of stereotypes (e.g., Latina Stereotyping and Nurturer and Caretaker). Additionally included are videos of survival strategies.
A study of faculty and administrators’ perceptions of recruitment practices was initiated at UPRH in January 2004. The objective was to find out if faculty and administrators perceived gender bias in faculty recruitment practices. A questionnaire with eight structured and open-ended questions was sent to 249 faculty members and administrators. Faculty members were ...
This presentation covers understanding unconscious associations, demonstrations of biases, how bias can effect behavior, and breaking free of biases.
The University of Arizona’s ADVANCE program has put together a Stewardship Workgroup that “will foster responsibility for change within the university based on personal reflection and choice rather than on external pressure mandating behavioral compliance.” Their activities are listed on this webpage.
To help combat bias in the hiring process a workgroup was created at the University of Arizona: “to support and sustain institutional transformation against this bias, this workgroup will expand the methods for raising awareness of institutional bias and supporting unbiased actions.” Activities and people are listed on this webpage.
GVSU STRIDE is a committee of respected senior faculty who have become well-versed in the literature on how evaluation bias and other processes can limit women's professional advancement
This presentation covers the glass ceiling and gender bias in trying to attain academic leadership positions.
The decreasing representation of women at increasing levels of rank in academia is well documented; women are particularly underrepresented in the STEM disciplines at all ranks. Implicit associations, which are unconscious associations that occur automatically and quickly due to internalized stereotypes, may help explain women’s underrepresentation in certain disciplines and at higher ranks in the academic hierarchy.
Americans believe women have the right stuff to be political leaders. When it comes to honesty, intelligence and a handful of other character traits they value highly in leaders, the public rates women superior to men, according to a new nationwide Pew Research Center Social and Demographic Trends survey.
Social psychologists have addressed stereotyping, prejudice, and discrimination for nearly a century. Everyday prejudices ﬁrst seemed to lodge in abnormal personalities, pathological bigots who were exceptional (“bad apples”), but Freudian explanations proved inadequate. Purely cognitive explanations took their place, arguing that bias inevitably results from normal processes of categorization and association, often automatic. But this so-called cognitive miser account denies the role of intent, which does
This document is a list of tips on managing bias and relevant literature.
Dr. Marlene Zuk, gave a presentation and lead a discussion about bias in the evaluation of scholarship and its impact on the representation of women in science and engineering.
Past research on the effects of sex of rate on performance ratings has produced inconsistent results. The present study was an attempt to extend this literature in two ways.
Throughout the world, women leave their academic careers to a far greater extent than their male colleagues...
This document is an annotated bibliography organized into the groups: 1. What is the nature of the problem?:General analysis; 2. How does evaluation bias actually operate? 3. Strategies for reducing the impact of bias on judgments; 4. Dual career and work-family issues; and 5. Lesbian, gay, bisexual, and transgender issues.
The purpose of this study was to determine some of the factors that influence outside reviewers and search committee members when they are reviewing curricula vitae, particularly with respect to the gender of the name on the vitae.
Information on a discussion to generate ideas for recognizing and reducing unintentional bias in our everyday work. Those ideas are presented here, organized according to three themes: Departmental climate and culture, facilitation of faculty and staff meetings, and the role of leaders.
As a female professor, are you called rude and abrasive while your male colleagues who make similar statements are simply labeled assertive? Has your department head discouraged you from taking an assignment, saying that because you have children you might not be able to handle it?
This document covers how disrespect impairs performance, the power of inclusion, and what to do about it.
When women are required to fit into tightly defined feminine roles in order to be accepted, those who are willing to act as expected often end up in opposition to those who aren't." Covered additionally in this webpage are different types of stereotypes, scenario videos, and expert strategies.
These activities may help advance not only your new-hire, but also help maintain optimal conditions for success for all faculty in your department.
This presentation covers the topics: Understanding unconscious associations, Demonstration of or biases, How unconscious bias affects our behavior, and Breaking free of biases.
Faculty career stages have not been extensively studied in the literature on academic career development, and not much is known definitively about how faculty careers systematically unfold for female and male faculty.
The authors examined whether the performance-cue bias can be reduced by relying on groups as raters. Study participants (N = 333) were provided with feedback regarding the performance of a workgroup and, after observing the group, assigned to an individual or group rater condition to complete a behavioral rating instrument. Results revealed that when provided with positive (vs. negative) feedback, individuals attributed more effective and fewer ineffective behaviors to the workgroup; however, group ratings
This brochure offers easy steps for search committees and targets ways to avoid unconscious bias throughout the search process.
A. Findings from research in social psychology on stereotypic biases...
This document covers bias, and stereotypes in terms of number - and what to do about it.
Reported in this presentation is a study on gender differences of award recipients in cognitive and developmental psychology. This presentation was made at the 2008 ADVANCE PI Meeting for the Concurrent Session 1: Research and Contributions to the Literature.
"Advocates for gender equity in academia have been working to effect institutional change for thirty years and, while much has changed, numerous studies and reports make it clear that much remains the..."
This presentation covers how gender bias has become institutionalized and how it is subtle but effective. Some graphs and key examples of overheard comments are included.
Gender bias can differ according to the race of the woman involved. The fact that gender bias is racialized has important implications for each of the patterns of gender bias." Links to different types of diversity related stereotypes are included
We present 6 studies that demonstrate how casuistry licenses people to judge on the basis of social category information but appear unbiased—to both others and themselves—while doing so. In 2 domains (employment and college admissions decisions), with 2 social categories (gender and race), and with 2 motivations (favoring an in-group or out-group), the present studies explored how participants justify decisions biased by social category information by arbitrarily inflating the relative value of their prefer
The STRIDE program at the University of Michigan is introduced with this presentation. Started by its ADVANCE program, STRIDE works to decrease gender bias in the hiring process. What this program has found to be successful (e.g., skits), and how it became successful is explained. This presentation was given at the 2006 PI Meeting.
You may think you’ve never suffered or inflicted it. But are you sure you even know what it is? Gender bias is not the same as sex discrimination. It’s more subtle, more deeply embedded in cultural norms about what it means to be identified as a woman or a man.
This poster presentation describes a research study on biases in letters of recommendation.
These presentation slides from the 2009 Advancing Diversity at Virginia Tech workshop provide a primer on bias and ways to address it.
I refine several theoretical approaches into five hypotheses to test whether segregation, human capital, discrimination, and demographic inertia explain gender inequality among faculty at 'Big U.'
This webpage of a series of videos that cover how to cope with double blind bias in the work place. Example advice snippets are: "have a sense of humor" and "It's better to be respected.
This presentation on work-life balance covers the topics of the impact of gender, bias avoidance, seeking balance, references.
This presentation covers topics like explaining race and gender differences, minding the gap, stereotype threat, contextual cues, working memory capacity, and a stress-induced cognitive deficit model of stereotype threat.
To foster an awareness of unconscious bias and equity across the university through peer guidance; to mitigate and/or eliminate this unconscious bias through heightened awareness among the faculty; and to create formal roles for faculty members familiar with the data and research on gender equity that is relevant to their fields.
This document is a list of recommendations for dealing with bias in writing and reading letters of recommendation. An example is "Descriptive words may be used differently in evaluating members of different social groups.
Discourse on Leadership and Diversity - Second in series: "Gender stereotypes influence the perception of women (and men) in a variety of subtle and complex ways. Stereotypes may be automatically activated and guide how we interpret, explain, and evaluate the behaviors and performance of women versus men—often in ways that may be outside of conscious...
Presentation slides for faculty on good practices in faculty recruiting and gender biases in the search process. This is a supplement to the primary presentation.
This webpage of a series of videos that cover how to cope with gender wars in the work place. Example snippets are to engage in mentoring and to be aware and avoid.
Harvard’s Project Implicit uses an online test that helps individuals gain a greater awareness of their own unconscious preferences and beliefs. We often do not express our preferences and beliefs, either because we consider them private or because we are unaware of our own attitudes.
The decreasing representation of women at increasing levels of rank in academia is well documented; women are particularly underrepresented in the STEM disciplines at all ranks.
Gender bias falls into four basic patterns. Naming them makes it easier to spot them, and having a common language to describe the different types of bias makes it harder for others to shrug off or ignore complaints."
This document provides concise summaries of research related to unconscious gender bias in evaluation.
This webpage is a list of resources for the stewardship workgroup at the University of Arizona's ADVANCE Program. Their goal is to decrease unconscious bias by creating a climate of change instead of mandated rules and regulations. These resources are organized by different sessions (e.g., orientation, mentoring, service).
This webpage of a series of videos that cover how to cope with the maternal wall in the work place. Example advice snippets are to refocus attention and to understand it is a structural issue.
Currently in the design phase, this new WISELI workshop series introduces faculty to the concepts of unconscious biases and assumptions by treating the application of such biases as a "bad habit."
“To foster an awareness of unconscious bias within the recruitment process and mitigate and/or eliminate this unconscious bias through heightened awareness with the end goal of hiring a more diverse faculty. We will train individual faculty to give search committee orientations regarding the scientific research on how unconscious bias influences the recruitment and hiring process. Toolkits on conducting interviews will also be available to improve the likelihood of hiring the best candidates.”
To persuade department heads and directors that they are the primary stewards of faculty careers and equip them with perspectives and strategies needed to carry out this stewardship.
We all intend to be objective scholars who evaluate others based entirely on individual merit. But research shows that everyone brings social stereotypes and a lifetime of cultural experience to the evaluation process.
Presentation slides for faculty on good practices in faculty recruiting and understanding gender biases in the search process.
This paper contains an annotated bibliography on the following topics: tips on reading and writing letters of recommendation and written evaluations; understanding the ways that unconscious bias influences evaluations; a department head's daily life and evaluation; and, bias and the multi-level nature of evaluation. The latest publication on this list is from 2007.
This brochure discusses the unconscious biases held when reviewing applicants for a job. Topics include: examples of social assumptions and expectations; examples of assumptions or biases that can influence the evaluation of applicants; examples of assumptions or biases in academic job-related contexts; advice for minimizing the influence of bias and assumptions; and references.
This guide provides information about practices in hiring and promotion that, while unintentional, can put women and minorities at a significant disadvantage for success in academe. Specifically geared to department chairs in STEM disciplines, this guide offers suggestions on how to avoid unconscious bias in evaluating faculty during recruitment and promotion, as well as how to structure departmental procedures to yield the highest quality research and teaching.
On Wednesday, April 2, at 3:00 pm, the University of Michigan CRLT Players visited Blacksburg’s Lyric Theater to present a dramatization of faculty interactions designed to stimulate discussion about climate and collegiality. The performance and discussion lasted approximately 90 minutes, and was followed by a reception.
This presentation covers a project that looked at data about being a parent while in academia.
The number of women in science and engineering is growing, yet men continue to outnumber women, especially at the upper levels of these professions. In elementary, middle, and high school, girls and boys take math and science courses in roughly equal numbers, and about as many girls as boys leave high school prepared to pursue science and engineering majors in college. Yet fewer women than men pursue these majors. In 2010, AAUW published this comprehensive review of the literature on gender and STEM.
This week's issue of Nature features an interview with Nancy Hopkins, who is retiring this spring from MIT. In 2005 she famously walked out during a presentation by Larry Summers, then-president of Harvard University, when he suggested that innate differences might account for the lack of women in high-achieving roles in science. Read her reflections on her career as a women in molecular genetics.
he American Geophysical Union, AGU, along with the American Chemical Society, American Mathematical Society, American Society of Anesthesiologists, Mathematical Association of America, Society for Neuroscience, and Society for Industrial and Applied Mathematics are examining whether gender bias affects selection of recipients of society awards.
In the December issue of the American Sociological Review, Offer and Scheider examine multi-tasking as a source of gender inequality which could help explain previous findings that mothers feel more burdened and stressed than fathers, even as fathers contribute more to child rearing and housework. News media including NPR and the LA Times reported this research on Friday morning.
The ADVANCE Center for Women Faculty is partnering with theater performers to develop interactive experiences that address student’s implicit biases, prejudices, and stereotypes of women and minorities. The goal of this activity is to further educate students that respecting all faculty is part of the culture of Texas A&M.
The strongest predictor of success in recruiting women is the inclusion of women in search committees. The ADVANCE Center for Women faculty, in conjunction with the Dean of Faculties, is expanding existing gender bias training for all members of search committees, committees making decisions on tenure and promotion, and committees making decisions on university and college awards.
In addition to the evaluation component of the ADVANCE program, 6 social science research studies are being conducted in concert with a subset of the 12 ADVANCE activities.
The TAMU ADVANCE-IT initiative incorporates the facets of APA’s model of a Psychologically Healthy Workplace (PHW) to guide the activities towards creating a work culture that is supportive and free from bias for all individuals.
JSUAdvance proposes a 6-component program
The goal of Bias Prevention Training is to transform the informal culture of the university by providing information to employees designed to help them understand and eliminate bias. Focus Groups and other methods of transforming the informal culture will be established. All methods will be infused with bias prevention educational strategies. These strategies will be designed to educate and mitigate biases by examining and rectifying issues that impact the retention and promotion of STEM-SBS female faculty
This brochure gives an overview of NSF's ADVANCE program.
Gretal Leibnitz presentation at 2013 PI Meeting
Presentation on how the University of Nebraska ADVANCE program is educating faculty to mitigate the impact of implicit bias.
Presentation on the University of Illinois Chicago's programs to address implicit bias.
This presentation from the 2010 PI Meeting covers: Research studies on gender and sciences that explain the under-representation of women and girls in STEM disciplines.
Robert Drago's keynote address at the 2010 PI Meeting covers bias against caregiving in the academy, studies done, challenges women face, and ways to solve the problems.
This presentation from the 2010 PI Meeting covers: A meta-analysis of empirical research on women of color in STEM careers, 1970-2008.