WE ARE... biased!? Penn State's Implicit Bias Resource Hub
This article looks at the experiences of veterans specifically in New York City. Kristen Rouse shares her own personal experience and goes over how implicit bias can affect US veterans.
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Rouse, Kristen L. “Time for New York City to stand against anti-veteran bias.” New York Post. April 25, 2017. http://nypost.com/2017/04/25/time-for-new-york-city-to-stand-against-anti-veteran-bias/
This article goes over a few different statistics that show how people with disabilities are affected by unconscious bias. The article also outlines different tools and solutions that exist to help mitigate some of the biases.
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Maciujec, Shelly. “Unconscious Bias Towards People with Disabilities in the Workplace.” Ability Magizene. 2017. https://abilitymagazine.com/unconscious-bias-pwds-workplace/
This article examines the difficulties that are involved in scientifically measuring someone’s implicit bias. It looks at the Implicit Association Test in particular and shares some difficult aspects of the test in terms of “solving” implicit bias issues.
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Citation (Chicago):
Bartlett, Tom. “Can We Really Measure Implicit Bias? Maybe Not.” The Chronicle of Higher Education. January 5, 2017. http://www.chronicle.com/article/Can-We-Really-Measure-Implicit/238807
This study looks at how a gender bias intervention led to an increase of gender bias awareness and self-efficacy to promote gender equity in six different STEMM (Science, Technology, Engineering, Mathmatics, Medicine) departments at the University of Wisonsin – Madison. The intervention was shown to have undeniable and practical significance on the advancement of women in science.
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Citation (Chicago):
Devine, Patricia G., Patrick S. Forscher, William T. L. Cox, Anna Kaatz, Jennifer Sheridan, Molly Carnes. “A Gender Bias Habit-Breaking Intervention Led to Increased Hiring of Female Faculty in STEMM Departments.” Journal of Experimental Social Psychology. August 17, 2017.
This article looks at how large of an impact small implicit biases can have on underrepresented groups. It features statistics of salary disparities and an interview with Ron Mallon, a professor at Washington University, to go into further detail about these large impacts.
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Citation (Chicago):
Lombrozo, Tania. “How Small Inequalities Lead to Big Inequalities.” WPSU. July 24, 2017. http://radio.wpsu.org/post/how-small-inequities-lead-big-inequalities
This audio transcript from the NPR segment, Hidden Brain, explores police violence, implicit bias, and how racism can affect us all. To listen to the original audio, click the hyperlink in the PDF to be taken to the original page.
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Citation (Chicago):
Vedantam, Shankar. “The ‘Thumbprint of the Culture’: Implicit bias and Police Shootings.” WPSU. June 5, 2017. http://radio.wpsu.org/post/thumbprint-culture-implicit-bias-and-police-shootings
Inclusion: Diversity, The New Workplace & The Will To Change by Jennifer Brown
June 1, 2017
“In the rapidly changing business landscape, harnessing the power of diversity and inclusion is essential for the very viability and sustainability of every organization. Talent who feel fully welcomed, valued, respected, and heard by their colleagues and their organizations will fuel this growth. We will only succeed in this transformation if those in leadership pivot from command and control management styles to reinvent how we look at people, every organization’s greatest asset. It’s also critical that we build systems that embrace diversity in all its forms, from identity and background to diversity of thought, style, approach, and experience, tying it directly to the bottom line. Inclusion: Diversity, the New Workplace & the Will to Change stands up and embraces what true diversity and inclusion represent to any organization in any industry-an opportunity. Open your heart and prepare to be inspired as award-winning entrepreneur, dynamic speaker, and respected diversity and inclusion expert Jennifer Brown shares proven strategies to empower members of your entire organization to utilize all of their talents and potential to drive positive organizational change and the future of work.”
Fair Play is a study about the potential effectiveness of role-playing video games to increase awareness of and reduce implicit racial bias. The study found the tested video game (which was also titled Fair Play) can promote perspective taking and increase implicit bias literacy, which can reduce racial bias.
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Citation (Chicago):
Kaatz, Anna, Molly Carnes, Amarette Filut, Belinda Gutierrez, Christine Maidl Pribbenow, Clem Samuel, and Julia Savoy. “Fair Play: A Study of Scientific Workforce Trainers’ Experience Playing an Educational Video Game about Racial Bias.” CBE—Life Sciences Education, 16:ar27 (Summer 2017).
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