Whether we want to or not, we all hold certain social stereotypes about certain groups of people based on where they come from, what they look like, the language they speak, or other factors. These stereotypes are often referred to as "unconscious bias."
Unconscious bias is far more common than conscious, stated prejudice. In fact, this bias is often incompatible with the values we supposedly uphold. Nevertheless these biases influence us all--especially under conditions when we are multi-tasking or under time pressure. Knowing about these biases, however, and acknowledging their presence, is our first step toward overcoming them.
Here are some resources from Duke's Office of Institutional Equity that cover human bias, the implications of unconscious or implicit bias in the workplace, and ways to ensure processes for identifying, recruiting, and hiring talent are equitable.
Identifying and Reducing Subtle Bias - Watch Vice President for Institutional Equity Ben Reese discuss how we can notice and reduce the small biases we all carry here.
Faculty: Unpacking Implicit Bias - The Duke Office of Institutional Equity offers tips, strategies and resources that cover how to identify, address and prevent unconscious bias influences when recruiting and hiring faculty. This segment covers creating the candidate pool, preparing for and conducting the interview, and selecting candidate, and the interview process. Additional resources also provided.
Staff: Unpacking Implicit Bias - The OIE provides tips, strategies, and additional resources to ensure equity in staff hiring and talent acquisition, including articles, books and videos.
Implicit Association Test and Resources
The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report. The IAT may be especially interesting if it shows that you have an implicit attitude that you did not know about. You will have a choice of many different tests to take including but not limited to age, gender, sexuality, and race. After completing the test, you will receive an interpretation of your results.
Implicit Association Test Discussion (13 minutes) Harvard Prof. Mahzarin Banaji on detecting the strength of associations, indirect measures of cognition, and how to find the truth about our mind. This explains some of the psychological principles behind the construct of the IAT.
E-Learning Seminar: What You Don't Know: The Science of Unconscious Bias and What To Do About it in the Search and Recruitment Process - This free presentation from the AAMC, created for academic medicine audiences, is acquaints search committees and others with research on unconscious bias as one step toward mitigating the effects of unconscious bias.
Exploring Unconscious Bias in Academic Medicine (30 minutes) Howard Ross discusses implicit bias and provides some suggestions for how to mitigate its effects.
Scientific American Frontiers: The Hidden Prejudice (8 minutes) - Alan Alda speaks with Dr. Mahzarin R. Banaji (Harvard University) and Dr. Brian Nosek (University of Virginia) on how the subconscious mind can influence decision making. They discuss several experiments that use the "Implicit Association Test" (IAT) to reveal hidden gender and racial biases.
University of California, San Francisco General Resources on Unconscious Bias - A variety of resources and articles from UCSF on unconscious bias.