The UO administration is now requiring all search committee members to take a two-hour training on implicit bias. I did an abbreviated version at a BOT meeting last year, and I’m at one of the three long versions right now, with about 60 other faculty and administrators. The presenter, Erik Girvan (Law), who gives these talks often, starts this one off by acknowledging that there is lots of empirical evidence showing that these trainings do not affect implicit bias, or actual behavior. So I guess we’re just here to check a box – or for the talk, which is an interesting mix of advocacy and science.
More (from my comment), responding to a comment saying Erik did a good job:
I agree. It’s tough to mix science and advocacy without going off the rails in one direction or another – particularly when you’re being paid to present a particular argument, and the audience has been ordered to attend and pay with their time. (I’ll guess that, including the opportunity cost of attendee time, these trainings cost UO about $75,000.) Erik did a good job despite this.
There was plenty I’d argue about – i.e. the casual use of “bias” when talking about conditional means which are by definition unbiased estimates, the general over-emphasis on the implicit association test, and starting with the shades-of-gray visual illusion, which is too obvious an attempt to manipulate people into agreeing they must be biased about race too. But it did grab people’s attention.
I thought the most powerful part was the behavioral results from the randomized resume and email response surveys, which show pervasive racist behavior in decisions that are clearly related to actual mentoring and employment situations.
My understanding is that people’s racist employment decisions are generally not correlated with their IAT results. That said I think Erik successfully used the IAT as a useful teaching tool, in part because it opens people up to thinking about their own biases, and maybe about their own behavior, in a safe, non-threatening way. I can see why administrators love it, regardless of the validity of the science.
Sanjay Srivastava (Psych) posted my “check a box” comment on his @hardsci twitter, and there are a bunch of comments, including some arguing that mandatory diversity training of this sort actually harms diversity, because of a reactivity effect. Check it out at https://twitter.com/hardsci
And, for the record, I am now officially certified by the University of Oregon Office of Equity and Inclusion as being allowed to participate in faculty hiring. Please don’t tell my chair!
You are now enrolled in the following session: “Understanding Implicit Bias”.
Below are the date(s)/time(s) of the session: Oct 12th, 2017, 10:00 am – 12:00 pm
*** Course Description ***
How can someone’s race, sex, age, and other characteristics influence the way we see and treat them even when we are genuinely trying to be unbiased? What concrete steps can we take to help prevent this from happening? To help answer these questions, this workshop introduces the concept of implicit bias. Through a mix of short presentations, lively activities, and discussions, we will explore some harmful side effects of how our brains naturally perceive, categorize, and draw inferences about the world, including other people. We will also examine when this kind of bias is most likely to occur. And we will talk about what practical steps we can all take to try to reduce or eliminate it as well as what has been shown not to work. This workshop may be of particular interest to those serving on search committees and hiring managers.
*** Session Information ***
Description: For more information, please contact: Rafael Lopez – email@example.com
Location: EMU: 231 & 232, Cedar & Spruce Rooms
Instructor: Dr. Erik Girvan
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