Disrupting Bias Without Trainings: The Effect of Equity Advocates on Faculty Search Committees.
Disrupting Bias Without Trainings: The Effect of Equity Advocates on Faculty Search Committees.
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DOI：
10.1007/s10755-021-09575-5
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发表时间：
2022
影响因子：
2.2
通讯作者：
Truong KA
中科院分区：
文献类型：
--
作者：
Cahn PS;Gona CM;Naidoo K;Truong KA
许多高等教育机构为招聘委员会成员举办了讲习班，让他们熟悉隐性偏见的有害影响以及如何消除这些影响。不幸的是，内隐偏见培训的热情与其有效性的证据并不匹配。认识到消除根深蒂固的偏见的困难以及培训可能适得其反，我们在一家机构引入了公平倡导者（EA）的角色。EA是受过培训的志愿者教师和工作人员，他们在自己所在部门以外的搜索委员会中服务，以确定可能在招聘中产生不同种族影响的行为和判断。我们进行了焦点小组记录的观点都EA和非EA搜索委员会成员谁完成了一个周期的学术招聘。遴选委员会成员认为，EA通过质疑他们的假设和引入评估候选人的标准化工具，帮助减轻了偏见。相比之下，EA报告了与搜索委员会其他成员的更有争议的关系，并表示对该过程没有偏见的信心较低。两个小组都认为，选举代理人增加了有价值的种族意识的公平做法，未经培训的委员会成员确定了他们可以在其职业角色的其他部分应用减少偏见的教训的方法。我们的研究为如何让所有教职员工参与可持续的，公平的努力提供了证据。
Many institutions of higher education have implemented workshops for hiring committee members to familiarize them with the pernicious effects of implicit bias and how to counteract them. Unfortunately, the enthusiasm for implicit bias trainings is not matched by the evidence for their effectiveness. Recognizing the difficulty of removing entrenched biases and the potential for trainings to backfire, we introduced the role of equity advocate (EA) at one institution. EAs are trained volunteer faculty and staff members who serve on search committees outside their home departments to identify behaviors and judgments that might have a disparate racial effect in hiring. We conducted focus groups to document the perspectives of both EAs and non-EA search committee members who completed a cycle of academic hiring. Search committee members credited EAs with helping to mitigate bias by questioning their assumptions and introducing standardized tools for evaluating candidates. By contrast, EAs reported a more contentious relationship with the rest of the search committee and expressed less confidence that the process was free from bias. Both groups agreed that the EAs added valuable race-conscious equitable practices, and untrained committee members identified ways they could apply the lessons of bias reduction in other parts of their professional roles. Our study provides evidence for how to engage all faculty and staff members in sustainable, equity-minded efforts.
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影响因子：
4.1
作者：
Lai, Calvin K.;Marini, Maddalena;Nosek, Brian A.
通讯作者：
Nosek, Brian A.
DOI：
10.1207/s15327957pspr0201_4
发表时间：
1998-01-01
期刊：
Personality and social psychology review : an official journal of the Society for Personality and Social Psychology, Inc
影响因子：
--
作者：
Monteith, M J;Sherman, J W;Devine, P G
通讯作者：
Devine, P G
影响因子：
3.6
作者：
Liera, Roman
通讯作者：
Liera, Roman
影响因子：
3.5
作者：
Dover, Tessa L.;Major, Brenda;Kaiser, Cheryl R.
通讯作者：
Kaiser, Cheryl R.
影响因子：
3.3
作者：
Bhalla, Needhi
通讯作者：
Bhalla, Needhi