MINIMIZING THE INFLUENCE OF GENDER BIAS ON THE FACULTY SEARCH PROCESS
MINIMIZING THE INFLUENCE OF GENDER BIAS ON THE FACULTY SEARCH PROCESS
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DOI：
10.1108/s1529-212620140000019012
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发表时间：
2014-01-01
期刊：
影响因子：
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通讯作者：
Wendt, Amy
中科院分区：
文献类型：
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作者：
Fine, Eve;Sheridan, Jennifer;Wendt, Amy
目的-我们讨论在威斯康星大学麦迪逊分校的教师搜索委员会的研讨会的实施。研讨会的一个中心重点是向教师介绍无意识偏见对求职者评价的影响，并建议以证据为基础的战略，以尽量减少这种偏见的研究。这些研讨会旨在帮助大学实现招聘优秀和多元化教师的目标。方法论-通过基本的描述性统计和简单的逻辑回归分析，我们利用几个数据集来检查参与者对研讨会的反应，并评估获得职位和接受职位的女性比例的变化。教师们越来越意识到偏见在评估教师申请人时所起的作用，并正在学习尽量减少偏见的策略。在妇女任职人数不足的部门，参加讲习班与妇女候选人获得工作机会的几率大大增加有关，而且雇佣女性的几率并没有显著增加。局限性-这项研究的局限性在于，我们无法评估我们的教师猎头委员会招募的申请人群体的多样性，并且缺乏对影响招聘的无数其他因素的控制。数据是从一个单一的机构，因此，这些结果可能不会推广到其他universities.独创性/价值-教育教师搜索委员会的作用，无意识的偏见，并向他们提出以证据为基础的战略，最大限度地减少其影响力促进变化，有助于增加女性教师的代表性。
Purpose - We discuss the implementation of workshops for faculty search committees at the University of Wisconsin-Madison. A central focus of the workshops is to introduce faculty to research on the influence of unconscious bias on the evaluation of job candidates and to recommend evidence-based strategies for minimizing this bias. The workshops aim to help universities achieve their goals of recruiting excellent and diverse faculty.Methodology - With basic descriptive statistics and a simple logistic regression analysis, we utilize several datasets to examine participants' responses to the workshop and assess changes in the percentage of women who receive offers and accept positions.Findings - Faculty members are becoming aware of the role bias can play in evaluating faculty applicants and are learning strategies for minimizing bias. In departments where women are underrepresented, workshop participation is associated with a significant increase in the odds of making a job offer to a woman candidate, and with a non-significant increase in the odds of hiring a woman.Limitations - This study is limited by our inability to assess the diversity of the applicant pools our faculty search committees recruit and by lack of control over the myriad other factors that influence hiring. Data are from a single institution and therefore these results may not generalize to other universities.Originality/value - Educating faculty search committees about the role of unconscious bias and presenting them with evidence-based strategies for minimizing its influence promotes changes that contribute to increasing representation of women faculty.