Objective Measures and Implicit Bias in Evaluating Public Officials

评估公职人员的客观措施和隐性偏见

基本信息

  • 批准号:
    1354544
  • 负责人:
  • 金额:
    $ 17.12万
  • 依托单位:
  • 依托单位国家:
    美国
  • 项目类别:
    Continuing Grant
  • 财政年份:
    2014
  • 资助国家:
    美国
  • 起止时间:
    2014-03-01 至 2017-08-31
  • 项目状态:
    已结题

项目摘要

The mechanism for differential evaluation of men and women judges has not been specified. This project hypotheses that implicit bias could shape the evaluation of judges in judicial performance evaluations. Implicit bias mobilizes people's images of who should be holding a position, allowing non-normative people in a position to be evaluated more harshly because they do not fit a stereotype. People may unconsciously penalize judges who do not fit the normative image of a judge. They may frame their evaluations of certain characteristics like courteousness, knowledge, and efficiency based on stereotypes, for example. Unconscious bias would result in lower scores for women and minority judges in judicial performance evaluations, regardless the race and gender of their evaluators. Previous research has not evaluated discrepancies in performance evaluation scores controlling for objective measures of job performance. This project assembles data from judicial performance evaluations across 10 states. It compares the scores of female and minority judges with those of their white male counterparts. It also looks at the relationship between the gender/race gap in scores and the gender and race of those who are evaluating the judges. The results will contribute to understanding whether implicit bias could be a factor in assessing public officials. This project will contribute to improving measures of performance of judges, important in the accountability of public officials. The investigator will make the resulting data base on judicial performance evaluations available to judges, policy makers, researchers and state judicial performance commissions. The investigator will also present the information to the public in an interactive website. The investigator will also share a summary of best practices for performance evaluations with policymakers, allowing them to revise performance evaluations based in empirical data.
对男女法官进行差别评价的机制尚未具体说明。本项目假设内隐偏见可以影响法官在司法绩效评估中的评价。隐性偏见调动了人们对谁应该担任一个职位的印象,允许对处于某个职位的非规范性人进行更严厉的评估,因为他们不符合刻板印象。人们可能会在不知不觉中惩罚不符合法官规范形象的法官。例如,他们可能会基于刻板印象来框定他们对某些特征的评价,比如礼貌、知识和效率。无意识的偏见会导致女性和少数族裔法官在司法业绩评估中得分较低,无论其评估者的种族和性别如何。以前的研究没有评估控制工作绩效的客观衡量标准的绩效评估分数的差异。该项目汇集了10个州的司法绩效评估数据。它将女性和少数民族法官的分数与白人男性法官的分数进行了比较。它还考察了分数上的性别/种族差距与评估法官的性别和种族之间的关系。这一结果将有助于理解隐性偏见是否可能成为评估公职人员的一个因素。该项目将有助于改进法官的业绩衡量标准,这对追究公职人员的问责制很重要。调查员将向法官、政策制定者、研究人员和州司法业绩委员会提供司法业绩评价的结果数据库。调查员还将在一个互动网站上向公众展示这些信息。调查员还将与政策制定者分享业绩评价最佳做法摘要,使他们能够根据经验数据修订业绩评价。

项目成果

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Rebecca Gill其他文献

Moral minefields: Save the Children Fund and the moral economies of nursery schooling in the South Wales coalfield in the 1930s
道德雷区:拯救儿童基金会和 20 世纪 30 年代南威尔士煤田托儿所的道德经济
  • DOI:
    10.1080/17449626.2015.1054561
  • 发表时间:
    2015
  • 期刊:
  • 影响因子:
    0
  • 作者:
    Rebecca Gill;Daryl Leeworthy
  • 通讯作者:
    Daryl Leeworthy
Questioning as regulatory work practice: The communicative accomplishment of reliability and safety in the oversight of nuclear power plants
作为监管工作实践的质疑:核电厂监管中可靠性和安全性的沟通素养
  • DOI:
    10.1080/03637751.2017.1322212
  • 发表时间:
    2017
  • 期刊:
  • 影响因子:
    2.5
  • 作者:
    Joshua B. Barbour;Rebecca Gill
  • 通讯作者:
    Rebecca Gill
‘If you’re struggling to survive day-to-day’: Class optimism and contradiction in entrepreneurial discourse
“如果你每天都在努力生存”:企业家话语中的阶级乐观和矛盾
  • DOI:
    10.1177/1350508412464895
  • 发表时间:
    2014
  • 期刊:
  • 影响因子:
    3
  • 作者:
    Rebecca Gill
  • 通讯作者:
    Rebecca Gill
(Re)producing “The Life of the Mind”: Notemaking and the Academic Professional
(重新)制作“心灵的生活”:笔记和学术专业人士
  • DOI:
    10.1108/978-1-78635-342-920161013
  • 发表时间:
    2016
  • 期刊:
  • 影响因子:
    0
  • 作者:
    Rebecca Gill
  • 通讯作者:
    Rebecca Gill
Making the ideal (local) entrepreneur: Place and the regional development of high-tech entrepreneurial identity
培养理想的(本地)企业家:高科技创业身份的地点和区域发展
  • DOI:
    10.1177/0018726713496829
  • 发表时间:
    2014
  • 期刊:
  • 影响因子:
    5.7
  • 作者:
    Rebecca Gill;Gregory S. Larson
  • 通讯作者:
    Gregory S. Larson

Rebecca Gill的其他文献

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{{ truncateString('Rebecca Gill', 18)}}的其他基金

ADVANCE Partnership: #MeTooPoliSci Leveraging A Professional Association to Address Sexual Harassment in Political Science
高级合作伙伴关系:
  • 批准号:
    1936045
  • 财政年份:
    2019
  • 资助金额:
    $ 17.12万
  • 项目类别:
    Standard Grant

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  • 项目类别:
Using Implicit Measures to Improve Prediction of Hazardous Drinking
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  • 批准号:
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