Breaking the Prejudice Habit: An Evidence-Based Campus-Wide Intervention Effort

打破偏见习惯：基于证据的全校干预工作

• 批准号: 10399624
• 负责人: PATRICIA G DEVINE
• 金额: $ 34.07万
• 依托单位: UNIVERSITY OF WISCONSIN-MADISON
• 依托单位国家: 美国
• 财政年份: 2018
• 资助国家: 美国
• 起止时间: 2018-05-01 至 2025-04-30
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10399624
• 关键词: Address; Affect; Awareness; Behavior; Climate; Conscious; Decision Making; Discrimination; Economics; Effectiveness; Evidence based intervention; Feeling; Foundations; Funding; Habits; Intervention; Lead; Mentors; Minority Women; Modeling; Outcome; Persons; Plant Roots; Prejudice; Public Policy; Research; Research Personnel; STEM field; Science; Scientific Advances and Accomplishments; Scientist; Social Problems; Stereotyping; Strategic Planning; Thinking; Underrepresented Populations; United States National Institutes of Health; Work; behavioral outcome; career; effective intervention; evidence base; field study; implicit bias; innovation; intervention refinement; member; public health relevance; racial minority; randomized controlled study; response; scientific organization; success

Breaking the prejudice habit: An evidence-based, campus-wide intervention effort, Automatically activated stereotypes can lead to biased thoughts, feelings, and behaviors, even among people whose values strongly oppose bias. Like unwanted bad habits, these unintentional biases can be extremely diffi- cult to control. My early pioneering work forms the foundation of our contemporary understanding of how people who consciously renounce prejudice have unintentional or implicit biases that leads them to be unwittingly com- plicit in the perpetuation of ongoing intergroup disparities. The specter of unintentional discrimination has inspired widespread calls from researchers, scholars, and public policy officials to develop and implement effective inter- ventions to reduce and eliminate the negative effects of unintentional bias. Reducing bias and increasing representation of racial minorities and women in science, technology, engineer- ing, and math (STEM) fields has been a top priority for NIH and nearly every other scientific organization. In the 2016-2020 Strategic Plan, NIH identifies the lack of scientific workforce diversity as a critical barrier to progress. Stereotypes and unintentional biases are key obstacles to scientific workforce diversity, making it harder for members of under-represented groups to pursue careers in science on multiple fronts. Unintentional biases can similarly influence those who are already in the scientific workforce, making decisions about who to fund, mentor, admit, or hire. They also influence potential scientists-to-be, who need to determine whether a career in science is right for them and whether they “fit” in the scientific workforce. Many of the responses to the clarion call for strategies to reduce the impact of unintentional bias have taken the form of interventions that are not evidence-based. And, though well-intentioned, these efforts at best do not work and very often make bias problems worse. Effectively solving social problems, like that of unintentional bias, requires evidence-based interventions that produce changes that endure and affect real-world outcomes. The sole intervention that has been empirically demonstrated to produce lasting, meaningful bias reductions is my prejudice habit-breaking intervention. This intervention's initial success is rooted in decades of my research de- veloping the prejudice habit model, which proposes that “breaking the prejudice habit” can be achieved through a combination of awareness, concern, and effort. In several randomized-controlled studies, my colleagues and I have demonstrated this intervention's long-term effectiveness. As a MIRA investigator, I would be able to 1) continue the basic bias research that forms the basis of this intervention, 2) expand the field-testing and refinement of the intervention, 3) assess a range of behavioral out- comes affected by the intervention, and 4) create automated, easily-exportable versions of the intervention that can be widely disseminated.

打破偏见的习惯：一个基于证据的，校园范围内的干预努力， 自动激活的刻板印象会导致有偏见的想法、感受和行为，甚至在人与人之间也是如此 他们的价值观强烈反对偏见就像不必要的坏习惯一样，这些无意的偏见可能非常困难。 邪教控制。我早期的开创性工作奠定了我们当代理解人们如何 那些有意识地放弃偏见的人有无意的或隐含的偏见，导致他们无意中被... 这是造成群体间差异长期存在的原因。无意歧视的幽灵激发了 研究人员、学者和公共政策官员的广泛呼吁，要求制定和实施有效的跨部门政策， 减少和消除无意偏见的负面影响。 减少偏见，增加少数民族和妇女在科学、技术、工程和技术领域的代表性， 教育和数学（STEM）领域一直是NIH和几乎所有其他科学组织的首要任务。在 2016-2020年战略计划，美国国立卫生研究院确定缺乏科学劳动力多样性是进步的关键障碍。 刻板印象和无意的偏见是科学劳动力多样性的主要障碍， 代表性不足的群体的成员在多个方面追求科学事业。无意的偏见可能 同样影响那些已经在科学劳动力中的人，决定资助谁，指导谁， 承认或雇用。它们还影响潜在的未来科学家，他们需要确定是否从事科学职业 是否适合他们以及他们是否“适合”科学工作者。 许多人对减少无意偏见影响的战略的号角作出了回应， 不以证据为基础的干预形式。而且，尽管这些努力的初衷是好的， 工作，而且往往使偏见问题变得更糟。有效地解决社会问题，比如无意的偏见， 需要基于证据的干预措施，产生持久和影响现实世界结果的变化。的 唯一的干预已被经验证明，以产生持久的，有意义的偏见减少是我的 偏见习惯打破干预。这种干预的初步成功植根于我几十年的研究， 支持偏见习惯模型，该模型提出，“打破偏见习惯”可以通过 意识、关心和努力的结合。在几项随机对照研究中，我和我的同事 已经证明了这种干预的长期有效性。 作为一名MIRA调查员，我将能够1）继续基本的偏见研究，形成了这一基础 干预，2）扩大现场测试和完善的干预，3）评估一系列的行为外， 受干预影响，以及4）创建自动化，易于导出的干预版本， 可以广泛传播。

项目成果

Diversity Training Goals, Limitations, and Promise: A Review of the Multidisciplinary Literature.

• DOI: 10.1146/annurev-psych-060221-122215
• 发表时间: 2022-01-04
• 期刊: Annual review of psychology
• 影响因子: 24.8
• 作者: Devine PG;Ash TL
• 通讯作者: Ash TL

Randomized controlled trial demonstrates novel tools to assess patient outcomes of Indigenous cultural safety training.

• DOI: 10.1186/s12916-023-03193-y
• 发表时间: 2024-01-09
• 期刊: BMC MEDICINE
• 影响因子: 9.3
• 作者: Smylie, Janet;Rotondi, Michael A.;Filipenko, Sam;Cox, William T. L.;Smylie, Diane;Ward, Cheryl;Klopfer, Kristina;Lofters, Aisha K.;O'Neill, Braden;Graham, Melissa;Weber, Linda;Damji, Ali N.;Devine, Patricia G.;Collins, Jane;Hardy, Billie-Jo
• 通讯作者: Hardy, Billie-Jo

Untested assumptions perpetuate stereotyping: Learning in the absence of evidence.

未经检验的假设会延续刻板印象：在没有证据的情况下学习。

• DOI: 10.1016/j.jesp.2022.104380
• 发表时间: 2022
• 期刊: Journal of experimental social psychology
• 影响因子: 3.5
• 作者: Cox,WilliamTL;Xie,Xizhou;Devine,PatriciaG
• 通讯作者: Devine,PatriciaG