BIG IDEAs: Using Randomised Controlled Trials to Reduce Bias in the Workplace

大想法：利用随机对照试验减少工作场所的偏见

• 批准号: MR/T020253/1
• 负责人: Oliver Hauser
• 金额: $ 138.91万
• 依托单位: UNIVERSITY OF EXETER
• 依托单位国家: 英国
• 项目类别: Fellowship
• 财政年份: 2020
• 资助国家: 英国
• 起止时间: 2020 至 无数据
• 项目状态: 未结题
• 来源: https://gtr.ukri.org/projects?ref=MR%2FT020253%2F1
• 关键词: BIG; IDEAs; Using; Randomised; Controlled

Discrimination and social inequalities continue to pervade the workplace. The UK's Gender Pay Gap website, Equal Pay Day and the global #MeToo movement are but a few examples that highlight the growing awareness of deeply-embedded structural inequalities against women at work. These inequalities come about in part because of conscious and unconscious biases held against women - but it isn't just women who suffer. Bias is rife in the workplace towards other disadvantaged groups such as ethnic and racial minorities, people from lower socioeconomic backgrounds and the LGBTQ+ community. Although recognition of these problems is growing, businesses struggle to find solutions to level the playing field. What can we do to help reduce inequality and discrimination at work? Through the UKRI Future Leaders Fellowship (FLF) hosted at the University of Exeter, my goal is to use causal interventions to reduce bias workplace to help create more equality at work. This project leverages the latest insights from across economics, psychology and management to design interventions that will be tested in large-scale randomised controlled trials (RCTs) within several UK organisations. These interventions will lead to a better working knowledge of how we create more fairness in the workplace, disseminated through the public-facing Centre for Behavioural Insights: Gender, Inclusivity, Diversity, Equality and Access ("BIG IDEAs") at the University of Exeter.Gender bias is now a well-recognised phenomenon and many organisations try to tackle this problem through "unconscious bias" training. However, there is little evidence that this training works towards the advancement of women and, if anything, it can backfire, giving those completing it the false impression that they are "cured" of unconscious bias (Dobbin & Kalev 2016; Atewologun et al. 2018). The problem in fact goes much deeper: bias is often deeply ingrained in our minds and affected, even amplified, by the institutions and social environment in which we live (Thaler & Sunstein 2008). A combination of conscious and unconscious bias have likely negatively affected the career developments of women (Bohnet 2016; Sheltzer & Smith 2014). But these biases extend also to other disadvantaged groups: workers from racial or ethnic minorities often face discrimination in the workplace, too; and so do individuals from a lower socioeconomic background (Bertrand & Mullainathan 2004; Stephens et al. 2019). My research agenda takes a comprehensive view of bias at the workplace, studying and aiming to reduce bias against these disadvantaged groups.This project is the first to test novel interventions (possible solutions) through multiple, longitudinal RCTs inside organisations. It goes beyond the study of surveys which have looked at correlations of bias and work outcomes; instead, I propose to actually introduce and causally test interventions to reduce bias to create a more equal workplace on the ground, observing the actual hiring, promotion, and retention outcomes of disadvantaged groups. This kind of research thrives through collaboration and co-creation with organisations. Some of my partner organisations are among the largest UK employers, including Unilever, a pioneer in addressing gender inequality. Others are start-ups and consultancies, including the Behavioural Insights Team, GapSquare and MoreThanNow, who work with influential clients who want to overcome bias against disadvantaged groups. In sum, my research aims to test co-created interventions in the workplace to reduce bias against disadvantaged groups and contribute to a more equal society.References: Atewologun et al (2018), Equality Human Rights Commission. Bertrand & Mullainathan (2004), AER 94(4), 991-1013. Bohnet (2016), What works, HUP. Dobbin & Kalev (2016), HBR. Thaler & Sunstein (2008), Nudge, YUP. Sheltzer & Smith (2014), PNAS 111(28) 10107-12. Stephens et al (2019), Curr Dir Psych Sci 28(1), 67-73.

歧视和社会不平等继续在工作场所普遍存在。英国的性别薪酬差距网站、同工同酬日（Equal Pay Day）和全球#MeToo运动只是几个例子，突显出人们越来越意识到职场中对女性根深蒂固的结构性不平等。造成这些不平等的部分原因是对女性有意识或无意识的偏见——但受害的不仅仅是女性。在工作场所，对少数族裔、社会经济背景较低的人和LGBTQ+群体等其他弱势群体的偏见普遍存在。尽管人们越来越认识到这些问题，但企业仍在努力寻找解决方案来创造公平的竞争环境。我们能做些什么来帮助减少工作中的不平等和歧视？通过在埃克塞特大学举办的UKRI未来领袖奖学金（FLF），我的目标是利用因果干预来减少工作场所的偏见，从而帮助创造更多的工作平等。该项目利用经济学、心理学和管理学的最新见解来设计干预措施，这些干预措施将在几个英国组织的大规模随机对照试验（rct）中进行测试。通过埃克塞特大学（University of Exeter）面向公众的行为洞察中心：性别、包容性、多样性、平等和准入（BIG IDEAs），这些干预措施将使我们更好地了解如何在工作场所创造更多公平。性别偏见现在是一个公认的现象，许多组织试图通过“无意识偏见”培训来解决这个问题。然而，几乎没有证据表明这种培训有助于女性的进步，如果有的话，它可能会适得其反，给那些完成培训的人一种错误的印象，即他们已经“治愈”了无意识的偏见（Dobbin & Kalev 2016; Atewologun et al. 2018）。事实上，这个问题要深刻得多：偏见往往在我们的脑海中根深蒂固，并受到我们生活的制度和社会环境的影响，甚至被放大（Thaler & Sunstein 2008）。有意识和无意识的偏见可能会对女性的职业发展产生负面影响（Bohnet 2016; Sheltzer & Smith 2014）。但这些偏见也延伸到其他弱势群体：来自种族或少数民族的员工也经常在工作场所面临歧视；社会经济背景较低的人也是如此（Bertrand & Mullainathan 2004; Stephens et al. 2019）。我的研究议程是全面看待工作场所的偏见，研究和旨在减少对这些弱势群体的偏见。该项目首次通过组织内部的多个纵向随机对照试验来测试新的干预措施（可能的解决方案）。它超越了对调查的研究，这些调查着眼于偏见和工作成果的相关性；相反，我建议引入并测试干预措施，以减少偏见，在实地创造一个更平等的工作场所，观察弱势群体的实际招聘、晋升和保留结果。这种研究通过与组织的合作和共同创造而蓬勃发展。我的一些合作组织是英国最大的雇主之一，包括联合利华（Unilever），它是解决性别不平等问题的先驱。还有一些是初创企业和咨询公司，包括行为洞察团队（Behavioural Insights Team）、GapSquare和MoreThanNow，它们与希望克服对弱势群体偏见的有影响力的客户合作。总之，我的研究旨在测试在工作场所共同创造的干预措施，以减少对弱势群体的偏见，并为一个更平等的社会做出贡献。参考文献：Atewologun等人（2018），平等人权委员会。Bertrand & Mullainathan(2004)，科学通报，94(4),991-1013。Bohnet (2016), What works， HUP。Dobbin & Kalev(2016)，哈佛商业评论。塞勒和桑斯坦（2008），助推，是的。Sheltzer & Smith (2014), PNAS 111(28) 10107-12。Stephens et al .(2019)，现任心理科学主任28(1),67-73。

项目成果

Ideology selectively shapes attention to inequality.

意识形态有选择地塑造了对不平等的关注。

• DOI: 10.1073/pnas.2023985118
• 发表时间: 2021
• 期刊: Proceedings of the National Academy of Sciences of the United States of America
• 影响因子: 11.1
• 作者: Waldfogel HB

Reducing discrimination against job seekers with and without employment gaps.

• DOI: 10.1038/s41562-022-01485-6
• 发表时间: 2023-03
• 期刊: Nature human behaviour
• 影响因子: 29.9
• 作者: Kristal AS;Nicks L;Gloor JL;Hauser OP
• 通讯作者: Hauser OP

Regulation and the trickle-down effect of women in leadership roles

女性领导角色的监管和涓滴效应

• DOI: 10.1016/j.leaqua.2023.101721
• 发表时间: 2023
• 期刊: The Leadership Quarterly
• 作者: Page A