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Class 12 Slides

The class focuses on interpersonal bias, distinguishing between explicit and implicit bias, and discusses the implications of these biases on race and gender. It highlights the use of the Implicit Association Test (IAT) to measure implicit bias and outlines strategies to combat it, including data collection and environmental shaping. The session also addresses the concept of disparate impact, illustrating how biases affect hiring practices and salary negotiations.

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14 views

Class 12 Slides

The class focuses on interpersonal bias, distinguishing between explicit and implicit bias, and discusses the implications of these biases on race and gender. It highlights the use of the Implicit Association Test (IAT) to measure implicit bias and outlines strategies to combat it, including data collection and environmental shaping. The session also addresses the concept of disparate impact, illustrating how biases affect hiring practices and salary negotiations.

Uploaded by

patrick940603
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Managing Organizational Behavior

MGMT 102

Class 12
Interpersonal Bias

Professor Patrick Bergemann


2

Agenda today: Interpersonal Bias

• Explicit versus Implicit Bias


• Measuring Implicit Bias
• IAT
• So what does this mean?
• Disparate Impact – Race and Gender
• Combating Implicit Bias
• How to fix this
• Next Class
3

Changing nature of prejudice

• Self-reported racial attitudes have become more positive


over the years (Sniderman, et al., 2000)
• White endorsement of biological superiority:
• 1970s: 26%
• 1996: 10%
• Present day: Under 2%

• Widespread approval of social norms that punish the


expression of traditionally prejudiced views
4

Explicit bias = Traditional prejudice


• “…a hostile attitude toward a person who belongs to a
group, simply because [he/she] belongs to that group…”
(Allport, 1958, p. 8)

• Characteristics of traditional prejudice:


• Adopted consciously
• Varies from person to person
• Expressed overtly

• Racism is usually equated with traditional prejudice


(Feagin, 2000; Unzueta & Lowery, 2008)

• Those who equate racism with traditional prejudice tend to


think that racism is no longer a problem (Sears et al., 2000; Cabrera, 2009)
5

Implicit bias
• A non-conscious association one has towards
members of a group (race, sex, age, etc.)

• Exist outside of conscious awareness and outside of


conscious control

• Result of exposure to associations between groups


and positive or negative concepts (Fazio, 1986)

• Relatively ubiquitous (Greenwald & Banaji, 1995; see also Gladwell, 2005)

• Measured using the implicit association task (IAT)


6

Agenda today: Interpersonal Bias

• Explicit versus Implicit Bias


• Measuring Implicit Bias
• IAT
• So what does this mean?
• Disparate Impact – Race and Gender
• Combating Implicit Bias
• How to fix this
• Next Class
7

Small Group Discussion: Implicit Bias

Discuss with your group the following:

• How did you feel taking the tests? How did you feel
about your results?

• What do you think the results mean, personally and as


a society?
Overall results of the IAT
Interpreting the
IAT:
– Negative numbers =
Pro-Black bias
– Zero = No bias
– Positive numbers =
Pro-White bias
– The bigger the absolute
value of your score, the
larger your implicit bias
9

Implicit bias: Bad news


Most of us have implicit attitudes about social groups:
• White vs. Black
• Heterosexuality vs. homosexuality
• Thin vs. overweight people
• Young vs. old people
• Asian faces vs. White faces

These lead to automatic, non-conscious behaviors we do


not necessarily have control over
• Helping behaviors, sitting next to someone, how friendly you
are
• Assumptions about their ability, responsibility, friendliness,
your likelihood of getting along, etc.
Map of IAT scores for Race (Black/White) by State
11

Agenda today: Interpersonal Bias

• Explicit versus Implicit Bias


• Measuring Implicit Bias
• IAT
• So what does this mean?
• Disparate Impact – Race and Gender
• Combating Implicit Bias
• How to fix this
• Next Class
So what does this mean?

Disparate Impact
Depending on a person’s social category
membership – such as race, gender, country of
origin, sexual preference, etc. – they will be treated
differently than individuals from other social
categories despite “objective” measures or even
identical circumstances
http://abcnews.go.com/WhatWouldYouDo/video/bike-thief-caught-act-portland-36674396
14

Disparate Impact:
Black vs. White names
• Emily and Greg vs. 14
Lakisha and Jamal
12

Percent Called for Interview


• Identical resumes with
10
White-sounding names
received 50% more 8 White
callbacks than Black- Sounding
6 Name
sounding names
Black
4
• Chances of interview Sounding
Name
increase with more 2
credentials for White-
0
sounding names, less so Chicago Boston
for Black-sounding names
Bertrand & Mullainathan, 2004 AER
15

Disparate Impact:
Men vs. Women
• Starting salaries of male MBAs who had recently
graduated from Carnegie Mellon were 7.6% higher on
average than those of female MBA students
• Is it because they were in different careers?
• No – women were overwhelmingly more likely to accept
the employer’s first offer.
• 7% of women attempted to negotiate, whereas 57% of
men asked for more.
• Why?

• “Backlash” effect - more assertive women are


perceived as more competent, but less likeable (and
hirable) than less assertive women
Would you hire them?
6.5

5.5
Hireability

5
No ask

4.5 Asks for more

4
Male Female
Gender of candidate

Bowles, Babcock, & Lai (2007)


Would you want to work with them?
4
3.8
Willingness to work with them

3.6
3.4
3.2
3
2.8
2.6
No ask
2.4
Asks for more
2.2
2
Male Female
Candidate gender
Bowles, Babcock, & Lai (2007)
18

Agenda today: Interpersonal Bias

• Explicit versus Implicit Bias


• Measuring Implicit Bias
• IAT
• So what does this mean?
• Disparate Impact – Race and Gender
• Combating Implicit Bias
• How to fix this
• Next Class
19

Implicit biases can be reduced


• Recent exposure to famous, well-liked
African-American exemplars
(Dasgupta & Greenwald, 2001)

• Imagining an agentic, powerful woman


reduces men’s automatic gender bias
(Blair, Ma, & Lenton, 2001)

• Presence of an African-American
experimenter (Lowery, Hardin, & Sinclair, 2001)

• Anticipating an interaction with a high-


status African-American (Richeson & Ambady, 2003)

Implicit biases can be overridden by conscious


/ deliberate thought and “debiasing agents”
20

Why an increase in female musicians?

Start of
“blind”
auditions

Goldin & Rouse, 2000 AER


Combating Implicit Bias – 4 Steps to fix this

1. Collect data
• Take a variety of IATs (https://implicit.harvard.edu) to expose
yourself to your potential biases

• See if implicit biases have impacted your conscious decision-


making in the past

2. Shape your environment


• Expose yourself and others to images and experiences that
challenge pervasive stereotypes

• Are you unintentionally creating implicit associations?


• Who do you surround yourself with?

• Eliminate as much subjectivity as possible


• Get rid of unstructured interviews and “unblinded” resumes
Combating Implicit Bias – 4 Steps to fix this

3. Widen your decision-making


• Look broadly when nominating people for training programs,
conferences, and other developmental experiences

• Make a long list of all qualified candidates and force yourself to


consider counter-stereotypical choices

4. Recognize how implicit bias affects us


• Move from Non-Conscious to Conscious

• Recognize what our biases are and engage conscious behavior


to counteract them

BE VIGILANT!
23

Agenda today: Interpersonal Bias

• Explicit versus Implicit Bias


• Measuring Implicit Bias
• IAT
• So what does this mean?
• Disparate Impact – Race and Gender
• Combating Implicit Bias
• How to fix this
• Next Class
24

Next Steps: Assignment and Class

• 1-Page Summary of Final Paper Topic :


• Due by 5pm Friday on Canvas

• Activity Next Class

• Read for next class:


• Beer, M. (1997) Conducting a performance appraisal
interview. Harvard Business School Press.
25

Have a great weekend!


Thank you!

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