This page provides an overview of implicit bias and its effects in two domains that impact faculty: faculty evaluations and teaching and learning. Additional resources are below.
What is implicit bias?
Project Implicit defines implicit social cognition as the "thoughts and feelings that occur outside of conscious awareness or control."
Try an Implicit Associations Test (IAT) for yourself at Project Implicit.
How does implicit bias affect faculty evaluations? Teaching and learning?
Nilanjana (Buju) Dasgupta, Professor of Psychology, University of Massachusetts at Amherst, presented four workshops for Michigan State University faculty and administrators about the effects of implicit bias in faculty evaluations and in teaching and learning. These workshops were held on campus November 12, and November 13, 2012. Dr. Dasgupta’s visit and faculty workshops were financially sponsored by Academic Human Resources, ADAPP-ADVANCE, and the Office for Inclusion & Intercultural Initiatives.
MIND BUGS: HOW IMPLICIT BIAS AFFECTS FACULTY EVALUATIONS IN ACADEMIA
Please cite as: Dasgupta, N. (2012). Mind bugs: How implicit bias affects faculty evaluations in academia [PowerPoint slides]. Retrieved from http://www.adapp-advance.msu.edu/
MIND BUGS: HOW IMPLICIT BIAS AFFECTS TEACHING AND LEARNING
Please cite as: Dasgupta, N. (2012). Mind bugs: How implicit bias affects teaching and learning [PowerPoint slides]. Retrieved from http://www.adapp-advance.msu.edu/
Related research & resources:
- Amodio, D.M. & Devine, P.G. (2006). Stereotyping and evaluation in implicit race bias: Evidence for independent constructs and unique effects on behavior. Journal of Personality and Social Psychology, 91(4), 652-661.
- Bertrand, M., & Mullainathan, S. (2003). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. American Economic Review, 94, 991-1013.
- Gregory, R.L., & Heard, P. (1979). Border locking and the cafe wall illusion. Perception, 8, 365-380.
- Hodson, G., Dovidio, J.F., & Gaertner, S.L. (2002). Processes in racial discrimination: Differential weighting of conflicting information. Personality and Social Psychology Bulletin, 28, 460-471.
- Moss-Racusin, C.A., Dovidio, J.F., Brescoll, V.L., Graham, M.J., & Handelsman, J. (2012). Science faculty's subtle gender biases favor male students. Proceedings of the National Academy of Sciences. doi: 10.1073/pnas.1211286109
- Rooth, D. (2010). Automatic associations and discrimination in hiring: Real world evidence. Labour Economics, 17(3), 523-534.
- Steinpreis, R.E., Anders, K.A., & Ritzke, D. (1999). The impact of gender on the review of the curricula vitae of job applicants and tenure candidates: a national empirical study. Sex Roles, 41(7/8), 509-528.
- Stout, J. G., Dasgupta, N., Hunsinger, M., & McManus, M. (2011). STEMing the tide: Using ingroup experts to inoculate women’s self-concept and professional goals in science, technology, engineering, and mathematics (STEM). Journal of Personality and Social Psychology, 100, 255-270.
- Trix, F., & Psenka, C. (2003). Exploring the color of glass: Letters of recommendation for female and male medical faculty. Discourse & Society, 14(2), 191-220.
- Uhlmann, E.L., & Cohen, G.L. (2005). Constructed criteria: Redefining merit to justify discrimination. Psychological Science, 16(6), 474-480.