Learning leaders should also understand that self-awareness, as it relates to implicit bias, is more than consciously thinking about which biases might lead to flawed decision-making. PART 1: Understanding implicit bias and its detriment to organizations, crucial in overcoming implicit bias in the workplace, women made up approximately 10 percent of the total members in the country’s top orchestras, a controversial internal memo written by an employee at Google, evaluate candidates based on a list of requirements, 5 ways to improve remote performance evaluations, Meet the CLO Advisory Board: Tamar Elkeles, Chief Learning Officer’s most-watched webinars of 2020, Text-based learning: emerging from the pandemic as a must-have, Getting 2021 Right – Harvard Psychologist on Building Productivity & Wellbeing, Creating Your Micro-credentialing Strategy, Learning Driven Growth at Schneider Electric, Building the LG Electronics Leadership Bench: High Potential Development to Drive High Performance. "Stuff like that just didn't happen in my old neighborhood.". "I always knew I wasn't going to be the person who made a difference because I had the loudest voice. Perspective-taking “can be very useful in assessing the emotional impact on individuals who are constantly being stereotyped in negative ways.”, The challenge in pursuing these strategies lies within each individual in your organization. Ohio State University 5. Are performance evaluation systems evaluated for gender neutrality?”, These same questions can be adjusted to account for racial and cultural differences that naturally occur in organizations due to things such as affinity bias, which is the tendency for people to hire, promote, and develop people that look, talk, and possess similar experiences. Still, that very same message—the ubiquity of implicit bias—can lend an added grimness to Eberhardt's work. The conclusion seemed perverse: Someone seeking to mitigate racial disparities in sentencing might be best served by not pointing them out. JENNIFER EBERHARDT: Well, I mean, I think—when we’ve done studies, we’ve asked people to rate faces, say, on how stereotypically black they … Kriti Jain, an associate professor at IE Business School, suggests you can improve decision-making by deploying a technique called “consequential reflection,” which prompts people to reflect on the positive and negative consequences of their decisions. Read more in PART 1: Understanding implicit bias and its detriment to organizations and PART 2: Implicit bias affects us all. "And we'll soon be in a position to design interventions that can directly affect the course of those interactions.". Jennifer L. Eberhardt et al., Seeing Black: Race, Crime, and Visual Processing, 87 J. Her husband, Stanford law professor Rick Banks, '87, MA '87—who went to the same elementary school but was in the gifted class, which got far more attention—says the doggedness that defines her work probably has roots in those days, when little was expected of her. Social psychologist and professor of psychology at Stanford, Jennifer Eberhardt, Ph.D., will be coming to the Center for Performing Arts Concert Hall at 7 p.m. on March 19. When Eberhardt was in seventh grade, for example, soon after the move, her teacher asked the class to share their families' immigration stories. We want to be able to distinguish friend from foe. "There was not a field of social psychology and criminal justice, and then there was Jennifer Eberhardt, and then there was a field," says UCLA professor Phillip Goff, MA '02, PhD '05, a former student of Eberhardt's and a collaborator on some of her most noted studies. When musicians started auditioning behind a curtain, the fact that evaluators could no longer see who was playing neutralized any potential for gender bias. The stranger was probably the only black male on the plane, but he was crowned with long dreadlocks, not exactly a ringer for her decidedly bald husband. Yet her signature remains the same: unsettling research revealing the long, pernicious reach of unconscious racial bias, and an unrelenting commitment to share her findings with the outside world. "She made it possible for those of us who cared about black lives to do work that was relevant to policy, but that social psychologists could recognize as their own," Goff says. Penguin. In another study in 2012, commuters at a Bay Area train station were shown informational slides about the California prison system and then asked if they'd sign a petition in support of a proposed (and ultimately successful) amendment to lessen the severity of the state's Three Strikes law, which gives mandatory life sentences to certain repeat offenders. Not everyone buys the idea of racial bias being an unconscious problem, Magnus says; some believe it should be viewed as a more deliberate form of discrimination. Instead, she heard gasps, the loudest after she described an experiment that showed how quickly people link black faces … "You will never hear me say, 'It's implicit so it's not your fault,'" he says. Much of Eberhardt's work has focused on revealing the wide-ranging consequences of those biases. Physical Address: 875 Line Street Moscow, Idaho. This is how it felt. © 2021 - Chief Learning Officer - CLO Media. The subjects were then asked to identify blurry images as they came into focus frame by frame. This paper presents a systematic analysis of officer body-worn camera footage, using computational linguistic techniques to automatically measure the … But before she could quiz him for the connection, the 5-year-old added, "I hope he doesn't rob the plane.". "This is someone who is really out in the trenches working with police departments and the criminal justice system.". If you were to look at the hiring or learning and development selection processes, do you have a system where certain information about the candidates is hidden from the evaluators so as not to allow implicit biases to influence the decision-making process? It seeps into everything, a point Eberhardt sometimes uses personal anecdote to reinforce. Social psychology has a long history of studying stereotypes—it's been core to the field's interest for generations, says Hazel Markus, a professor in the Stanford social psychology department and a close colleague of Eberhardt's. Approximately 25 percent of the state prison population at the time was black. Social Psychologist Jennifer L. Eberhardt is investigating the subtle, complex, largely unconscious yet deeply ingrained ways that individuals racially code and categorize people and the far-reaching consequences of stereotypic associations between race and crime. 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