Jan. 31, 2020 Division Meeting

DIVISION MEETING
January 31, 2020

NOMINATE A GEM TODAY
Gamecocks who Excel at Magnificent Service
Nominate a colleague in your department or across the Division

GEMS
• The GEMS recognition program makes it easy to celebrate
employee achievements and say thank you to staff.
• Eligibility
• All employees in the Division of Student Affairs and Academic Support are
eligible for recognition — full time, part-time, temporary, research grant /time-
limited and graduate assistants.
• Participation
• Ask your department's business manager or HR contact for a GEMS
notecard. Fill it out and send it to the employee you want to recognize,
because a handwritten note is always nice.
• Nominate online using the GEMS Gift Card Nomination and Registration
Form

JANUARY GEMS WINNERS
• Chris Morgan
• Jason Halterman
• Carly Zerr
• Mitch Nettesheim
• Daniel Aleksiejczyk
• Richard Hartley
• Chelsey Art
• Morgan Ruebusch

NOMINATORS HAVE A CHANCE TO WIN!
When you nominate a colleague you will be
entered in the monthly drawings and you have an
opportunity to win a $25 gift card.

JANUARY NOMINATOR WINNER
•Lisa Coté

IMPLICIT BIAS
Preshuslee Thompson
January 31, 2020
7

IMPLICIT BIAS
UNDERSTANDING AND
MITIGATING
Preshuslee Thompson (She, Her, Hers)
Training and Development Specialist
University of South Carolina | January 31, 2020

ABOUT THE KIRWAN INSTITUTE
HOW KIRWAN APPROACHES OUR WORK
RACE AND COGNITION
The role of individual-level
thoughts and actions in
maintaining discrimination.
STRUCTURAL
RACIALIZATION
The influence of our country’s
racial history on policies,
practices and values that
perpetuate racial inequity.
@KirwanInstitute /KirwanInstitute

Gladwell, Malcolm. (2005). Blink: The Power of Thinking Without Thinking. Little, Brown, & Co.: New York.
The average
U.S. man is
5’9”
The
average
Fortune
500 U.S.
CEO is
6’0”
IS IT JUST A COINCIDENCE?

0%
10%
20%
30%
40%
50%
60%
70%
U.S. Men Fortune 500 Company CEO
14.5%
6’ or taller
4%
6’2” or taller
30%
6’2” or taller
58%
6’ or taller
LEADERSHIP AND PHYSICAL STATURE
Gladwell, Malcolm. (2005). Blink: The Power of Thinking Without Thinking. Little,
Brown, & Co.: New York.

Attitudes or stereotypes that affect our
understanding, actions, and decisions in an
unconscious manner.
Image Credit
DEFINING IMPLICIT BIAS

IMPLICIT BIAS CAN TURN EVEN OUR BEST
INTENTIONS INTO UNWANTED OUTCOMES
Intent
Effects of
Implicit
Bias
Outcom
e
Activity Credit: Lena Tenney

WHY IMPLICIT BIAS?
• Implicit bias can be a better predictor of behavior
and decision-making than our explicit beliefs.
• Implicit bias gives us a framework for
understanding the underlying factors driving overt
racism.
• Challenging implicit bias can help us align our
good intentions with our desired outcomes.
• Discussing implicit bias does not mean
ignoring other causes of disparities—it is one
part of the big picture.

LIMITATIONS OF AN “IMPLICIT
BIAS ONLY” APPROACH
• Potential to “excuse” or ignore bias because it may be
unintentional
• Easier to label bias as unintended, when that may not always be
the case
• Diverting resources away from institutional equity reform efforts

GOALS FOR THIS SESSION
• Help us think differently about the way we think.
• Foster understanding of the ways in which bias operates in our
lives & institutions.
• Create a space and process to begin to bridge the gap between
intentions and outcomes.

UNDERSTANDING IMPLICIT BIAS
HOW OUR MINDS WORK

MENTAL PROCESSING
IMPLICIT & EXPLICIT BIASES DON’T ALWAYS
ALIGN
Implicit
Processin
g
Explicit
Processin
g
• Efficiency
• Exposure
• Associative Memory
• Deliberate Processing
• Executive Functioning

HOW BIASES AFFECT US
IMPLICIT & EXPLICIT BIASES DON’T ALWAYS
ALIGN
Implicit
Biases
Conscious
Processin
g
• We engage in biased
behavior
• We experience biases
behavior
• We internalize biases
• An awareness of our implicit
biases can help us mitigate the
effects on our processing.

Miller, G. A. (1956). The magical number seven, plus or minus two. Some limits on our capacity for
processing information. Psychological Review, 101(2), 343-352. Image Credit
Conscious Mental
Processing
(7 ± 2 pieces of info) Unconscious Mental
Processing
(Millions/potentially
unlimited pieces of info)
WE HAVE LIMITED CONSCIOUS PROCESSING
CAPACITY

THE BIG IDEA
• There are key conditions under which we are most likely to
make decisions based on implicit biases:
 Ambiguous or incomplete information
 Compromised cognitive load
 Time constraints
 Overconfidence in objectivity

OUR BIASES ARE RESPONSIVE AND
ASSOCIATIVE
WE REACT TO PERCEIVED THREAT
Image Credit
Fear

TRAUMA RESPONSE
http://ptsd-treatment.info/
The Path of a Hijacked Brain
• Bypasses Executive Functioning
• Immediately in fight, flight or freeze
mode
• Not able to consider alternative solutions
or consequences
The Path of a Calm Brain
• The prefrontal cortex or higher brain,
• Optimal response to fear and accurately
assesses risk
• Quickly able to return to baseline (calm)

CHECKING OUR BIASES
IDENTITIES AND PERCEPTIONS
Image
Credit

THE IMPLICIT ASSOCIATION TEST
• Measures the relative strength of associations between pairs of
concepts
• Stronger implicit associations = less time to pair and fewer
matching errors
• Weaker implicit associations = more time to pair and more
matching errors
implicit.harvard.edu

EXAMPLES OF PUBLICLY AVAILABLE IATS
Attitudes
Race
Age
Sexuality
Disability
Weight
Stereotypes
Gender - Career
Gender - Science

GENDER - CAREER IAT RESULTS
(N=846,020)
24%
32%
19%
17%
5%
3%
1%
0%
5%
10%
15%
20%
25%
30%
35%
Strong Moderate Slight None Slight Moderate Strong
Automatic Association of Men
with Career & Women with
Automatic Association of
Women with Career & Men with
Home
Project Implicit. (January 2005- December 2015). Percent of web respondents with each score. Retrieved
06/20/2017 https://implicit.harvard.edu/implicit/Study?tid=-1
No Automatic Association
of Gender with Home vs.
Career

ORIGINS OF THESE ASSOCIATIONS
Image Credit 1; Image Credit 2
Family, friends, & early life experiences
Media messaging: both traditional & social

https://www.buzzfeednews.com/article/ellievhall/meghan-markle-kate-middleton-double-standards-royal

IMPLICIT BIASES AND IDENTITY
UNDERSTANDING BIASED PERCEPTIONS OF OTHERS

ALL ACTORS IN HIGHER EDUCATION ARE SUSCEPTIBLE
TO IMPLICIT BIAS

IMPLICIT BIAS CAN BE ACTIVATED BY ANY PERCEIVED
SOCIAL IDENTITY
• Our social identities can
intersect
• Intersectionality is specific to a
person holding multiple
marginalized identities
• We can have both privileged
and marginalized identities
simultaneously
• Having a privileged identity
does not mean you never
experience oppression.
• Being aware and intentional
about how we reflect on our
own identity can help us to be
better champions for justice
and equity.

3 COMPONENTS OF BIAS
• Cognitive: beliefs and expectancies of people based off identities
(stereotypes)
• Affective: attributions or judgements of people as good or bad.
(prejudice)
• Behavioral: Tendency to treat or interact with people based off
identities (discrimination)
Ageism in the Workplace, David M. Cadiz, Amy C. Pytlovany, and Donald Truxillo, organizational and
instutional psychology online publication date march 2017 DOI: 10.1092/acrefore/9780190236557.013.2

IDENTITIES INFLUENCE
PERCEPTIONS
Fiske, S. T., Cuddy, A. J. C., Glick, P., & Xu, J. (2002). A model of (often mixed) stereotype
content: Competence and warmth respectively follow from perceived status and
competition. Journal of Personality and Social Psychology, 82(6), 878-902.
Competence
• Confident
• Capable
• Skillful
Warmth
• Friendly
• Good-natured
• Trust Worthy
Status
• Prestige and
Wealth
Competition
• Competing for
resources

IMPLICIT BIAS AND STEREOTYPING
• Our Biases are often formed
based on skewed,
overgeneralized, and
stereotypical messages.
• Dimensions of stereotypes are
derived from interpersonal and
intergroup interactions.
• Stereotypes maintain a
societies status quo and defend
dynamics of Power and Control
Fiske, S. T., Cuddy, A. J. C., Glick, P., & Xu, J. (2002). A model of (often mixed) stereotype
content: Competence and warmth respectively follow from perceived status and competition. Journal
of Personality and Social Psychology, 82(6), 878-902.

IMPLICIT BIAS AND INTERSECTIONALITY
• National Science Foundation conducted an empirical study
analyzing how experiences of implicit bias correlated with
stereotype studies and the intersection of race and gender.
• 60 WOC in STEM were interviewed
• 20 Black, 20 Asian, 20 Latina
• 4 Patterns of Gender Biased were identified
2014 Double Jeopardy? An Empirical Study with Implications for the Debates over Implicit Bias and
Intersectionality, Joan C. Williams UC Hastings College of the Law, williams@uchastings.edu

4 GENDER BIASES
• Prove It Again: Stereotypes related to perceptions of Women’s
competence
• Tight Rope: The balance of masculine vs feminine behaviors and
expectations of Women
• Maternal Wall: Assumptions regarding how mothers navigate work
life
• Tug of War: Internalizing Gender bias against other women

PROVE IT AGAIN (STEMS FROM STATUS DIFFERENTIALS)
White Women
-Need to provide twice as much evidence to prove they
are equally as competent as men.
-Women’s success often attributed to luck, men’s
attributed to skill.
-WOC often described experiences as demeaning and
disrespectful, this phrasing was not used by WW being
interviewed.
-WOC had to navigate extra stereotypes related to
sexuality
Black Women
-Perceptions of competence stemmed more
from Race than Gender.
-Often felt stereotyped as incompetent and
unqualified.
-Race influencing prove it again stereotypes
were only reported by Black women.
Latina Women
-Dealt with the lowest perceptions of
competence.
-Often viewed as an immigrant or domestic
worker.
-Gender had a larger impact than race did on
perceptions.
Asian Women
-Stereotypes were lumped as positive and
negative
-“Model Minority”stereotype caused increase in
perceptions of competence. Equally or more
competent than Whites.
-Negative stereotypes pertaining to social skills
-Negative stereotypes pertaining to
submissiveness

TIGHT ROPE
White Women
-Pressure in the workplace to conform to traditional notions of
femininity but not “too feminine”
-High status jobs place demand on Women to be more masculine in
their behaviors but too much will cause Women to be perceived as
“prima donnas, not team players, too aggressive.”
Black Women
-Because Black people are often stereotyped
as more masculine than white people, BW may
have more leeway in showing masculine
behaviors.
-Assertive behaviors are praised until it reflects
a personal issue (complaints about
discrimination, angry black woman)
-Often assigned Office “housework” duties
-More likely to have clothing and appearance
deemed as an issue than feminine behavior.
Latina Women
-Often perceived as too feminine, especially
when it comes to clothing.
-Increase in pressure to do office
“housework” due to stereotypes about
domestic workers.
-If behaviors are too masculine they are
perceived as the “fiery or spicy Latina”.
Asian Women
-Again mixed positive and negative
stereotypes become present.
-If an Asian Woman is too masculine she
was perceived as a “Dragon Lady”
stereotype.
-Also assigned office “housework”
-General stereotypes portraying Asian
Women as quiet, obedient, and courteous.

MATERNAL WALL
White Women
-Motherhood triggers powerful negative stereotypes
related to competence.
-Mothers are 79% less likely to be hired, only ½ as
likely to be promoted, and offered on average
$11,000 less in salary.
-Punished in the workplace more harshly.
-Fathers are also less likely to be offered promotions
and punished more harshly.
Black Women
-in 2006 ABA found that the same portion of
White Women and WOC reported feeling their
career commitment was questioned after
becoming a parent.
-Family patterns were more of a barrier for
BW than WW. (ex: single parent, caregiver for
extended family)
Latina Women
-Increased assumptions that Latina Women
have a lot of children.
-Assumptions that family would be chosen
over work.
-Family dynamics focus more on the extended
family more so than the status quo (nuclear
family)
Asian Women
-Model minority stereotype continued to
trigger assumptions that Asian mothers have a
nuclear family structure.
-Stereotypes associating Asian Americans as
career oriented trigger assumptions that Asian
Women would choose their career over there
family.

TUG OF WAR
White Women
-When there are few women in leadership, it can
trigger a perception amongst women that there is
only room for one.
-Women who experience Gender Bias early in their
careers tend to distance themselves from other
women
Black Women
-“tokenism effect” specifically pertaining to the
presence of Black Women
-Conflict between Black and White Women
pertaining to different understandings of
“womanly behavior”.
-Feelings of isolation and that colleagues are not
“safe” enough to share personal information with.
- Conflict between younger and older Black
Women pertaining to advice about navigating the
workplace.
Latina Women
-Some Latina Women spoke kindly of other
Latinas in the workplace.
-Conflict arose between younger and older
Latina staff.
-Felt there was an increase of conflict
between Latina Women with Women
Supervisors who were of another race.
Asian Women
-Reported fewer levels of Tug of War barriers
than other groups of Women.
-Felt a strong sense of comradery between
Asian Women in the workplace.
-Suggested close relationships with older
Asian Women in the workplace helped reduce
Tug of War barriers.

THE BIG IDEA
• Experiences of subtle and overt bias differ based of both Race and
Gender.
• Without acknowledging the intersection of Race and Gender, we begin
to clump WOC into one category, and that “erases” race based barriers.
• Biases and stereotype activation may be automatic but acting on those
assumptions are under our control.
• Intersectionality should always be included in conversations related to
bias and diversity and inclusion.
• Navigating workplace stereotypes can create an additional set of
burdens for marginalized minorities in the workplace.

STEREOTYPE THREAT
• Triggered when we fear our performance will be interpreted as
confirming a stereotype versus our actual ability.
• Even subtle stereotypical comments (microaggressions) can
drastically reduce a person's performance
• Stereotype threat occurs within many communities: race and
ethnicity, gender, socioeconomic status
Brownstein, M., & Saul, J. M. (2016). Implicit bias and philosophy. Oxford: Oxford University Press.

STEREOTYPE THREAT'S EFFECT ON PERFORMANCE
• The psychological distressed
produced by stressed impairs
our ability to think clearly
• Increased cognitive load
produced by actively
monitoring one's own
performance
• Added cognitive load produced
by efforts to suppress other
responses to threat
• Indvidual's may experience
• avoidance,
• disengagement,
• or disidentification with the
stereotyped social identity
Brownstein, M., & Saul, J. M. (2016). Implicit bias and philosophy. Oxford: Oxford University Press.
Shapiro, J. R., & Neuberg, S. L. (2007). From Stereotype Threat to Stereotype Threats: Implications of a Multi-Threat Framework for Causes, Moderators,
Mediators, Consequences, and Interventions. Personality and Social Psychology Review,11(2), 107-130. doi:10.1177/1088868306294790

CHALLENGING IMPLICIT BIAS
INDIVIDUAL & INSTITUTIONAL STRATEGIES
Image Credit

KNOW YOUR BIASES

CHANGE UNWANTED BIASES
Pascual-Leone, A., Freitas, C., Oberman, L., Horvath, J. C., Halk, M., Eldaief, M., . . . Rotenberg, A. (2011).
Characterizing brain cortical plasticity and network dynamics across the age-span in health and disease with TMS-
EEG and TMS-fMRI. Brain Topogr, 26, 302-315. Image Credit

USE MINDFULNESS TO ALTER YOUR BIASES
Six weeks of practicing loving kindness meditation aimed
at increasing empathy toward a marginalized people
was shown to decrease levels of unfavorable implicit bias.
Kang, Y., Gray, J. R., & Dovidio, J. F. (2014). The Nondiscriminating Heart: Lovingkindness Meditation Training
Decreases Implicit Intergroup Bias. Journal of Experimental Psychology, 143(3), 1306-1313. Image Credit.

USE MINDFULNESS TO INCREASE COGNITIVE CONTROL
Image Credit

INTERGROUPCONTACT
Allport, G. W. (1954). The Nature of Prejudice. Cambridge, MA: Addison-Wesley. Peruche, B. M., & Plant, E. A.
(2006). The Correlates of Law Enforcement Officers' Automatic and Controlled Race-Based Responses to Criminal
Suspects. Basic and Applied Social Psychology, 28(2), 193-199.

REDUCE SUSCEPTIBILITY AT
KEY DECISION-MAKING MOMENTS
Time Constraints
Compromised Cognitive Control
High Ambiguity
Overconfidence in Objectivity

Logging data may be the first way to establish that
bias may be an issue and can help inform next steps.
Set clear goals, track progress, & analyze trends
powell, j. a. (2015). Implicit Bias and Its Role in Philanthropy and Grantmaking. Responsive
Philanthropy(2). Williamsburg, VA. Blair, I. V., Steiner, J. F., and Havranek, E. P. (2011).
“Unconscious (Implicit) Bias and Health Disparities: Where Do We Go From Here?” The
Permanente Journal 15(2): 71-78
UTILIZE DATA

BE AN ACTIVE BYSTANDER
IDENTIFY the emergence of bias
DECIDE to address the situation
SPEAK OUT
FOLLOW UP
http://kirwaninstitute.osu.edu/active-bystander-training/
Image Credit

CONTINUALLY COMMIT
TO DOING YOUR BEST WORK
Image Credit

“If you always think what you always thought,
you will always do what you’ve always done.
If you always do what you’ve always done,
you will always get what you’ve always got.
If you always get what you’ve always got,
you will always think what you’ve always
thought.”
THINK Different | DO Different | GET
Different

QUESTIONS AND ANSWERS
Image Credit

FOR MORE INFORMATION, PLEASE VISIT OUR
WEBSITE:
KIRWANINSTITUTE.OSU.EDU

CLOSING REMARKS
Dr. Dennis Pruitt
Vice President for Student Affairs and Academic Support
63

ASSESSMENT – TELL US WHAT YOU THINK!
• Get out your phone, laptop,
tablet, etc.
• Go to srs.campuslabs.com
• Type in code: 23324

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