Please enable JavaScript.
Coggle requires JavaScript to display documents.
Implicit Bias (ten studies of implicit bias that no manager should ignore,…
Implicit Bias
ten studies of implicit bias that no manager should ignore
Rudman and Ashmore (2007): white students versus others in verbal slurs, social exclusion, physical harm, budget cuts
Plant and Peruche (2005): police shooting decisions of black vs. white suspects
Rudman and Glick (2001): gender stereotyping in liking ratings
Green et al. (2007): racial disparities in simulated treatment recommendations
Rooth (2007): Swedes were 3 times more likely to receive callback interviews than Arabs
von Hippel et al. (2008): nurse working attitudes toward intravenous drug users
Arcuri et al. (2008): preferences for left- vs. right-wing candidate
Palfai and Ostafin (2003): approach vs. avidance of alcohol
Gray et al. (2005): associations linking children, sex
Nock and Banaji (2007): associations linkings self, injury
methods of demonstrating implicit bias
semantic priming
evaluative priming
cognitive accessbility
motivation to control prejudice
do not predict implicit bias
moderator of the relationship between implicit and explicit biases
individual differences
IAT
measuring implicit bias and attitudes
exhibits construct, convergent, and divergent validity (Nosek and Smyth, 2007)
none of the evidence for the validity of the IAT is acknowledged by the critics
Tetlock-Mitchell critiques: spacious
IAT: unreliable
accuse collegues:
violating the injunction to separate factual from value judgements
conducting a witch-hunt
blindly adhering to a statist interventionist ideology
reputations of the critique
reputation of philosophical and ideological objections
Tetlock and Mitchell follow a campaign-like "kitchen sink" approach, throwing together a wide range of largely unrelated complaints and criticisms
reputation of methodological objections
Are implicit biases due to "benign" causes?
unfamiliarity
cultural awareness, sympathy
fear of being labeled a bigot
cognitive dexterity
whether organizational accountability is likely to stop implicit bias?