Podcasts about banaji

Los yacimientos de Atapuerca no dejan de sorprendernos ni de ampliar la historia de la evolución humana en nuestro continente. Los investigadores de la sierra burgalesa han presentado los restos de una nueva especie de entre 1,2 y 1,4 millones de años, la más antigua hasta la fecha en Europa occidental. Un hallazgo que ayudará a explicar el origen y como se produjo el poblamiento del viejo continente. Hemos entrevistado a Rosa Huguet, investigadora del IPHES y líder del estudio. Con José Antonio López Guerrero hemos analizado el incremento de casos de sarampión que se están produciendo en numerosos países de nuestro entorno, también en España. Una enfermedad para la que existe una vacuna muy eficaz y que, en algunos casos, puede llegar a ser mortal. Hemos informado de la concesión del Premio BBVA Fronteras del Conocimiento en la categoría de Ciencias Sociales a Ajzen, Albarracín, Banaji, Greenwald y Petty por contribuciones que han revolucionado la Teoría de las Actitudes y sus aplicaciones prácticas. El sueño está relacionado con el correcto funcionamiento del organismo. Fernando de Castro nos ha contado una investigación hecha con gusanos que lo relaciona con la memoria olfativa y las neuronas que intervienen en el proceso. Con Jesús Pérez Gil hemos hablado de las membranas celulares, fundamentales no solo para que la célula pueda vivir sino, de hecho, para la aparición de la propia vida… Y de cómo debe adaptarse a las condiciones ambientales. En nuestros destinos con ciencia, nuestra compañera Esther García nos ha llevado a la impresionante barrera de Maeslant ubicada a la entrada del Puerto de Rotterdam (Holanda), la más grande del mundo, que forma parte del Plan Delta, el mayor proyecto de defensa contra el mar del planeta.Escuchar audio

Los yacimientos de Atapuerca no dejan de sorprendernos ni de ampliar la historia de la evolución humana en nuestro continente. Los investigadores de la sierra burgalesa han presentado los restos de una nueva especie de entre 1,2 y 1,4 millones de años, la más antigua hasta la fecha en Europa occidental. Un hallazgo que ayudará a explicar el origen y como se produjo el poblamiento del viejo continente. Hemos entrevistado a Rosa Huguet, investigadora del IPHES y líder del estudio.Con José Antonio López Guerrero hemos analizado el incremento de casos de sarampión que se están produciendo en numerosos países de nuestro entorno, también en España. Una enfermedad para la que existe una vacuna muy eficaz y que, en algunos casos, puede llegar a ser mortal. Hemos informado de la concesión del Premio BBVA Fronteras del Conocimiento en la categoría de Ciencias Sociales a Ajzen, Albarracín, Banaji, Greenwald y Petty por contribuciones que han revolucionado la Teoría de las Actitudes y sus aplicaciones prácticas. El sueño está relacionado con el correcto funcionamiento del organismo. Fernando de Castro nos ha contado una investigación hecha con gusanos que lo relaciona con la memoria olfativa y las neuronas que intervienen en el proceso. Con Jesús Pérez Gil hemos hablado de las membranas celulares, fundamentales no solo para que la célula pueda vivir sino, de hecho, para la aparición de la propia vida… Y de cómo debe adaptarse a las condiciones ambientales. En nuestros destinos con ciencia, nuestra compañera Esther García nos ha llevado a la impresionante barrera de Maeslant ubicada a la entrada del Puerto de Rotterdam (Holanda), la más grande del mundo, que forma parte del Plan Delta, el mayor proyecto de defensa contra el mar del planeta.Escuchar audio

There is not much I enjoy more than sitting down with one of the most innovative thinkers in compliance; Carsten Tams, to find out what is on his mind regarding compliance. I recently had the opportunity to do so on the topic of making compliance training memorable. Over this short five-part series we will introduce the problem and challenges and then provide you with four game changing strategies you can employee for success in your compliance training. In this Episode 2, we discuss the concept of focusing on strengths within compliance and ethics training, as opposed to traditional deficit-based methods that highlight potential misconduct.  When we instruct people about prohibited behaviours, and how the company detects and discipline misconduct, employees often feel mistrusted and alienated. They tune out. This is deficit-based learning. It approaches the learner as a risk factor or potential delinquent. It aims to constrain unwanted behaviour. When employees can learn how to effectively shape and safeguard the ethical workplace they aspire to, they feel inspired and tune in. This is strength-based training. It approaches the learner as a valued partner in maintaining integrity. It assumes that people have capabilities, It aims at eliciting and strengthening the positive ethical faculties already present in most people. Tom and Carsten urge a shift in perspective so that learners are viewed as valued partners, drawing upon the principles of self-affirmation theory and strength-based approaches found in various sectors like healthcare and education. This approach aims to engage learners by acknowledging and enhancing their capabilities, ethical values, and problem-solving skills, thus fostering a sustainable ethical culture within organizations. Examples of successful applications of this approach, including innovative training methods and programs like UNESCO's card game and the 'Giving Voice to Values' curriculum, are highlighted. The conversation underscores the importance of designing training that not only prevents misconduct but also supports and develops employees' strengths, thereby enhancing overall company culture.  Highlights and Key Issues Discussed ·      The Problem with Deficit-Based Training Approaches ·      The Power of a Strength-Based Approach ·      Real-World Applications and Success Stories ·      Practical Steps Towards Strength-Based Training ·      Building a Sustainable Ethical Culture  Resources Books and Articles Saleebey, D. (Ed.). (2009). The Strengths Perspective in social work practice (5th ed.). Boston: Allyn and Bacon. Pulla, Venkat. (2012). What are Strengths based Practices all about? Banaji, M., & Dobbin, F. U. (2023, September 17). Why DEI training doesn't work—and how to fix it. The Wall Street Journal. Retrieved March 11, 2024 Dobbin, F., & Kalev, A. (2022). Getting to diversity: What works and what doesn't. The Belknap Press of Harvard University Press. Carsten Tams on LinkedIn Emagence Consulting Tom Fox Instagram Facebook YouTube Twitter LinkedIn

Dr. Kay & Dr. Ray discuss episode 10 of Season 11 of Vanderpump Rules. They talk about the first two events for which Ariana had to share a small space with Tom Sandoval: the water tasting and the beach. Ariana's justified anger is met with distaste from her “friends”, despite her almost losing a second dog, this time at the hands of Tom, rather than while Rachel was in the hands of Tom. Oh, and he tries to low-key blame Ann.Dr.s Kay & Ray also do Testosterboned & Relationship Test segments, leading to discussion of Katie & Schwartz's sexual tension and The Valley. Last, Dr. Kay does a Mental Health Check-Up about societal oppression of emotion. -------------------------------------------------------------------------------References for Mental Health Check-up:American Psychiatric Association. (2013). Diagnostic and statistical manual of mental disorders (5th ed.). https://doi.org/10.1176/appi.books.9780890425596Hill Collins, P. (1990). Black feminist thought. Routledge.Gregory, P. (2023). Normal Women: 900 Years of Making History. William Collins. Kagan, J. (2007). What is emotion? History, measures, and meanings. Yale University Press.Storage, D., Charlesworth, T., Banaji, M., Cimpian, A. (2020). Adults and children implicitly associate brilliance with men more than women. Journal of Experimental Social Psychology, 90. https://doi.org/10.1016/j.jesp.2020.104020—-----------------------------------------------------------------------------Reality testing is when we check an emotion or thought we're having against objective reality. So, here in Reality Test, we're going to be testing the thoughts, emotions, interactions, and producer antics of reality television against what we know, as licensed psychologists, about objective reality. Come Reality Test with us!Hosts: Dr. Kay & Dr. RayThank you to our sound extraordinaire, Connor!Email: realitycheckpodding@gmail.com

[click here for the english transcript] Aflevering 2 (Sz. 2): Andrea Bardyn en Stef Heylen over Duo For A Job >>> intro Welkom bij de tweede aflevering van seizoen 2 van 'Let's Talk About Work'. In deze aflevering verwelkomen we Bart Wuyts, Andrea Bardyn en Stef Heylen, die dieper ingaan op de succesfactoren van Duo For A Job. In deze bijzondere aflevering passen we de structuur aan om de krachtige getuigenissen van mentees centraal te stellen. Duo For A Job speelt een cruciale rol in het ondersteunen van werkzoekenden en zij die bij willen dragen aan welzijn en inclusie. Wist je dat maar liefst zeventig procent van de deelnemende mentees een baan, stage of opleiding vindt na hun Duo-traject? Ontdek meer over hun inspirerende verhalen in deze aflevering.? Welkom Andrea en welkom Stef. Dankjewel We zijn heel blij dat jullie vanmiddag hier bij ons te gast bent in de podcast. En Artemis zit hier naar goede gewoonte aan mijn zijde om alles mee in goede banen te leiden. Wij gaan vooral de focus leggen op duo op een job want dat is wat jullie mee bezig zijn. Andrea jij bent als ik het goed begrijp een beetje de coördinator voor Duo For A Job in Turnhout. Stef is vroeger nog een hele loopbaan actief geweest bij Janssen Pharmaceutica - bij J&J – en was daar tot voor kort CEO maar is intussen aan het genieten van wat rust tussen de vergaderingen door begrijp ik. En jij bent voor Duo For A Job mentor voor één van de duo's of meerdere misschien? Eentje. Dus voilà fantastisch, heel fijn. Want Duo For A Job is ondertussen al een redelijk gekend concept in België. Hoe lang zijn jullie ondertussen bezig hier in Turnhout, Andrea? In Turnhout zijn we sinds januari 2023 van start dus we zijn nu 6 maanden bezig. In september 2023 vierden we onze 10de verjaardag als organisatie. En dan zijn we 10 jaar bezig sinds onze start in Brussel.   En leg nog is heel eventjes uit wat Duo For A Job doet? Duo For A Job is in essentie een intergenerationeel en intercultureel mentorprogramma. En wij brengen twee groepen bij elkaar: jonge mensen met een niet-Europese migratieachtergrond die op zoek zijn naar werk of opleiding aan de ene kant. Aan de andere kant mensen zoals Stef: mensen die professionele ervaring hebben die ze als vrijwilliger willen inzetten om jongeren te ondersteunen naar werk of opleiding. Dus jullie zijn hier in Turnhout een half jaar bezig. Ondertussen heb je al wat mensen kunnen engageren om mee te doen.. Ja. Hoeveel duo's zijn ondertussen al aan de slag? Hier in Turnhout zijn we nu met de eerste zeven trajecten bezig. In de provincie Antwerpen zijn we al langer actief en daarin zitten we toch al tegen de 800 duo's ondertussen.   In de provincie Antwerpen. En als je dat dan op heel België zou reflecteren? Allicht gaat dat dan over vele duizenden duo's?   Ja, we zijn ondertussen ook in Frankrijk en Nederland actief. In totaal zijn we nu aan meer dan 6000 trajecten. Geweldig. Stef wat sprak jou aan om hier tijd in te steken om jou daarvoor te engageren? Dat zaadje is gepland toen ik nog CEO bij Janssen Pharmaceutica was. Wij merkten dat wij als bedrijf absoluut niet divers waren. We waren voor iedere jobinvulling op zoek naar de klassieke ‘witte raaf', terwijl die eigenlijk niet bestaat. Dat die niet rondvliegt. Helemaal niet rondvliegt. Langs de andere kant zagen wij dus ook die krapte op de arbeidsmarkt aankomen. En diversiteit is een heel belangrijk thema bij Janssen - en niet zomaar. Het is voldoende aangetoond dat vooral voor creatieve en innovatieve bedrijven, diversiteit een heel belangrijke input is om die creativiteit en innovativiteit te kunnen bewerkstelligen. En zoals veel bedrijven hebben ook wij gemerkt dat als je dat niet echt proactief gaat managen dan gebeurt er eigenlijk niks. Want als hiring managers zijn we nog altijd geprogrammeerd zoals de Neanderthalers: wij zoeken gewoon klonen van onszelf. Dus als je niet echt proactief gaat managen verandert er niets. Dat zien we op vlak van gender en evengoed op andere vlakken van diversiteit. Daar is het zaadje dus geplant. En kende je Duo For A Job al? We hebben heel concreet contact opgenomen met Duo For A Job, en geleerd hoe zij werken. Vervolgens maakten we een partnerschap op met 2 doelstellingen. Want je moet weten dat een ander probleem waar we binnen Janssen Pharmaceutica mee te maken hadden (zoals dat ook in veel andere bedrijven speelt), was de vraag hoe we onze oudere werknemers gemotiveerd houden op het einde van hun carrière. Hoe kunnen we hen meer zingeving geven in die laatste jaren van hun carrière. En we hebben dus geprobeerd om twee vliegen in één klap te slaan. Enerzijds oudere werknemers warm maken om te fungeren als mentor en anderzijds dit zien als een mogelijke nieuwe input van diverse werknemers naar het bedrijf. En dus na mijn pensionering ben ik zelf ook mentor geworden. Maar dat wilt zeggen dat er wellicht vanuit het bedrijf ook andere mensen in het mentorprogramma gestapt zijn of aan het stappen zijn? Ja. Het spreekt echt aan juist omdat het ook echt voor die oudere werknemers een hele mooie manier is van zingeving. Je krijgt er heel veel persoonlijke voldoening van. Dat kan ik me goed voorstellen. Dat illustreert eigenlijk perfect de impact die we willen bereiken. Aan de ene kant willen wij voor mensen, jongeren met een migratieachtergrond, de stap naar de arbeidsmarkt verkleinen. Aan de andere kant willen wij de ervaringen van 50-plussers waarderen en inzetten. Door die twee samen te brengen krijg je een heel sterke combinatie. Wij werken daarvoor samen met bedrijven en mensen stappen bij ons in als vrijwilliger – bijvoorbeeld wanneer ze op pensioen zijn of wanneer ze deeltijds gaan werken. Wij hebben een extra uitdaging in deze podcast gestoken. Want we hebben ondertussen een paar quotes van deelnemers in Duo For A Job trajecten: mensen met een niet-Europese achtergrond die hier in Vlaanderen terecht gekomen zijn en die allerlei bottlenecks, drempels tegenkomen. We hebben een paar fragmenten klaar staan. [FRAGMENT 1: Kathleen uit Venezuela, Olga uit Rusland en Tigran uit Armenië vertellen over hun ervaring en hoe teleurstelling, moedeloosheid, en gevoel van overbodig te zijn daar soms toch wel in doorschemeren.] We hoorden drie fragmenten: Kathleen, Olga en Tigran getuigen over wat het met een mens doet als je vanuit een ver buitenland naar hier komt, de taal niet spreekt en een beetje verlopen loopt als je zo de weg naar werk niet direct vindt en ja dan kom je dus blijkbaar allerlei drempels tegen. Taal als eerste – een zeer sterke drempel. Er word ook verwezen naar een diploma of CV dat in het thuisland is opgebouwd en dat hier niet altijd erkend of aanvaard wordt… Stef kom jij deze zaken ook tegen bij jouw mentee? Absoluut, ja. Ik begeleid iemand van Palestijnse afkomst, een arts. Ik ben zelf ook arts van opleiding. Dat vind ik het toffe aan Duo For A Job: dat ze echt werk maken van het goed matchen van de mentor en de mentee. En één van de dingen waar we nu op aan het wachten zijn is zijn erkenning als arts in België. Dat is een bijzondere omslachtige procedure. Dat is niet vanzelfsprekend dus begin juni weten wij of hij erkend gaat worden op master niveau. En dat bepaalt natuurlijk wel de rest van zijn toekomst. Die man had al zoveel moed gehad om eerst in Polen heel zijn curriculum opnieuw af te leggen. Hij is dan uiteindelijk gefaald omwille van een mondeling examen omdat zijn Pools niet goed genoeg was om te slagen. Maar dat is iemand Arabisch spreekt, die Engels spreekt, die de moeite gedaan heeft om Pools te leren nu de moeite doet om Nederlands te leren. Voor mij zijn dat enorm sterke karaktertrekken - dat is iemand die heel veel veerkracht heeft, dat is iemand die oplossingsvermogen heeft, die aanpassingsvermogen heeft en die er wilt geraken. En wat wij als werkgevers in Vlaanderen fout doen – denk ik – is dat wij onze vacatures bijzonder dom opstellen.  Wij maken die heel kwantitatief: je moet zoveel jaren ervaring hebben in dit, je moet zoveel jaren ervaring hebben in dat. En wat gebeurt er in heel veel bedrijven? Die initiële vacatures die worden gescreend door een extern bureau en als die vacatures heel kwantitatief zijn opgesteld en je beantwoordt daar niet exact aan, dan krijg je die mogelijke werknemer zelfs niet eens te zien. Dan worden er al enorm veel kandidaten uit-gescreend. Natuurlijk heb je bij iedere job een soort van minimum aan technical skills nodig.. Maar mijn suggestie is om die toch echt zo concreet mogelijk te omschrijven. En het aantal jaren ervaring dat iemand al dan niet heeft, is net een heel erg niet-concrete manier om dit te omschrijven. Ik raad sterk aan om vooral te focussen op die transferable skills: probleemoplossend vermogen, aanpassingsvermogen, veerkracht en dergelijke. Dan ga je zien dat veel van die kandidaten eigenlijk een rijkdom aan ervaring hebben die mits inderdaad de nodige begeleiding naar taal, naar on-the-job training, het verschil kunnen maken. Zeker! En dan ben je de diversiteit aan het binnen brengen. Maar dat is het punt dat we al vaak gehoord hebben in veel gesprekken hier. Hoe fout maken wij allemaal dat wervingsproces nog: de sollicitatieprocedure, hoe de vacature is opgesteld, de eerste stappen in selectie van kandidaten,.. Mag ik daar nog iets aan toevoegen? Want het is niet omdat je diverse kandidaten hebt dat je ze ook gaat aanwerven. Om die diversiteitsagenda op te lossen denk ik dat er een aantal belangrijke punten zijn. Je moet van diversiteit echt een management objective maken. Mensen moeten daar op afgerekend worden. De werknemers van een bedrijf zouden een afspiegeling moeten zijn van de maatschappij waarin wij leven. Daar staan we mijlenver vanaf. Die verhouding gaat niet spontaan komen – je moet daar een bedrijfsobjectief van maken waar managers ook op worden afgerekend. Ervoor zorgen dat je medewerkersbestand divers is, dat gebeurt niet vanzelf. Wat ik in mijn tijd enorm boeiend vond, dat was die unconsious bias test van Banaji. Je merkt dan echt heel concreet hoe primitief je eigen brein geprogrammeerd is, hoe we effectief geneigd zijn om klonen van onszelf te selecteren. Alles begint bij bewustwording: je bewust worden van die onbewuste vooroordelen. Een ander hulpmiddel is om, voordat je aan de selectie begint, ervoor te zorgen dat je begint met een panel van kandidaten waar je bewust diversiteit inbrengt - diversiteit op alle mogelijke dimensies. En de volgende essentiële stap is ervoor te zorgen dat je interview panel inclusief is samengesteld. Zorg ervoor dat diversiteit daarin vertegenwoordigd is. Als je die drie schakels al juist doet, is de kans groot dat je diversiteitsagenda in het bedrijf dingen in beweging zet. Jij spreekt vanuit ervaring in een groot bedrijf, voor een KMO ligt dat allemaal wat anders. Maar ook zij kunnen hier lessen uit trekken. Echte doelstellingen opzetten, wat expertise inhuren links of rechts bijvoorbeeld om te screenen hoe je vacatures zijn vormgegeven,.. Ondertussen zijn er al zoveel dienstverleners die daarin ondersteuning bieden dat dat eigenlijk de drempel niet mag zijn. Herken jij het ook Andrea? Ja, de fragmenten die we beluisterden tonen heel sterk aan wat het betekent wanneer bedrijven die drie stappen niet zetten – dus wat de impact daarvan is op de werkzoekende. Mensen die bij ons aankloppen hebben al heel wat sollicitaties achter de rug gehad. Zij hebben al heel veel ‘nee's' te verwerken gehad. Dat heeft een impact op je zelfvertrouwen. Vaak is de feedback omtrent die ‘nee's' heel erg onduidelijk – en dan gaan ze dat proberen zelf te interpreteren: ligt het aan mijn taal? Is het discriminatie? Heb ik niet genoeg ervaring..? Dat is waar een mentor enorm verschil maakt: dat zelfvertrouwen opbouwen, en vaak heropbouwen. Want vergeet niet dat het gaat om mensen die vaak van uit hun thuisland reeds een enorme ervaring hebben. En die maar wat graag willen bijdragen aan het land waar ze hun veilige plek hebben gevonden. Mentors ondersteunen dan echt wel om dat zelfvertrouwen op te blijven krikken, ook doorheen de vele afwijzingen die onze mentees op hun pad tegenkomen. Ja het moet wat met een mens doen.. Wij kunnen het ons eigenlijk niet voorstellen. Inderdaad. Om morgen in weet ik veel, bijvoorbeeld India terecht te komen en daar zonder dat je de taal spreekt een nieuw leven op te bouwen terwijl je hier een mooie job had.. Daar opnieuw te beginnen en dan elke keer opnieuw horen dat je niet goed genoeg bent. In ons allereerste gesprek in deze podcastreeks hadden we iemand te gast die een heel erg hoog gekwalificeerde opleiding had genoten in Oost-Europa. Dat is zelfs nog niet eens buiten Europa – en die opleiding en de ervaring die daaruit voortvloeide telde hier niet mee omdat dat hier niet erkend werd. Enfin, ze heeft daar wel een heel persoonlijke goede draai aan gegeven.. Laat ons eens naar het tweede fragment luisteren Artemis. [FRAGMENT 2: Needa uit Palestina en Olga uit Rusland vertellen over de drempels die zij hebben ervaren in hun zoektocht naar werk en hoe je dan weer ondergekwalificeerd bent, dan weer overgekwalificeerd, dan blijkt dat je toch echt een rijbewijs moet hebben,.. Hoe de twijfel van anderen er voor zorgt dat je zó aan jezelf begint te twijfelen dat dit een extra barrière wordt in de zoektocht naar werk.] Dit illustreert voor een stuk ook waar we het over hadden: je krijgt de ene na de andere teleurstelling te verwerken. Eerst is het de taal die niet matched vervolgens is het  weer iets anders en dan is het zelfs tot een rijbewijs toe dat ze dan missen.. Je zou er voor minder moedeloos van worden. Schrijnend om te zien hoe wij talent weggooien. Ja. In die laatste quote hoor je dat heel sterk, dat er dan echt zo'n beeld groeit als zouden alle vacatures voor lang opgeleide mensen al zijn ingevuld. Dat is het verst van de waarheid - maar we laten zoveel talent liggen. En hier denk ik opnieuw dat het concept van Duo zo krachtig. Want wat wordt er eigenlijk van een mentor verwacht? Dat je je netwerk gebruikt om die deuren die voor deze mensen initieel gesloten zijn, een beetje te forceren en open te zetten. Dat je mentee op zijn minst al die eerste stap zou kunnen zetten. Dat je ze een beetje op weg helpt met het leren kennen van de context, en dat je effectief contact maakt met iemand in zo'n bedrijf die iets kan betekenen voor die persoon. Je mentee krijgt dan op zijn minst een meer faire kans om die transferable skills te kunnen aantonen. Ik vind dat een heel krachtig concept. Dat zijn dingen die bijvoorbeeld de VDAB niet kan doen. Zij hebben hun lijst met vacatures, maar ze gaan niet samen met de werkzoekende die stappen zetten. Wij zien de rol van een mentor als een soort gids. Onderzoek toont aan dat heel wat mensen met een migratieachtergrond stoten op drempels waarvan er een heel deel te maken heeft met menselijk sociaal kapitaal: je diploma, je netwerk, je sector specifieke kennis die (niet) toepasbaar is in een land. En dat is waar een mentor zijn rol begint te spelen. Die maakt mee die denkoefening: welke talenten heb je? Welke capaciteiten? Hoe gaan we dat matchen met de sector? Hoe geraken we binnen in die sector? Welke taal spreekt die sector? Niet enkel letterlijk de taal maar ook wat zijn de conventies, de ongeschreven regels... En op die manier zal de mentor deuren gaan openen Een mentor doet dat altijd aanvullend op wat VDAB doet.  De VDAB heeft een essentiële taak. Maar die één op één persoonlijke begeleiding, die vertrouwensband tussen mentor en mentee is uniek. En die is nodig om dat zelfvertrouwen echt op te krikken en om heel erg op maat te gaan kijken naar talenten. Ik ben blij om de fragmenten te horen – Needa is iemand die ik zelf heb begeleid. Toen ik haar en haar mentor samenbracht de eerste keer dat ze elkaar ontmoetten.. Ik heb hen aan elkaar voorgesteld en ze waren na één minuut met allerlei termen uit de biofysica naar elkaar aan het gooien – ik begreep er niets meer van -  ik wist ‘hier ben ik niet meer nodig'. Ik merkte ook de fonkeling in haar ogen: ze sprak eindelijk met iemand die begreep welk onderzoek zij had gedaan en die ook onmiddellijk zei ‘dit kunnen we hier aan linken', ‘dit kan in die sector terecht'… En dat is voor haar echt cruciaal geweest om uiteindelijk de fit te vinden tussen haar enorm talent en de arbeidsmarkt hier. Het is een heel moeilijk traject geweest voor hen maar zes maanden later, aan het einde van hun traject, had ze net een job. Mooi! Het doet me denken aan wat veel bedrijven vandaag de dag doen – vanuit gezond verstand – en wij ook: een mentor toewijzen aan wie er nieuw start. Zodat de nieuwe collega zijn of haar weg in het bedrijf gemakkelijker kan vinden, en dat-ie een beetje een steunpilaar heeft om te weten te komen hoe de dingen werken, waar-ie alles kan vinden. Zoiets vinden we allemaal vanzelfsprekend en dan zouden we verwachten van mensen die van de andere kant van de wereld naar hier komen, dat zij zomaar hun plan kunnen trekken, zomaar hun weg hier kunnen vinden? Ja dat kan natuurlijk niet. Zoals je het formuleert, ga je als mentor echt kijken naar het individu en wat jij voor hem of haar kan betekenen op vlak van expertise, ervaring, netwerk. Ik kan me voorstellen dat je wel op een bepaald moment de dingen die je merkt, de signalen die je in je mentorschap krijgt, breder zou willen communiceren of meer generiek zou willen dat er zaken worden aangepakt. Dat je dus bijna op beleidsniveau bepaalde deuren wilt opengooien – omdat je zaken ziet foutlopen in meerdere begeleidingen.. Is dat zo? Of is dat nog niet aan de orde vandaag voor jou? We hebben het daar over gehad. Naast de duo-trajecten die worden opgezet, werkt Duo For A Job ook daar aan: het in kaart brengen van die drempels, van diploma-erkenning, tot,.. Maar Andrea jij bent misschien beter geplaatst om dit toe te lichten. Er zijn drempels die persoonsgebonden zijn: zelfvertrouwen, netwerk en dergelijke. Er zijn ook drempels die structureel door de arbeidsmarkt worden opgeworpen. We kunnen het ons niet veroorloven om maar op één van beide fronten te werken. Een mentor die individuele begeleiding biedt rond persoonlijke drempels is heel belangrijk, en die kan ook deels structurele drempels adresseren -  ik denk maar aan toegankelijkheid van dienstverlening, mobiliteitsaspecten bijvoorbeeld. De mentor kan helpen navigeren, mee strategieën bedenken om om te gaan met structurele drempels. Maar het is duidelijk dat die structurele drempels ook moeten worden opgelost om het hele verhaal te doen slagen. Van iedereen die bij ons aanklopt brengen we in kaart wat de drempels zijn waar die persoon tegenaan botst. We zoeken vervolgens een match met de juiste mentor om de persoonsgebonden drempels aan te pakken. En, even belangrijk, de input die uit zo'n begeleiding komt zetten we in op vlak van beleidsbeïnvloeding: we gaan daarover in dialoog met beleidsmakers, arbeidsmarktaktoren. We organiseren ook gesprekken met onze mentees en mentoren om die ervaringen echt naar boven te brengen. Want we willen absoluut op alletwee de vlakken (individueel en structureel) inzetten.   Dat is dus ook effectief een rol die Duo opneemt: naast matchmaking ook echt de signalen oppikken van structurele drempels, en daar beleidsmatig verandering in brengen. Is dat dan in stadscontext of op Vlaams niveau? Of op Belgisch niveau? Of zelfs Europees niveau. Wij zitten ook op Europees niveau. Absoluut. Het is zo dat een mentor op individueel, persoonlijk niveau echt een verschil maakt. Dat structureel ondersteunen vergt wel het besef dat je geen one size fits all oplossing zal kunnen vinden, want de groep mensen met een migratieachtergrond die werk zoekt is enorm divers. Werkzoekenden hebben echt nood aan bedrijven en individuen die – zoals je eerder zei – personen coachen. En dat heeft enkel maar een kans op slagen wanneer structurele drempels niet genegeerd worden, zoals toegang tot kinderopvang, mobiliteit, diplomavoorwaarden, discriminatie,... Zeker! Hoe komen de mensen bij jullie terecht? Hoe vinden ze de weg naar Duo For A Job? Vandaag vindt vijftien procent ons via mond aan mond reclame. Daar zijn we al heel blij mee. Maar toeleiding gebeurt ook via partners: VDAB, OCMW, taalscholen, het agentschap voor inburgering en integratie. Jullie zijn er voor mensen met een niet-Europese afkomst. Is dat het enige criterium? Of  vragen jullie ook dat mensen lang opgeleid zijn? Is er ook maar iets van een opleidingsverwachting? Helemaal niet. Onze enige criteria zijn het hebben van een niet-Europese achtergrond en dat kan in eerste, tweede of derde generatie zijn. En ook dat je tussen de 18 en de 34 jaar jong bent. We  hebben er heel bewust gekozen om ons te focussen op een van de groepen met de grootste afstand tot de arbeidsmarkt: mensen met een migratieachtergrond en jongeren. Verder qua opleidingsniveau hebben wij mensen die bij ons aankloppen die een doctoraat op zak hebben, maar evengoed mensen die in hun thuisland nooit naar school zijn geweest. Voor elke nood zoeken wij de juiste match met een mentor. En de mentoren? Welk profiel zoek je daar? 50+ is de voorwaarde. En dat is een belangrijke: wij zoeken mentoren met veel levenservaring. Ik mag al meedoen, dat is al goed. Je bent heel welkom. Verder is de enige vereiste een professionele ervaring hebben die je wilt inzetten. Hoe diverser onze groep aan mentoren is hoe beter dat wij de match kunnen maken. Dus we hebben mensen eigenlijk quasi van alle sectoren. Mensen die zelf ondernemer zijn geweest, artsen, verkopers, mensen die verpleger zijn geweest, het mag zo divers mogelijk zijn. Zodat wij een goede match maken. Een voorwaarde is wel dat je onze opleiding volgt. Ok. Dat zou inderdaad mijn volgende vraag zijn. Voor je kan starten als vrijwilliger krijg je een week lang intensieve opleiding. Want we vinden dat wie wij met die jongeren in contact brengen, moet voorbereid zijn. Je moet weten wat het betekent om als nieuwkomer aan te komen, om een migratieparcours te hebben, je moet weten wat onbewuste vooroordelen zijn, je moet weten hoe de arbeidsmarkt werkt. Dus dat is een heel grondige opleiding. Ik heb in mijn leven heel veel opleidingen gevolgd zoals je wel kunt vermoeden en het moet gezegd: dit was een zéér goede opleiding. Ik was echt onder de indruk van de kwaliteit van de opleiding die Duo For A Job geeft. En het is niet alleen de opleiding, maar ook de omkadering nadien van de duo's. Het is echt state of the art. We vinden dat enorm belangrijk. Er zijn tientallen trainingen in diversiteit, unconsious bias waar bij je leert wat dat die concepten betekenen. Wetenschappelijk gezien weten we dat  de effecten daarvan beperkt zijn zolang je datgene wat je leerde niet in de praktijk brengt en er over reflecteert. Onze methode speelt hierop in. Dus wij verzorgen een week een opleiding. Eenmaal in het traject nemen onze mentoren ook verplicht deel aan intervisies waar ze van elkaar leren en door een professionele moderator omkaderd worden. Het is heel leerrijk om te zien waar anderen mentor-mentee koppels mee struggelen. En vaak zijn het ook zaken die telkens terugkomen (zoals o.a. die erkenning van diploma). Deze manier van werken dat is voor ons een voorwaarde om de kwaliteit te bewaken en onze doelstellingen te kunnen behalen. Wat ik ook een heel sterk concept vind is dat het duo-traject in principe zes maanden loopt. Dat zorgt ervoor dat je vanuit beide personen een heel duidelijk doel voor ogen hebt: binnen de zes maanden moeten / willen we hier iets bereiken. Dat zorgt ervoor dat er wat druk op de ketel zit. En hoe vaak heb je dan contact met je mentee? Dat varieert, maar gemiddeld is dat één keer per week. Met mijn huidige mentee spreek ik vaak af in het Centraal Station – hij woont daar vlakbij en voor mij is het gemakkelijk om daar met de trein naartoe te gaan. Recent zijn we ook aan het badmintonnen geweest – hij is nu vrijwilliger bij een sporthal in Antwerpen. Ik heb helaas verloren. Maar dat komt omdat het veld niet reglementair was: het was te kort.. Ik kon mijn smashen niet gebruiken (algemeen gelach aan de tafel). Ik denk dat we met een competitiebeest aan tafel zitten.. We gaan eens naar het derde fragment luisteren, van Olga. [FRAGMENT 3: Olga vertelt over de inzichten die zij rijker is geworden dankzij haar mentor. Ze vertelt over zelfvertrouwen, vertrouwen in dat het goed zal komen, optimisme, vriendschap.] Wat we hier horen bevestigt inderdaad welke impact hetgeen je doet, heeft – dat jullie echt wel deze mensen verder helpen. En ik neem aan dat dat geen uniek verhaal is, dat we net gehoord hebben. Nee inderdaad, het is eigenlijk een heel typisch verhaal. Het is de manier hoe wij ook aanraden om eraan te beginnen: elkaar leren kennen, een vertrouwensband opbouwen, en dan een analyse te maken van sterktes, zwaktes, werkpunten, en dan sollicitatiegesprekken en CV's voorbereiden. Zo ziet een heel typisch traject er uit. Tegelijkertijd is elk traject ook verschillend. Aan het einde bevragen we steeds wat de deelnemers er aan hebben gehad, en dan wordt zelfvertrouwen in 95% van de gevallen genoemd, en werken aan taal, werken aan netwerk zijn ook zaken die onze mentees telkens weer aanhalen. Loopt het wel eens fout? Dat hangt ervan af wat je als ‘fout' beschouwt. We houden heel nauwgezet bij wat de resultaten zijn voor onze duo's: tot achttien maanden na deelname. Zeven op tien deelnemers vindt na een jaar werk, opleiding of stage. En ‘werk' dat tellen we enkel mee wanneer het om een contract gaat van 3 maanden of langer. Dat lukt niet altijd en dat is ook ok. Dat is ook iets dat onze mentoren meekrijgen in hun opleiding. Het doel van het traject mag er niet uit bestaan om koste wat kost die ene bepaalde job te bemachtigen, eerder gaat het om het aanscherpen van competenties, het zelfvertrouwen verhogen, zodat zij daarna zelfstandig in staat zijn om de zoektocht verder te zetten. De mensen voldoende empoweren, in hun kracht zetten. Wat ook een tof gegeven is, is dat het eerste contact volledig vrijblijvend is langs beide kanten. Duo probeert een matching op te zetten, je spreekt met elkaar, daar krijg je alle tijd voor, maar dan kan nog ieder voor zichzelf beslissen of-ie het ziet zitten of niet. Het wordt niet geforceerd. En eenmaal dat het duo vertrokken is, wordt het ook omkaderd door de ganse organisatie. Er is dus ook altijd iemand die kan helpen in de zoektocht naar oplossingen of ondersteuning op vlak van opleiding, psychosociale ondersteuning,.. We maken heel snel de brug naar partnerorganisaties die de juiste hulpverlening voorzien. We hebben hier in huis ervaring met gelijkaardige trajecten – misschien net iets minder gefocust dan hoe jullie het organiseren. Zo hebben we al een aantal jaren Armen Tekort Kempen, waarin we duo's vormen met en voor mensen in kansarmoede. Recent hadden we een pilootproject lopen rond de vraag hoe we mensen die al langer op die arbeidsmarkt zitten, actief en betrokken kunnen houden: Keeping Employees On Board. Daarin zit ook een soort duo-methodiek binnen het bedrijf zelf. In beide gevallen bouwen we zoveel als mogelijk gelijkwaardigheid in tussen de personen die duo's vormen. We vinden dat heel belangrijk maar dat is niet altijd even gemakkelijk. Bijvoorbeeld in de termen ‘kansbiedende' en ‘kanszoekende' buddies binnen Armen Tekort, dat geeft al bijna vanzelf de indruk van enige hiërarchie. Toch, en in de opleiding wordt dat ook erg benadrukt, is gelijkwaardigheid echt het uitgangspunt – het is eigenlijk een beetje een ‘gearrangeerde vriendschap'. En binnen Armen Tekort is het niet zo dat er op zes maanden bepaalde doelstellingen behaald moeten worden. Hoe kijken jullie naar dat evenwaardigheidsprincipe? Dat is essentieel. Zonder gelijkwaardigheid kan het niet slagen. In de opleiding wordt dat benadrukt en in elke stap die de mentor en de mentee zet, in de ganse opzet, wordt dat telkens ook nog eens duidelijk gemaakt. Voor ons is het heel belangrijk – en daarom dat de mentoren in intervisie gaan en niet de mentees – dat de mentoren ook leren! En hoe ervaar je dat in de praktijk, Stef? Het is de mentee die het traject bepaalt. En dat is de enige juiste insteek. Want je zou voor jezelf wel bepaalde meningen kunnen hebben van ‘als ik in die positie zat dan zou ik zus of zo...' – maar dat werkt niet. Het moet echt van de mentee zelf komen. Het gaat er om de mentee de tools en vaardigheden aan te reiken zodat-ie zelf, binnen de context waarin hij zich bevindt, de juiste keuzes kan maken. Wat doet het met jou? Ik vind het heel prettig. Echt. Als je spreekt over zingeving na je pensioen: warm aanbevolen! Wat leer je er uit? Eerst en vooral is er de confrontatie met wat die mensen allemaal hebben meegemaakt. Mijn vrouw is buddy voor een Syrisch gezin, voor een Palestijns meisje,.. het is on-voor-stel-baar wat die mensen allemaal hebben meegemaakt. Als je spreekt van veerkracht.. Het is enorm leerzaam en het doet ons beseffen hoe gelukkig wij hier zijn. Langs de andere kant: zingeving. Ik heb het gevoel dat ik een klein beetje kan bijdragen aan het beter maken van iemand z'n leven. Stef zit nu mee aan tafel – maar jij hebt zicht op heel wat mentoren, wat merk jij bij hen nog op Andrea? Van impact dat zo'n traject teweeg brengt bij de mentoren? Aanvullend op wat Stef net zei, is het leren over andere culturen een heel belangrijk aspect. En het kennis maken met andere culturen. Een mentor verwoordde het eens als ‘elk duo-traject is voor mij alsof ik op reis ga zonder dat ik het land verlaat'. Je leert andere culturen beter kennen en je begint gebruiken te begrijpen die je voordien misschien niet begreep. Je leert je verplaatsen in een ander, op een heel interessante manier. En ik denk dat dat de essentie is. Ja inderdaad. Want als we als samenleving érgens een probleem mee hebben, met het accepteren en omarmen van diversiteit, dan is het waarschijnlijk net dat: dat we ons niet kunnen verplaatsen in de ander. Of dat we daartoe niet bereid zijn. En het is pas door dat wel te doen dat je de rijkdom ziet die ermee gepaard gaat. En de kans dat die twee mensen die wij in een duo bijeen brengen elkaar zouden ontmoet hebben op café bijvoorbeeld of zo – dat is echt nihil: want andere culturen, andere generaties,.. Het is een enorm privilege om dat te mogen bewerkstelligen, dat die twee elkaar ontmoeten en dat dat vertrouwen onstaat. Je bouwt bruggen in de samenleving, bruggen naar meer begrip. Geweldig! We gaan nog even naar het laatste fragment luisteren, want nu komen we een beetje in de buurt van adviezen die mentees mee te geven hebben. [FRAGMENT 4: Artem uit Oekraïne en Vettri uit India delen hun advies dat ze richten aan werkgevers en dat vooral te maken heeft met het niet inzetten van taalvereiste als (extra) drempel.] Taal komt tocht telkens weer naar boven. Dat is een beetje dubbel. Taal is natuurlijk dé manier om te integreren, en deze beheersen dat moet zeker. Maar de kwestie is: wat zijn de verwachtingen. Stel dat iemand geen job heeft en hij moet dus de taal leren: waar of wanneer kan die dat dan doen? Een job vinden is net één van de manieren om talenkennis op een hoger niveau te krijgen. Dus opnieuw: ik denk dat het erop neerkomt dat we ons moeten afvragen hoe streng we moeten zijn bij aanwerving. De taal, dat is de drempel die het vaakst genoemd wordt door onze mentees. En we mogen ook niet onderschatten hoe moeilijk het Nederlands is voor niet-Nederlands sprekenden. Het is een onlogische taal, een die vol inconsistenties zit. Toen je daarjuist vertelde over de meneer die eerst Pools heeft geleerd en dan Nederlands.. Pools dat is op zich ook al geen gemakkelijke taal, om er dan nog Nederlands bij te leren,.. Taal is inderdaad een basisvoorwaarde om te kunnen communiceren maar het zou heel wat van de mensen die bij ons aankloppen enorm helpen mochten er meer werkgevers daar een beetje meer flexibel in zijn. Er zijn gigantisch mooie programma's om taal te leren op de werkvloer, om taalcoaching op de werkvoer te voorzien. Kijk vooral naar competenties, basishouding, motivatie: dat kan je iemand immers veel moeilijker aanleren dan een taal. Ik zal een voorbeeld geven. Mijn huidige mentee, arts van opleiding, is nu vrijwilliger in een huisartsenpraktijk van Geneeskunde voor het Volk in Deurne. Dat is een prachtige manier voor hem om eerst en vooral kennis te maken met de gezondheidszorg in België, zijn taal op te krikken, en ook het medisch jargon in het Nederlands op te pikken. En langs de andere kant is het voor hen ook mooi: zijn kennis van het Arabisch en van het Pools (dat blijkbaar heel fel op Oekraïens trekt), heeft voor hen ook een toegevoegde waarde. Voilà. Vanaf dag één heeft hij daar meteen een enorm toegevoegde waarde want er komen daar mensen waarmee hij waarschijnlijk veel beter kan communiceren dan de artsen zelf.. Het is in ieder geval een mooie oproep om wat soepeler om te gaan met de vaak dwingende taaleisen vanuit de werkgeverskant. En om na te denken hoe je ervoor kan zorgen dat mensen op de werkvloer de taal kunnen leren. Ik geloof daar heel sterk in. Ik denk ook dat in heel die beweging van inclusief ondernemen heel veel positieve dimensies zitten. En ik wil daarmee niet gezegd hebben dat er ook moeilijkere aspecten in kunnen zijn – we moeten ons aanpassen, het is niet zo dat dat aanpassen enkel maar van één kant moet komen. Maar het is ook zo wat eerder werd gezegd: die voldoening die je als mentor ervaart, door kennis te maken met andere culturen en daar meer vertrouwd mee te geraken, dat is wat op de werkvloer volop gebeurt. Wanneer je op de werkvloer samenwerkt met mensen die hier nog niet zo lang zijn, leer je ook om respect te tonen voor zaken die wat anders zijn. En dat zal een hele belangrijke hefboom zijn om in onze samenleving stappen vooruit te zetten. Dus werkgevers kunnen hier een heel belangrijke rol in spelen. Helemaal mee eens. Ik heb het gevoel dat we stilaan aan het eind van ons gesprek zitten. Ik kijk nog even naar Artemis want die heeft vaak nog een laatste vraag. Ik moest denken aan een ander gesprek dat we hebben gehad, waarin er werd opgemerkt dat het stukje ‘activering' nu steeds meer en meer op de schouders van werkgevers valt. Terwijl werkgevers daar niet altijd op voorzien zijn. Klopt het dat Duo For A Job hier een beetje een brug slaat? Ja, in hun opleiding krijgen onze mentoren ook mee welke instrumenten er allemaal bestaan rond bv. taalopleiding op de werkvloer, jobcoaching,.. Want eigenlijk is er best veel beschikbaar maar het is voor werkgevers niet altijd evident om door het bos de nomen nog te zien. Dus wat onze mentoren vaak doen is verwijzingen naar zo'n instrumenten mee opnemen in de CV of motivatiebrief. Bijvoorbeeld dat er een IBO-traject mogelijk is inclusief taalondersteuning, of dat zij in hun netwerk werkgevers aanspreken met de boodschap dat er echt een topkandidaat is voor de vacature en dat taal wel een kwestie is maar dat alle andere eisen zijn afgevinkt en dat ze dan vragen of er al gedacht is geweest om deze kandidaat toch aan te werven en daarbij gebruik te maken van de beschikbare ondersteuning x, y, of z. Dus omdat onze mentoren zowel de kant van de werkgever in de Vlaamse context goed kennen, als de kant van de mentee, kunnen inderdaad die brug slaan. Of, als je het helemaal doordenkt: een warme oproep aan werkgevers om gewoon mentor te worden: zo krijg je ineens al die kennis over wat er aan ondersteuning allemaal voorhanden is, mee. Absoluut, ik kan dat alleen maar bevestigen. En je zal zien dat dat enorm veel tractie zal krijgen in je bedrijf. Werkgevers aller lande: verenig u en wordt mentor bij Duo For A Job. Dank je wel Andrea en Stef voor dit geweldig boeiende gesprek. Jullie bedankt. >>> outro Je luisterde naar een aflevering van ‘Let's Talk About Work', de podcast van de groep WEB-Blenders. Onze gesprekken gaan over werk, de weg naar werk, welzijn op de werkvloer en alles wat daarbij komt kijken. Je vindt ons op je favoriete podcastplatform en op www.blenders.be/podcast. Op social media kan je ons volgen op LinkedIn – daar vind je ons onder Podcast Let's Talk About Work; en op Instagram als blenders.podcast.letstalk. Ook via de Blenders nieuwsbrief kan je up to date blijven. Was je geboeid? Zet dit gesprek je aan het denken? Ben je zelf graag één van onze volgende gasten? Laat het ons weten via info@blenders.be en wie weet schuif jij binnenkort mee aan tafel.  

Brian Nosek is a professor of psychology at the University of Virginia, and Co-founder and Executive Director of the Center for Open Science. In this conversation, we discuss the Center for Open Science, Brian's early interest in improving science, how COS got started, what Brian would like to do in the future, and how to figure out whether ideas are working.BJKS Podcast is a podcast about neuroscience, psychology, and anything vaguely related, hosted by Benjamin James Kuper-Smith.Support the show: https://geni.us/bjks-patreonTimestamps00:00: Brian's early interest in improving science15:24: How the Center for Open Science got funded (by John and Laura Arnold)26:08: How long is COS financed into the future?29:01: What if COS isn't benefitting science anymore?35:42: Is Brian a scientist or an entrepreneur?40:58: The future of the Center for Open Science51:13: A book or paper more people should read54:42: Something Brian wishes he'd learnt sooner58:53: Advice for PhD students/postdocsPodcast linksWebsite: https://geni.us/bjks-podTwitter: https://geni.us/bjks-pod-twtBrian's linksWebsite: https://geni.us/nosek-webGoogle Scholar: https://geni.us/nosek-scholarTwitter: https://geni.us/nosek-twtBen's linksWebsite: https://geni.us/bjks-webGoogle Scholar: https://geni.us/bjks-scholarTwitter: https://geni.us/bjks-twtReferences & LinksArticle about John Arnold: https://www.wired.com/2017/01/john-arnold-waging-war-on-bad-science/Scientific virtues (including stupidity): https://slimemoldtimemold.com/2022/02/10/the-scientific-virtues/Cohen (1994). The earth is round (p

In this episode of Partnering Leadership, host Mahan Tavakoli reconnects with his longtime friend Howard Ross, renowned thought leader and author of the acclaimed books Our Search for Belonging: How Our Need to Connect is Tearing Us Apart and Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives. With over 25 years of collaborating to help organizations foster inclusion, they have a powerful discussion on Ross' motivations for driving positive change, his wisdom on belonging versus polarization, and practical ways leaders can sustain diversity progress. Some Actionable Takeaways:- Hear Howard Ross' guidance to leaders in balancing employee belonging with complex stakeholder needs.- Discover how storytelling and sharing narratives can strengthen connections and understanding.- Find out Howard Ross' perspective on political polarization, social media impacts, and having courageous conversations across divides.- Get Howard Ross' advice on sustaining organizational diversity progress rather than short-lived reactions.Recommended Resources: - Our Search for Belonging: How Our Need to Connect is Tearing Us Apart by Howard Ross- Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives by Howard Ross - Blindspot: Hidden Biases of Good People by Mahzarin R. Banaji and Anthony G. Greenwald -Partnering Leadership conversation with Howard Ross on his leadership journey Connect with Howard Ross:Howard Ross Website Howard Ross on LinkedIn Connect with Mahan Tavakoli: Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

What would it look like for us to create more space at the table? Weylin Lee looks at an encounter between Jesus and the marginalized to consider how we move beyond our biases, prioritize mercy over convenience, and disrupt negative peace.  [Matthew 15:21-28]   Reflection How are you invited to decolonize your view of Christ and your faith? How might you offer a unique voice and story in our collective work of advocacy? What does a nonviolent response look like for you in response to someone else's violence? Resources Book: Blind Spot: Hidden Biases of Good People by Mahzarin R. Banaji & Anthony G. Greenwald Book: Healing Resistance: A Radically Different Response to Harm by Kazu Haga

“Accessible and authoritative . . . While we may not have much power to eradicate our own prejudices, we can counteract them. The first step is to turn a hidden bias into a visible one. . . . What if we're not the magnanimous people we think we are?”—The Washington PostI know my own mind.I am able to assess others in a fair and accurate way.These self-perceptions are challenged by leading psychologists Mahzarin R. Banaji and Anthony G. Greenwald as they explore the hidden biases we all carry from a lifetime of exposure to cultural attitudes about age, gender, race, ethnicity, religion, social class, sexuality, disability status, and nationality.“Blindspot” is the authors' metaphor for the portion of the mind that houses hidden biases. Writing with simplicity and verve, Banaji and Greenwald question the extent to which our perceptions of social groups—without our awareness or conscious control—shape our likes and dislikes and our judgments about people's character, abilities, and potential.In Blindspot, the authors reveal hidden biases based on their experience with the Implicit Association Test, a method that has revolutionized the way scientists learn about the human mind and that gives us a glimpse into what lies within the metaphoric blindspot.The title's “good people” are those of us who strive to align our behavior with our intentions. The aim of Blindspot is to explain the science in plain enough language to help well-intentioned people achieve that alignment. By gaining awareness, we can adapt beliefs and behavior and “outsmart the machine” in our heads so we can be fairer to those around us. Venturing into this book is an invitation to understand our own minds.Brilliant, authoritative, and utterly accessible, Blindspot is a book that will challenge and change readers for years to come.Praise for Blindspot“Conversational . . . easy to read, and best of all, it has the potential, at least, to change the way you think about yourself.”—Leonard Mlodinow, The New York Review of Books“Banaji and Greenwald deserve a major award for writing such a lively and engaging book that conveys an important message: Mental processes that we are not aware of can affect what we think and what we do. Blindspot is one of the most illuminating books ever written on this topic.”—Elizabeth F. Loftus, Ph.D., distinguished professor, University of California, Irvine; past president, Association for Psychological Science; author of Eyewitness Testimony

Inclusion starts with each of us.This episode is part of the series: The Practice of Building a More Inclusive Community. In this episode, we explore the practice area we call Self Work. Along the way, Emma Winiski and I will discuss and share ideas for how each of us can progress on our personal journey toward inclusion and equity and why our practice of Self Work is essential to building a more inclusive community. Full transcript HERE. Related State of Inclusion Podcasts:The Practice of Building a More Inclusive Community: Part 1 (an overview)The Practice of Building a More Inclusive Community: Part 2 (an overview) Additional Resources:Do the Work! An Anti-Racist Activity Book, by W. Kamau Bell and Kate Schatz (Links to my Bookshop.org site)Explore your own biases at Project Implicit.Belonging: A Weekly Practice  This is a weekly practice session over ZOOM that is sponsored by the Othering & Belonging Institute.Resources for White Allies, from the University of Wisconsin - MadisonLearn more about Life After Hate.The End of Bias: A Beginning, by Jesica Nordell (Links to my Bookshop.org site)Blindspot: Hidden Biases of Good People, by Mahzarin R. Banaji and Anthony G. Greenwald (Links to my Bookshop.org site)Inclusion Starts With I: Eight Steps to Inclusion: The Personal Journey, by Dr. Mary-Frances Winters (Links to Amazon.com, Please note this is a tiny book. I bought my copy used, given the current pricing.)The Essentials of Theory U: Core Principles and Application, by Otto Scharmer (Links to my Bookshop.org site)Inner Development Goals Model, developed in partnership with the UN. Emma's Bio:Emma Winiski is a second-year Master in Public Policy candidate at the Harvard Kennedy School. Previously, she worked as a researcher in the Health Policy Center at the Urban Institute, where her work focused on substance use disorders. In 2018, Emma started working with Ame at State of Inclusion as she finished her undergraduate degree at Furman University.

In this episode of the Crime Lab COACH Cast, John Collins discusses the subject of implicit bias and explains why bias is not - and should not - be the focus of our attention.  References Greenwald, A. G., Banaji, M. R., & Nosek, B. A. (2015). Statistically small effects of the Implicit Association Test can have societally large effects. Journal of Personality and Social Psychology, 108(4), 553-561. https://doi.org/10.1037/pspa0000016 Oswald, F. L., Mitchell, G., Blanton, H., Jaccard, J., & Tetlock, P. E. (2015). Predicting ethnic and racial discrimination: A meta-analysis of IAT criterion studies. Journal of Personality and Social Psychology, 108(4), 562-584. https://doi.org/10.1037/pspa0000010 Nosek, B. A., & Smyth, F. L. (2007). A multitrait-multimethod validation of the Implicit Association Test: Implicit and explicit attitudes are related but distinct constructs. Experimental Psychology, 54(1), 14-29. https://doi.org/10.1027/1618-3169.54.1.14 Blanton, H., Jaccard, J., González, P., & Christie, C. (2006). Decoding the Implicit Association Test: Implications for criterion prediction. Journal of Experimental Social Psychology, 42(2), 192-212. https://doi.org/10.1016/j.jesp.2005.04.004 Lane, K. A., Banaji, M. R., Nosek, B. A., & Greenwald, A. G. (2007). Understanding and using the Implicit Association Test: IV. What we know (so far). In B. Wittenbrink & N. Schwarz (Eds.), Implicit measures of attitudes: Procedures and controversies (pp. 59-102). Guilford Press. Please note that this is not an exhaustive list of studies and reviews related to IATs, and there may be other studies with different findings or perspectives on this topic. 

Anatol Lieven discusses the slim prospects for peace in Ukraine and growing bellicosity towards China. Jairus Banaji, author of an article for Phenomenal World, talks about the politicized structure of Indian capitalism, and the scandal surrounding Gautam Adani.Hindenburg report on the Adani Group: https://hindenburgresearch.com/adani/Behind the News, hosted by Doug Henwood, covers the worlds of economics and politics and their complex interactions, from the local to the global. Find the archive here: https://www.leftbusinessobserver.com/Radio.html Hosted on Acast. See acast.com/privacy for more information.

The personal growth industry is a new field that has been traditionally led by white men, which has influenced the underlying assumptions and beliefs about self development that are not the most reflective or inclusive of the current individual seeking support. In today's episode, I discuss a few frameworks that may help us as individuals and leaders to be more compassionate, inclusive, and understanding of what's to be considered when a person is trying to change their life.  ---------   Free Resources:  Blindspot: Hidden Biases of Good People by Mahzarin R.R. Banaji and Anthony C. Greenwald Kimberle Crenshaw: The urgency of intersectionality | Kimberlé Crenshaw - YouTube ----------  Stay Connected  Instagram: @jess_demarchis_coaching Website: www.jessicademarchis.com

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"What exactly is implicit racial bias? How does it manifest in physician-patient interactions and what is the potential impact of such bias on oncology patient outcomes? In this ASCO Education Podcast episode, Dr. Lauren M. Hamel (Wayne State University) and Dr. Nimish Mohile (University of Rochester) share their insights and perspectives on these topics with host Alissa A. Thomas (University of Vermont). If you liked this episode, please subscribe. Learn more at https://education.asco.org, or email us at education@asco.org. Resources: Blindspot: The Hidden Biases of Good People by Mahzarin R. R. Banaji and Anthony G. Greenwald Implicit Associations Test 21-Day Racial Equity Challenge   TRANSCRIPT Dr. Nimish Mohile: We had a patient a few years ago who had presented to our clinic, who ended up having a diagnosis of primary central nervous system lymphoma, and she was a young black woman, and it took about nine months for her to get that diagnosis. She had gone into multiple emergency rooms, she was only 22, had not had prior interaction with the medical system, but based on some of her socioeconomic demographics, her skin color, she was never given the kinds of testing that any other patient I think should have gotten at that time.   Dr. Alissa Thomas: Hello, and welcome to another episode of ASCO Education podcast. Today's topic is, 'Implicit racial bias and its impact on patient care.' My name is Alissa Thomas, and I'm a Neurologist and Neuro-Oncologist at the University of Vermont College of Medicine. I'm delighted to introduce our two guest speakers; Dr. Lauren Hamel, who is an Associate Professor of Communication and Behavioral Oncology at Wayne State University, and the Co-program Leader of the Population Studies and Disparities Research Program of the Karmanos Cancer Institute. Her ongoing research explores racial attitudes in non-verbal behavior of oncology patients and physicians, and how those behaviors influence treatment decisions. Dr. Nimish Mohile is a Professor of Neurology and Oncology at The University of Rochester. He also serves as the Diversity Officer, Associate Chair for Career Development and Leadership, and Neuro-Oncology Division Chief. I'll get us started with the first question, really a definition. What do we mean by the term, ‘implicit racial bias'? Dr. Lauren Hamel: I'm happy to go first. I think understanding what the definition of what implicit racial bias is is really important. You know, for good or for ill, over the last few years, it's gotten a lot more attention. And I think what's important to remember about it is that it's not a cognizant or a conscious bias, and it really is implicit, and it really is more of an association than it is anything else. It's sort of like the built-up associations that we have for anything. You know, could be race, could be gender, any number of demographics, or other factors that make our lives as humans. So, you know, associating certain aspects of people with positive or negative valuations. I think when we're talking about implicit racial bias, it's kind of like the gut associations we have for members of different racial groups. So often, it's kind of paired with "white is good, black is bad." It's a very rudimentary description of it, but that's a real kind of basic association that this kind of definition is built around. Dr. Nimish Mohile: Yeah, I would agree with that. I think that's a great discussion of what this is. I think it's really important for us to remember that these are really ingrained behaviors. It's, based on, you know, how we've been socialized and conditioned. And I think it's helpful to also put it in the framework of knowing that we all have some biases, we all probably have racial biases, and age biases, and other kinds of biases, and there's no sort of good or bad about having these biases. And the important part of this is, how do we recognize some of the biases that we have so that we can be more conscious about how we might fix those or think differently about the patients that we're seeing so that it doesn't result in actions that can be harmful. Dr. Lauren Hamel: Yeah, I agree with everything that Dr. Mohile just added. It is these ingrained associations. Really, it isn't about blaming ourselves for them because it's kind of the result of how our brains are structured. But to his point, it's once we know that we have them, and you know, we have data showing how they affect our behavior, it's then on us to identify them and then work to mitigate them. Dr. Alissa Thomas: Thank you. How do racial biases in patients and physicians influence treatment decisions or ultimately, how does this affect patient outcomes in Oncology? Dr. Lauren Hamel: You know, I think the direct relationship between certain biases and outcomes is still kind of being uncovered and investigated. But there are some interesting patterns that have been uncovered in data, specifically in the Oncology context too, because as you can imagine, a variety of professional organizations and groups examine the influence of bias. But just within Oncology, we see physicians who have higher levels of implicit bias who tend to see their patients who are black as less trustworthy, less educated, and less adherent to treatment recommendations. We also know that higher levels of implicit bias may be associated with less aggressive treatment programs recommended for black patients. We see some associations between levels of implicit bias and verbal dominance. But what was I think, especially interesting, is that we also see patterns of kind of perceptions from the patients that these physicians are communicating with. So, we see some manifestations in behavior, but we also see patients kind of “picking up” on some of these, whether or not they can identify them as bias necessarily. But for example, we see that patients who are seeing a physician with higher levels of implicit bias tend to see their physicians as less patient-centered, and less trustworthy. And I think that's a really important piece to identify because these biases are by definition kind of operating outside of our own consciousness, but they're manifesting themselves in a way that the people that we're communicating with are noticing. Dr. Nimish Mohile: We had a patient a few years ago who had presented to our clinic, who ended up having a diagnosis of primary central nervous system lymphoma, and she was a young black woman, and it took about nine months for her to get that diagnosis. She had gone into multiple emergency rooms, she was only 22, had not had prior interaction with the medical system, but based on some of her socioeconomic demographics, her skin color, she was never given the kinds of testing that any other patient I think should have gotten at that time. That was a real sort of wake-up call for our clinic, because as some of you know, this is a disease that we can really treat, especially in younger patients. So, there's real consequences to these kinds of biases. And some of them are personal, the ways they're ingrained in us, but some of them are built into our systems, and it's based on; what our ERs are designed like, where our hospital systems are, what kind of relationships we have with primary care physicians in different communities, what kind of access some of our patients have to primary care physicians. This patient in particular didn't have great access to primary care, so she didn't have this other team of people to advocate for her and to say, "Hey, you know, this is something really different in this patient, and we need to take this seriously." So, I think it can get complicated as we think about biases in ourselves, in other people, in the whole health system, and then also as we get out of our health system, some of these things are so influenced by what's going on in our communities. Dr. Lauren Hamel: Yeah, I think that's a really important point. At least with my work, I examine kind of at the interpersonal level, but these biases, as Dr. Mohile points out, exist in all levels of our society, and they interact, and they're-- I don't want to say additive, it's probably much more exponential. But yeah, it's a layer, on top of layer, on top of layer problem. Dr. Alissa Thomas: So, Dr. Mohile, you commented earlier that part of it is recognizing these biases in ourselves. Can you discuss how we might approach this with the impact of an anti-racism education program has been in your department and applications for that? Dr. Nimish Mohile: So, we've worked on anti-racism in our department on a couple of levels. One of the main levels is just building awareness for individuals to understand that they have biases, that they have racial biases, and starting to understand why they have those. So, we've gone through exercises like book clubs and talks, for people to really do some of that self-reflective work to understand how they've been conditioned as they grew up. I've personally done that and have found it very revealing and understood some of the biases that I grew up with based on people I was around, and based on my schools, and based on segregation within my school systems. So, I think that that's one piece of it. I think another piece is we don't often get taught about the history of racism in the United States, and how widespread it is. It's a very small part of our curriculums, and I think we have to take it upon ourselves now in our medical systems to go through that education. Education that we probably should have had all through elementary school, high school, college, we have to do that learning now because then we can really start seeing that impact of race on our society. And I think for physicians specifically, what is that impact of racism on patient care in our medical systems and how it's been ingrained in US healthcare. Understanding that we had segregated hospitals right until the 1960s, those are all things that were in the lifetimes of still practicing Oncologists. One of the things we did for our other professional society that I belong to, The American Academy of Neurology, is we did develop an anti-racism education program that focused on understanding this history and this historical lens in healthcare, reviewing the impact that anti-racism has on our colleagues. So, what does that mean for black physicians or physicians from other underrepresented groups and how they interact with our health systems, how they're treated, what does it mean for their roles in academic departments? Then talking about how we can connect being anti-racist with the goals of health equity. So, how can we change the systems that we have control of to have healthcare that's more fair? And then finally, how do we engage trainees and physicians in really developing anti-racism action plans? One of the important things about anti-racism is that you really have to be active, it's not a passive experience. You have to take action to change all these systems around us that are embedded with racism. Dr. Alissa Thomas: Thank you. Along the same line, Dr. Hamel, you recently co-authored a study of a longitudinal implicit bias training curriculum. And can you tell us something about this project and what's come of it? Dr. Lauren Hamel: Yeah, so it came about a little more than a year ago and kind of coincided happily with an executive directive made by our state's governor requiring implicit bias training, so we were able to kind of design it so it met those requirements. But really what the goal is, is to approach implicit bias with a 360 view. So, what are all of the issues related to it? What are the scientific underpinnings? What are the measurements? What are the pros and cons of those measurements and what we've used, and what they've shown in terms of influence on our individual behavior, our decision-making, kind of how we relate to people who might be different than us. And certainly, expanding beyond racial groups — we've looked at gender, we're looking at age, things like structural racism. So, we're trying to kind of have a comprehensive view of it. And I think, you know, one thing, and it sounds like Dr. Mohile and his group have done a really nice job of tracking what happens after those. Because, you know, I think one-off sessions are better than nothing, certainly. Awareness is critical, but also, tracking like, what does this do for our attitudes, perceptions, and behavior? And that's not easy. And so really, you know, trying to invest in tracking how things change. So, we've had a full year of assessments, we've seen some improvements in people's attitudes and perceptions. But now what we really need to start doing is tracking certain behavioral aspects, and I think that's where the next step needs to be. Our next year is just about to kick off in a couple of weeks. So, I think that that's where we need to start putting our effort where it's—okay, we've gotten kind of institutional support, the leaders of both the University's School of Medicine and also the Cancer Institute have been encouraging this, which I think is really critical, because even though it's a lot of individual work if you want these changes, you really have to have the support and buy-in from the leaders of the institution. So, we've got that, we have interest, you know, we've established a really consistent and impressive participation in terms of each session. We've had upwards of 200 people attending each session, so people want this information. Now, according to the state, they also are required to have it. So, I think building up on that now, we've established a lot of good pieces of it, but now let's start doing a better job of tracking how does this affect long-term perceptions, attitudes, and behavior. Dr. Nimish Mohile: Every cancer center and department should be doing what Dr. Hamel is doing. The risk of the one-off trainings is that people come out of an implicit bias workshop and think, “Well, I'm fixed. I don't need this anymore, now I can go on and take care of patients without bias.” And you really need that time to really work on those things and start to fix some of those attitudes that we have. Dr. Lauren Hamel: Yeah. Because the associations get built up over a lifetime. You know, that's not something you're going to fix in an hour. It's a campaign, it's a marathon, to be sure. Dr. Alissa Thomas: So, you've both touched on something that a lot of this is about perception, and it's not just what we say verbally, but non-verbal behavior. It plays into implicit racial bias. Dr. Hamel, can you talk a little about your study of non-verbal synchrony, and can you describe differences between non-verbal behavior with doctors and patients of the same race compared to those of different races? Dr. Lauren Hamel: Yeah, absolutely. And you know, a lot of my work focuses on nonverbal behaviors. On the study you referenced, we were looking at something a little bit more kind of in line with how implicit bias acts. It sort of manifested unconsciously. So, this whole idea of non-verbal synchrony is kind of this non-conscious coordination of movement that happens between two people. And this is a construct that's been studied for decades in a number of settings, but we were the first to be able to examine it in an oncology setting, and also comparing diads of different racial makeup. We were able to take like real video-recorded data of naturally-occurring treatment discussions. We had a set of videos that included black patients in a similar set with white patients. And we used automated software to track their behavior and determine how coordinated they were over time. We actually observed more coordinated behavior between black patients and their physicians compared to white patients and their physicians. Some literature is non-verbal synchrony is sort of seen as always good, and there's also some new data showing that maybe it could be evidence of trying to repair a relationship. We're very early phases, I'm not in a position to offer kind of a best practice with this, but I think the point is, is that we do see differences. There is a coordinated behavioral difference between dyads. We're also starting to look at how that level of coordination is influenced by attitudes including implicit bias. So, I think identifying a difference is important, but now I think it's on us to now figure it out. Like, what is that the result of? And then, what does that do for the patient in terms of short and long-term outcomes? So, does that affect their perceptions of their physician? Does it affect their perceptions of the recommended treatment? Does it affect adherence to that treatment? Dr. Alissa Thomas: How can we do better? How can doctors improve non-verbal and verbal communication methods with our patients? Dr. Nimish Mohile: I can speak a little bit about verbal communication. I think this work on non-verbal communication is fascinating. I'd love to hear where that comes out because it's something I think we're not really thinking about very much, and I'm not surprised that there's differences there. I think sometimes with communication, just having an awareness in that you might be communicating differently with someone can be helpful. In many of our institutions, we sometimes go through coaching with our communication, particularly with Oncology patients, where you have someone witnessing how you're interacting with that patient, and what kind of verbal and non-verbal cues you're giving, how you make eye contact. I think there's models there that we could really be thinking about, not just focused on some of the stuff that oncology has been focused on, like, delivering bad news or end-of-life discussions, but also on these issues of racial bias or age bias, and see what we could do differently in those areas. Dr. Lauren Hamel: Yeah, I completely agree. And I think decades of research have shown that patient-centered communication skills are something that can be taught, learned, and improved upon. Maybe not just regarding the issues related to racial bias and other racial attitudes, but you know, for helping to improve a number of outcomes for patients. So, I think, that kind of focus, I mean there are very clear, well-established frameworks and methods around that, I think that was just, you know, something we already have in our toolbox that we can use. But I think also things like building up trust within a community, I think is critical, for really any kind of medical institution that operates within a community should be, you know, trusted by the community it's in. And there's a number of strategies that can be implemented to build up that level of trust. So, you're kind of looking at like the outside going in. A lot of these the data that I'm referring to right now are coming out of the primary care setting. But I think people like us that are in an Oncology setting are certainly well poised to start testing these in Outpatient Oncology clinics. And I think just like what we're doing right now, making the topic of race, racism, implicit bias, something that we can have in a number of settings. And I think Dr. Mohile made a really good point. Like, we're not taught this like we're taught like grammar, and, you know, math. This is a part of our lives too, and you know, it's having big effects on huge swaths of our population. So, I think normalizing these conversations is a really important step, too. Dr. Nimish Mohile: In the United States, we're particularly uncomfortable talking about racism. Even within our medical teams, we don't know how to do that. So, what do you do if you're on rounds and you see another provider have some kind of verbal or non-verbal communication that, you know, might not be appropriate, or you think that there's a racial bias in the way we're treating or talking to a patient? That's not something we know how to deal with. We don't know how to bring that up. And so, I think that that's something that within health systems, we need to start working on. We have great models for this. When we think about the transitions we've made over the last 20 years in patient safety, we have elevated these conversations about patient safety. If there's a medical error by anyone on a team, it's something we're open to discussing, not blaming, and then really having a conversation about how can we fix this next time. You know, can we work towards doing that with something like racial bias? One of the things we've started doing in our department is that one of our mortality and morbidity conferences each year is focused on racism. So, a scenario where we think that there might have been differing treatment to a patient based on race, and then having an open discussion about that, going through some of the literature about that, and just practicing some of those conversations with each other as faculty, and medical providers, physicians, nurses, advanced practice providers, of being able to name racism as one of these problems. And then we really try to model that behavior on teaching rounds, so that with our medical students and residents, and fellows, we're also having these conversations about how could racism be at play in this patient's story, and how they got to their diagnosis, and in their outcomes, and an acknowledgement that racism is having some effect on this patient's ability to get screened for cancer, and potentially, their ability to have the same survival as another patient. Dr. Alissa Thomas: Thank you. That's so helpful to think about how to elevate this through departments and people who may be less aware of the issue and raising awareness. You both have touched a lot on communication between patients and providers, and there's a theme here that it's not just the doctor-patient relationship, but also the patient's community, and the medical team, that support that physician. Can you elaborate a little bit more about that, about how we communicate to the patient and the community they represent, and the provider and the team that they represent? Dr. Lauren Hamel: Having active, mature, genuine involvement of community members within a cancer hospital or cancer institute, I think is really important. I know my work has benefited from those who have come before me that established really strong connections with people who are, either survivors, care caregivers, advocates, you know, people who are very devoted to their particular neighborhood, community, that work really closely with us and provide feedback on a lot of the interventions that we design. So, one thing that I work in with all of my research is, as I'm developing an intervention that I think will improve either communication with a physician or another care provider, I certainly would never implement that without getting that thoroughly vetted by the people who it's going to affect. My clinician colleagues are always really generous with their time. It's a little bit more challenging to get community member feedback, but I do believe that it is, I mean, not just worth it for my own research success, but also for the mission and the purpose of what we're trying to do here. So, if you seek out feedback from a community group or community members who are willing to give you their honest opinion, and you know, you have to be in a position to receive that feedback with grace and professionalism, I think that's an important piece of it. Like, you want to have that connection, you don't want to just kind of have a checkbox. You know, you really want them involved in what you're doing. I'm using my own personal experience, but I'm sure there's far greater levels of, you know, system-level issues where something similar could be implemented. Dr. Nimish Mohile: I agree with that. I think this is really hard, and I think our medical systems are just starting to learn how to do some of this work. So, I'd echo what Dr. Hamel said about really getting input from members of those communities. I think many cancer centers are trying to do more outreach into communities, and that's not that easy. We have to really start by kind of building that trust, and building a philosophy where it's really about helping that community, as opposed to getting more patients from that community, or getting more trial participants from that community, or being able to check off boxes for our NIH grants from those communities. It really needs to be a genuine approach of, what does this community need? Because we don't often know that answer. And so, we have to start with that curiosity, and then determine how can we help those communities with the resources that we have. And I think cancer centers can do this optimally if the entire health system does that, that's where you can really start building some of that trust. Dr. Alissa Thomas: Thank you. For those of us that want to know more, would you be able to share some practical tools or resources that are available for healthcare professionals who want to learn more about implicit racial bias, either on an individual or institutional level? Dr. Lauren Hamel: I think one of the first things someone can do is take an Implicit Association Test, or an IAT, as it's often referred to. They're all housed at Project Implicit, at Harvard's website - google IAT, it'll take you right there. No identifiable data are collected from the individual test taker, but it gives people a sense of what's being measured. You know, it's not a character assessment, it's a measure that's designed to test your associations. And I think just having that experience makes you a much more informed consumer of this kind of science because I think it's important to keep a critical eye. You know, if we're scientists, we have to be critical. And I think this really helps people kind of get to a point where they can understand the science a little bit more effectively, but maybe also can reduce a little defensiveness that inevitably comes up when these kinds of data are discussed. So, I would do that. And then the second thing would be, there's a wonderful book called, Blindspot: Hidden Biases of Good People, it's written by Doctors Greenwald and Banaji, and they are basically credited for creating the Implicit Association Test, as we know it. It's a relatively easy read, and it can really give you a sense of how these kinds of associations affect our decision-making and communications. I would take those two, as a way to start. Dr. Nimish Mohile: I agree with both of those. I'd say that many of our health systems have implicit bias workshops and trainings, and sometimes they're online, sometimes they're in person. They do have varying sort of quality. I encourage people to just look at those trainings a little bit differently than they look at all of the other trainings that we're forced to do. To go into those with a little bit of an open mind and a learning experience, rather than one to just sort of check boxes and move on. I think you can learn some things about yourself from them. One of the things I encourage folks to do if they're interested in more information about anti-racism is to do something like the 21-day Racial Equity Challenge - you can Google that. Kind of small bite-size openings, and then there's talks about biases, but also helps you sort of understand some of the foundations of racial inequity in this country. Dr. Alissa Thomas: Thank you so much. That's all the time we have for today. I really want to say thank you to Dr. Hamel, and Dr. Mohile for sharing your perspectives on addressing implicit racial bias in oncology, and tips for improving communication with patients and providing culturally-sensitive care. And thank you to ASCO for providing this platform for us to discuss. Thank you to all of our listeners, we appreciate you turning into this episode of ASCO Education podcast.   Thank you for listening to the ASCO Education podcast. To stay up to date with the latest episodes, please click," Subscribe." Let us know what you think by leaving a review. For more information, visit the Comprehensive Education Center, at: education.asco.org. The purpose of this podcast is to educate and to inform. This is not a substitute for professional medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience, and conclusions. Guest statements on the podcast do not express the opinions of ASCO. The mention of any product, service, organization, activity, or therapy, should not be construed as an ASCO endorsement.  

“The study of Implicit bias asks are we doing our job as well as we can be? To be consistent with values, goals and intentions — we want to do something about it.“ Dr. Mahzarin Banaji is an award-winning experimental psychologist and professor at Harvard University and the author of “Blindspot: Hidden Biases of Good People.” Her research explores the human mind, why and how we think and feel, especially in social context. Dr. Banaji helped create world-renowned frameworks to better identify and address implicit human biases, and she's the co-creator of the Implicit Association Test, which has been used +40 million times worldwide. You'll learn how human beings think, the nature of subconscious human biases, and how individuals and organizations can combat implicit bias - and why it will make an outsized impact. But Dr. Banaji is not exactly a P&G Alumni, so what's the deal? Alongside our partners at P&G, we're thrilled to share another episode of P&G's “More Than Soap” podcast - available exclusively each week to P&G Employees at GetMoreThanSoap.com. On “More Than Soap,” P&G shares weekly conversations with Inspiring guests, unique perspectives, and unconventional ideas. “More Than Soap” is P&G's official internal podcast - available to all 100,000 P&G employees worldwide, and hosted by Dorion Positano, P&G's Director of New Business and Content Innovation. Interested in learning more about P&G's “More Than Soap” podcast, or P&G Studios, can reach out directly to Dorion on LinkedIn. GetMoreThanSoap.com

Co-author of Social Media and Hate, Shakuntala Banaji joins Clive Nwonka to delve into the theoretical and practical intersections of misinformation and online hate speech in contemporary societies. Shakuntala discusses online and offline activism, the intellectual source that inspired her work, and the broader question of media and communication study and its relevance for the analysis of race and racism. Trigger warning: reference to threat of sexual assault and violent imagery (12:45 – 13:05) Transcript: www.ucl.ac.uk/racism-racialisation/transcript-conversation-shakuntala-banaji This conversation was recorded on 15th March 2022Speakers: Clive Nwonka, Lecturer in Film, Culture and Society at UCL's Institute of Advanced Studies // Shakuntala Banaji, Professor of Media, Culture and Social Change at LSEExecutive producer: Paul GilroyProducer: Kaissa KarhuEditor: Amie Liebowitz and Kaissa Karhuwww.ucl.ac.uk/racism-racialisation/podcasts See acast.com/privacy for privacy and opt-out information.

Adam Hahn spends a lot of time thinking about how well people know their own biases. Sure, people often refer to "implicit bias" as social biases that exist unconsciously. But do they really? How strongly can we claim we're unaware of these attitudes and is there any reason to think people can readily tell you what their gut reactions are when they encounter people of different racial, gender, and religious identities? Adam's a Senior Lecturer in the Department of Psychology at the University of Bath. A few things that come up in our conversation:In the intro, I talk about the work of Russ Fazio (e.g., Fazio et al., 1986) and John Bargh (e.g., Bargh et al., 1992) looking into the automatic activation of attitudes. I also highlight Greenwald and Banaji's (1995) presentation of "implicit social cognition." (The quote about using "implicit" to refer to processes outside of awareness is from a 2001 chapter by Banaji and Tesser.) Also, big tip of the hat to Adam Hahn for helping me organize the structure of the introduction.You can take the Implicit Association Test (IAT) at "Project Implicit"Whether implicit bias is unconscious depends on how you define "unconscious" (Hahn & Goedderz, 2020)People can predict their scores on the IAT (Hahn et al., 2014; Hahn & Gawronski, 2019)People's predictions of their IAT performance is predictable (Rivera & Hahn, 2019)For details on some of the newer (unpublished as of yet) work that Adam talks about, you might enjoy this 2021 talk he gave at Université Grenoble Alpes.News clips at the top of the show were sourced from the following: NPR [1] [2], 5News, CBSNews, Devex, Christian Science Monitor, CNN, & The Young Turks. For a transcript of this episode, visit: http://opinionsciencepodcast.com/episode/unconscious-bias-with-adam-hahn/Learn more about Opinion Science at http://opinionsciencepodcast.com/ and follow @OpinionSciPod on Twitter.

Donald and Rudy join Jairus Banaji, author of Theory as History and A Brief History of Commercial Capitalism to discuss his theoretical  contributions around the mode of production debates. We begin with his  political starts in the UK and in India, and how he saw the  organizational and cultural failures of the left in both countries, the  debates on the mode of production in India and what he brought to this  debate using the theories of formal and real subsumption. We turn to his  analysis of the modes of production in Ancient Rome, the method of  historical materialism, the origins of capitalism and the moments of  truth in the existing camps, the very particular emergence of capitalism  in the US, the importance of vertical integration and how all of this  plays in to the debates around merchant capitalism. Finally, we discuss  capitalism in the Islamic world, imperialism and unequal exchange, and  the importance of having open theoretical debate in Marxism.

On this week's episode, we talk to Professor Shakuntala Banaji on identity. We define the complexities of identity, the duality of forming our identities and the external influences shape who we become, constructing our identities without boxing ourselves in and so much more! Shaku's expertise made this such an insightful conversation, and we hope it encourages some self-reflection. Resources: YouTube Speeches/Literature by Cornell West, Angela Davis, bell hooks and Judith Butler

This episode features Shakuntala Banaji – one of the Conference Theme Co-Chairs of the 2022 ICA Conference. She along and a panel of guest speakers critically explore the implications of One World One Network‽ and the challenges of the globalized world. The group explores whether Marshall McLuhan's concept of a "global village" is a reality or a failed aspirational goal, and asks who then is being left behind.Click here for the episode transcript on our website.FeaturingShakuntala BanajiLaura Guimarães CorrêaFatma KhanLinje ManyozoSponsorsAnnenberg Center for Collaborative Communication https://www.asc.upenn.edu/research/centers/annenberg-center-for-collaborative-communicationIf you enjoyed this episode and want to learn more, here are some materials to check out:Read more on the history of the interrobang.Hear more about the history of the interrobang.More from the host & guests:Shakuntala BanajiLondon School of Economics, Englandhttps://www.lse.ac.uk/media-and-communications/people/academic-staff/shakuntala-banajiTEDx Talk on Young People, the Internet and Civic ParticipationTwitter: @LSEnewsLaura Guimarães CorrêaUniversidade Federal de Minas Gerais (UFMG), Brazilhttp://somos.ufmg.br/professor/laura-guimaraes-correaTwitter: @lauraguimaraesFatma KhanLondon School of Economics, Englandhttps://www.lse.ac.uk/media-and-communications/people/phd-researchers/fatma-khan/fatma-khanTwitter: @LSEnewsLinje ManyozoRoyal Melbourne Institute of Technology University, Australiahttps://www.rmit.edu.au/contact/staff-contacts/academic-staff/m/manyozo-dr-linjeTwitter: @RMIT

Zapraszam do lektury moich książek: Nie daj sobie spieprzyć życia. Sposoby na toksycznych ludzi https://sensus.pl/viewc/14859A/3/toklud Psychopata w pracy, w rodzinie i wśród znajomych: https://sensus.pl/viewc/14859A/1/psywpr.htm Totem. Jak zbudować poczucie własnej wartości: https://sensus.pl/viewc/14859A/1/totemj.htm Święty spokój. Instrukcja obsługi emocji: https://sensus.pl/viewc/14859A/1/swiety.htm Życie. Następny poziom: https://sensus.pl/viewc/14859A/1/zycie2.htm Alchemia duchowego rozwoju: https://sensus.pl/viewc/14859A/1/aldurv.htm Mantra ciszy. 7 reguł duchowej ścieżki: https://sensus.pl/viewc/14859A/1/7regdu.htm Motocyklizm. Droga do mindfulness: https://sensus.pl/viewc/14859A/1/motozy.htm Pokonaj stres z Kaizen: https://sensus.pl/viewc/14859A/1/pokosk.htm Schudnij z Kaizen: https://sensus.pl/viewc/14859A/1/pokoty.htm Model transpersonalny https://www.fundacjahs.org/sklep/model_transpersonalny-ebook/ Oferta moich szkoleń video: Zarządzanie emocjami: https://bit.ly/2IFmNOE Re-konstrukcja relacji: https://bit.ly/31Kl1FU Mindfulness: https://bit.ly/3bU5iHb Sztuka komunikacji: https://bit.ly/3eLJIpm Jak pokonać stres?: https://bit.ly/2VwL4ff Poziomy świadomości: https://bit.ly/3x0sw85 Motywacja: https://bit.ly/3Aa3Njc Oferta moich otwartych szkoleń i warsztatów: Zarządzanie emocjami: https://bit.ly/2oH5QJj Warsztaty medytacyjne: http://bit.ly/2AJHJ4I Akademia terapii transpersonalnej: https://bit.ly/2Vz7zAa Opis metody, której uczę i w której pracuję: Model transpersonalny: https://bit.ly/2OCI4wr Informacje na temat sesji indywidualnej: https://bit.ly/33kQkVL Realizacja video mini-wykładów oraz cyklu Niewidzialne książki jest możliwa dzięki środkom i zasobom Fundacji Hinc Sapientia https://www.fundacjahs.org. Jeśli uważasz, że publikowane tutaj materiały są przydatne i warto kontynuować ich produkcję to możesz ją wesprzeć darowizną na cele statutowe fundacji (wpłaty z pośrednictwem płatności on-line już od 10 zł) https://bit.ly/2nB1Tci Dziękuję:-) Jarosław Gibas

In this episode, I speak with aspiring psychiatrist and author Don Rea. Don & I work together as mental health technicians at a psychiatric hospital. If you have already listened to episode 6, with Danial Villapando, you will have heard a little bit about the job and industry. Don and I start off by speaking about his journey from high school to working at the psych hospital and we touch on his goals of becoming a psychiatrist. Next, we dive head deep into anxiety, coping, ideology, medication, fear, implicit bias, and talk a lot about the concepts in Don's book which he will plan to publish within the next couple of years. We finish off the episode with a bonus conversation about morality taken from the ideas in Don's book. This conversation was thrilling and got right to the heart of some psychological "hot topics". As always, thank you for listening and I hope you enjoy it! Resources to check out from the episode: Don's Email: donrea33@gmail.com *https://implicit.harvard.edu/implicit/takeatest.html (Harvard Implicit Association Test) - Be careful with this test if you take it. It rates with poor statistical validity and reliability. (Greenwald, A. G., Poehlman, T. A., Uhlmann, E. L., & Banaji, M. J. (2009). Understanding and using the implicit association test: III. Meta-analysis of predictive validity. Journal of Personality and Social Psychology, 97, 17–41. doi:10.1037/a0015575.) *https://www.youtube.com/watch?v=1mcCLm_LwpE (A Class Divided Documentary )- Take a look into the real psychological effects of discrimination in this clever social experiment by an elementary school teacher.    ______________________________________________

Scientific Sense ® by Gill Eapen: Dr. Murad Banaji is a Mathematician in the School of Science & Technology at Middlesex University, London. He has worked on a variety of problems at the interface between dynamical systems, and combinatorics, with applications to real-world systems with a network structure, including in biology and chemistry. --- Send in a voice message: https://anchor.fm/scientificsense/message

Joanne e João recebem o dr. Júlio César para falar sobre um tema super importante: racismo e saúde da população negra! Qual o impacto do racismo na população e no sistema de saúde? Por quais vetores o racismo se expressa? Quais estratégias para reduzir esse problema? Isso e muito mais nesse episódio! LINK PARA O TESTE DE ASSOCIAÇÃO IMPLÍCITA https://implicit.harvard.edu/implicit/takeatest.html REFERÊNCIAS: 1. DEVINE, Patricia G. et al. Long-term reduction in implicit race bias: A prejudice habit-breaking intervention. Journal of experimental social psychology, v. 48, n. 6, p. 1267-1278, 2012. 2. CUNNINGHAM, William A.; PREACHER, Kristopher J.; BANAJI, Mahzarin R. Implicit attitude measures: Consistency, stability, and convergent validity. Psychological science, v. 12, n. 2, p. 163-170, 2001. 3. GREEN, Alexander R. et al. Implicit bias among physicians and its prediction of thrombolysis decisions for black and white patients. Journal of general internal medicine, v. 22, n. 9, p. 1231-1238, 2007. 4. COOPER, Lisa A. et al. The associations of clinicians' implicit attitudes about race with medical visit communication and patient ratings of interpersonal care. American journal of public health, v. 102, n. 5, p. 979-987, 2012. 5. DASGUPTA, Nilanjana; GREENWALD, Anthony G. On the malleability of automatic attitudes: combating automatic prejudice with images of admired and disliked individuals. Journal of personality and social psychology, v. 81, n. 5, p. 800, 2001. 6. Brasil. Ministério da Saúde (MS). Política Nacional de Saúde Integral da População Negra: Uma Politica do SUS. 3a edição. Brasília: MS; 2017 7. EVANS, Michele K. et al. Diagnosing and treating systemic racism. 2020. 8. BAILEY, Zinzi D.; FELDMAN, Justin M.; BASSETT, Mary T. How structural racism works—racist policies as a root cause of US racial health inequities. 2021. 9. PALLOK, Kristen; DE MAIO, Fernando; ANSELL, David A. Structural racism—a 60-year-old black woman with breast cancer. New England Journal of Medicine, v. 380, n. 16, p. 1489-1493, 2019. 10. MAIN, Elliott K. et al. Reduction in racial disparities in severe maternal morbidity from hemorrhage in a large-scale quality improvement collaborative. American journal of obstetrics and gynecology, v. 223, n. 1, p. 123. e1-123. e14, 2020. 11. WHITTLE, Jeff et al. Racial differences in the use of invasive cardiovascular procedures in the Department of Veterans Affairs medical system. New England Journal of Medicine, v. 329, n. 9, p. 621-627, 1993. 12. TEAL, Cayla R. et al. Helping medical learners recognise and manage unconscious bias toward certain patient groups. Medical education, v. 46, n. 1, p. 80-88, 2012.

Dr. Shakuntala Banaji, media studies scholar, is in conversation with Shrishti Malhotra, producer at The Swaddle, on understanding fake news as propaganda, and probing the role of social media in political community formation.

We discuss the domestic side of the United States' forever war.  What do the Cold War tactics like those deployed by the FBI's Cointelpro look like today? Then, social historian and Yale PhD student Nick Rogers stops by to tell us whether or not our grandchildren will end up space peasants in a neofeudal hellscape. Remember you can support us on Patreon.We made some claims this week!  You can start to investigate for yourself here:Newburgh 4Khalil Abu RayyanAdel DaoudWickham, Chris. "Productive Forces and the Economic Logic of the Feudal Mode of Production." Historical Materialism 16 (2008): 3-22.For a much more thorough discussion see Wickham, Chris. Framing the Early Middle Ages: Europe and the Mediterranean, 400-800. Oxford University Press, 2005.For commercial capitalism: Banaji, Jairus. A Brief History of Commercial Capitalism. Haymarket, 2020.Support the show

Bonjour les Neurosapiens ! Nouvelle semaine, nouvel épisode. Aujourd'hui nous allons aborder le thème des stéréotypes. Les stéréotypes, on veut leur tordre le cou, on veut les faire disparaître. Ces derniers sont vus négativement, et leurs conséquences délétères sur des groupes sociaux sont bien connues. Mais qu'entend-on réellement en fait quand on parle de stéréotypes ? Possédons-nous seulement des stéréotypes sociaux ? Ou existe-t-il d'autres types de stéréotypes, et cette fois-ci, utiles ? Je répondrai aussi aux questions suivantes : pourquoi le cerveau crée-t-il des stéréotypes ? Pourquoi les aime-t-il et pourquoi est-ce difficile de s'en débarrasser ? Vous découvrirez dans cet épisode que les stéréotypes ne sont pas que des constructions psychologiques. Ils sont profondément ancrés dans notre fonctionnement cérébral. Sur l'Instagram neurosapiens.podcast, je posterai durant une semaine des ressources pour lutter contre les stéréotypes sociaux. Si vous souhaitez avoir un éclairage neuro sur un sujet en particulier de la vie quotidienne, de notre fonctionnement, écrivez-moi à neurosapiens.podcast@gmail.com Production, animation, réalisation et illustration : Anaïs RouxLe podcast en version blog : www.neurosapiens.frA bientôt pour un nouvel épisode ! ---------------------------------------------------------------------Sources bibliographiques :  Maddalena Marini, Mahzarin R. Banaji, Alvaro Pascual-Leone. (2018). Studying Implicit Social Cognition with Noninvasive Brain Stimulation. Trends in Cognitive Sciences. Proverbio, A. Orlandi, A. (2017). Electrophysiological markers of prejudice related to sexual gender.  Kubota, J.T., Phelps, E.A. (2015). Exploring the Brain Dynamics of Racial Stereotyping and Prejudice Stolier, R. Hehman, E., Keller, M. &co. (2018). The conceptual structure of face impressions.  Chasteen, A. L., Kang, S. K., & Remedios, J. D. (2012). Aging and stereotype threat: Development, process, and interventions.---------------------------------------------------------------------Musique d'intro : KEEP ON GOINGMusique proposée par La Musique LibreJoakim Karud - Keep On Going : https://youtu.be/lOfg0jRqaA8Joakim Karud : https://soundcloud.com/joakimkarud--------------------------------------------------------------------- Voir Acast.com/privacy pour les informations sur la vie privée et l'opt-out. Become a member at https://plus.acast.com/s/neurosapiens.

Do we really know what implicit bias is, and whether we have it? This is the second episode on our two-part series on implicit bias; the first part was an https://yourparentingmojo.com/captivate-podcast/implicitbias/ (interview with Dr. Mahzarin Banaji), former Dean of the Department of Psychology at Harvard University, and co-creator of the Implicit Association Test. But the body of research on this topic is large and quite complicated, and I couldn't possibly do it justice in one episode. There are a number of criticisms of the test which are worth examining, so we can get a better sense for whether implicit bias is really something we should be spending our time thinking about - or if our problems with explicit bias are big enough that we would do better to focus there first. [accordion] [accordion-item title="Click here to read the full transcript"] References: Banaji, M.R., & Greenwald, A.G. (2002). Blindspot: Hidden biases of good people. New York: Delacorte. Blanton, H., & Jaccard, J. (2008). Unconscious racism: A concept in pursuit of a measure? Annual Review of Sociology 34, 277-297. Blanton, H., Jaccard, J., Strauts, E., Mitchell, G., & Tetlock, P.E. (2015). Toward a meaningful metric of implicit prejudice. Journal of Applied Psychology 100(5), 1468-1481. Brown, E.L., Vesely, C.K., & Dallman, L. (2016). Unpacking biases: Developing cultural humility in early childhood and elementary teacher candidates. Teacher Educators’ Journal 9, 75-96. Cao, J., Kleiman-Weiner, M., & Banaji, M.R. (2017). Statistically inaccurate and morally unfair judgements via base rate intrusion. Nature Human Behavior 1(1), 738-742. Carlsson, R. & Agerstrom, J. (2016). A closer look at the discrimination outcomes on the IAT Literature. Scandanavian Journal of Psychology 57, 278-287. Charlesworth, T.E.S., Kurdi, B., & Banaji, M.R. (2019). Children’s implicit attitude acquisition: Evaluative statements succeed, repeated pairings fail. Developmental Science 23(3), e12911. Charlesworth, T.E.S., Hudson, S.T.J., Cogsdill, E.J., Spelke, E.S., & Banaji, M.R. (2019). Children use targets’ facial appearance to guide and predict social behavior. Developmental Psychology 55(7), 1400. Charlesworth, T.E.S., & Banaji, M. (2019). Patterns of implicit and explicit attitudes: I. Long-term change and stability from 2007-2016. Psychological Science 30(2), 174-192. Chugh, D. (2004). Societal and managerial implications of implicit social cognition: Why milliseconds matter. Social Justice Research 17(2), 203-222. Cvencek, D., Meltzoff, A. N., Maddox, C. D., Nosek, B. A., Rudman, L. A., Devos, T. Dunham, Y., Baron, A. S., Steffens, M. C., Lane, K., Horcajo, J., Ashburn-Nardo, L., Quinby, A., Srivastava, S. B., Schmidt, K., Aidman, E., Tang, E., Farnham, S., Mellott, D. S., Banaji, M. R., & Greenwald, A. G. (in press). Meta-analytic use of Balanced Identity Theory to validate the Implicit Association Test. Personality and Social Psychology Bulletin. Forscher, P.S., Lai, C.K., Axt, J.R., Ebersole, C.R., Herman, M., Devine, P.G., & Nosek, B.A. (2019). A meta-analysis of procedures to change implicit measures. Gawronski, B., & Bodenhausen, G.V. (2017). Beyond persons and situations: An interactionist approach to understanding implicit bias. Psychological Inquiry 28(4), 268-272. Goode, E. (1998). A computer diagnosis of prejudice. The New York Times. Retrieved from https://www.nytimes.com/1998/10/13/health/a-computer-diagnosis-of-prejudice.html Greenwald, A.G., & Lai, C.K. (2020). Implicit social cognition. Annual Review of Psychology 71, 419-445. Greenwald, A.G., & Lai, C.K. (2020). Implicit social cognition. Annual Review of Psychology 71, 419-445. Greenwald, A.G., Banaji, M.R., & Nosek, B.A. (2015). Statistically small effects of the Implicit Association Test can have societally large effects. Journal of Personality and Social Psychology 108, 553-561. Greenwald, A.G., Poehlman,...

Explicitly, nobody really believes in gender stereotypes anymore, but when we look at the world, and who's where and how much money people make, and so on, it still seems to be there. And the answer to that is yeah, because it's there. It's just not something we say. It’s more of something we do. -Dr. Mahzarin Banaji   What is implicit bias? Do I have it (and do you?)? Does my (and your?) child have it? And if we do have implicit bias, what, if anything, can we do about it? Join me in a conversation with Dr. Mahzarin Banaji, former Dean of the Department of Psychology at Harvard University and co-creator of the Implicit Association Test, for an overview of implicit bias and how we can know if we (and our children) have it. This episode will be followed by a second part in this mini-series where we dig deeply into the research, where results are complex and often contradictory. Stay tuned!   Jump to highlights: (01:00) An intro of Dr. Mahzarin Banaji (02:58) What is implicit bias? (07:48) Differentiating bias that you are aware of and bias that you aren’t aware of (08:56) Describing the Implicit Association test (18:11) What the research says about where implicit bias comes from (24:50) Development of group preference from implicit association (32:18) Group bias and what its implications towards individual psychological health (40:44) What can be done to potentially prevent implicit biases from developing? (46:56) Some good progress with society’s bias in general and areas that needs working on   Resources: https://www.amazon.com/Blindspot-Hidden-Biases-Good-People-ebook/dp/B004J4WJUC (Blindspot: Hidden Biases of Good People)   [accordion] [accordion-item title="Click here to read the full transcript"] Jen 00:02 Hi, I'm Jen and I host the Your Parenting Mojo podcast.   Jen 00:06 We all want our children to lead fulfilling lives but it can be so hard to keep up with the latest scientific research on child development and figure out whether and how to incorporate it into our own approach to parenting. Here at Your Parenting Mojo, I do the work for you by critically examining strategies and tools related to parenting and child development that are grounded in scientific research and principles of respectful parenting.   Jen 00:29 If you'd like to be notified when new episodes are released, and get a FREE Guide called 13 Reasons Why Your Child Won't Listen To You and What To Do About Each One, just head over to YourParentingMojo.com/SUBSCRIBE.   Jen 00:42 You can also continue the conversation about the show with other listeners in the Your Parenting Mojo Facebook group. I do hope you'll join us.   Jen 01:00 Hello, and welcome to the Your Parenting Mojo podcast. Today we're going to look at the topic of implicit bias. Now I've been thinking for a while about running a series of episodes on the connection between our brains and our bodies because I've been learning about that and the wisdom that our bodies can hold and wondering, well how can we learn how to pay more attention to our bodies? And then I started thinking about intuition. And I wondered, well, how can we know if we can trust our intuition? What if our intuition is biased? So I started looking at the concept of implicit bias and it became immediately clear who I should ask to interview Dr. Mahzarin Banaji. Dr. Banaji studies thinking and feeling as they unfold in a social context with a focus on mental systems that operate in implicit or unconscious mode. Since 2002, she has been Richard Clarke Cabot professor of social ethics in the Department of Psychology at Harvard University, where she was also the Chair of the Department of Psychology for four years while holding two other concurrent appointments. She has been elected fellow of a whole host of extremely impressive societies and was named William James Fellow for a lifetime of significant

On Friday, July 17, 2020 we welcomed writer, poet, and professor Marilyn McEntyre for an Online Conversation to discuss her provocative book, Caring for Words in a Culture of Lies. The book focuses on the morality, power, and importance of caring for language. She notes that caring for one another is not entirely separable from caring for words. Words are entrusted to us as equipment for our life together, to help us survive, guide, and nourish one another. If language is to retain its power to nourish and sustain our common life, we have to care for it the way good farmers care for the earth. Learn more about Marilyn McEntyre Watch the full Online Conversation video and read the transcript Watch our Online Conversation with Marilyn McEntyre and David Bailey on “Speaking Peace and Seeking Reconciliation.” Check out her brand new book called Where the Eye Alights: Reflections for the Forty Days of Lent. Authors mentioned in the conversation: Jane Austen Ezra Pound - “Go in fear of abstractions.” George Steiner - Real Presences Theodor Adorno William Faulkner Wendell Berry Books mentioned in the conversation: The Road to Character, by David Brooks Blind Spot, by Mahzarin R. Banaji and Anthony G. Greenwald Winnie the Pooh, by A.A. Milne Little Women, by Louis May Alcott The Scarlet Letter, by Nathaniel Hawthorne Moby Dick, by Herman Melville Middlemarch, by George Eliot Prayers of the Cosmos and The Hidden Gospel by Neil Douglass Klutz BBC Radio Program - My WordRelated Trinity Forum Readings: Politics and the English Language, by George Orwell Bulletins from Immortality, by Emily Dickinson Letters from Van Gogh, by Vincent Van Gogh Hannah and Nathan, by Wendell Berry Special thanks to Ned Bustard for the artwork and Andrew Peterson for the music!

Why is there so much anger, contempt and frustration & hate that goes swept under the rug - where businesses, communities and humanity itself are just starting to wake up?Why is it that WE, as human beings are screwing ourselves?Far too often we turn away from discomfort. We make a habit, shielding ourselves from the pain, the fear, the challenge. The communities that make you feel cozy do the same thing. The families that've you've raised you, no different. But there is tremendous VALUE which we often avoid to gain in the GROWTH which comes from examining our BEHAVIOR. Our THOUGHTS. Choosing to respond versus react. To be curious about others & those whom are "different" from what we're USED TO.Join us in this episode, unconscious bias, prejudice, stereotyping - these ladies cover it all.Screenshot this episode & tag @TheWhyPowerPodcast to share your takeaways on or Instagram or Facebook.Stay Grounded. Stay WhyPower-ed!-E&B________________________________Episode Resources:Psychological constructs are mental associations that can influence a person's behavior and feelings toward an individual or group. If the person is unaware of these mental associations the stereotypes, prejudices, or bias is said to be implicit.Bias is defined as prejudice in favor of or against one thing, person, or group compared with another, usually in a way considered to be unfairA stereotype is the association of a person or a social group with a consistent set of traitsPrejudice is defined as unfair negative attitude toward a social group or a member of that groupAmerican Psychology AssociationLawrence Livermore National LibraryCONSCIOUSLY OVERCOMING UNCONSCIOUS BIAS IN THE WORKPLACE"Meet the psychologist exploring unconscious bias—and its tragic consequences for society""How to Outsmart Your Own Unconscious Bias"Diversity & Outreach on Unconscious Bias-University of CaliforniaGreenwald, A. G., & Banaji, M. R. Implicit social cognition: Attitudes, self-esteem, and stereotypes"The existence of implicit bias is beyond reasonable doubt""Six Lessons for a Cogent Science of Implicit Bias and Its Criticism" Bertram Gawronski"Unconscious Bias, Implicit Bias, and Microaggressions: What Can We Do about Them?"_________________________________Website: www.TheWhyPowerPodcast.comInstagram: https://bit.ly/3e6ProUFacebook: shorturl.at/xyK26Evolve Ventures Society: https://bit.ly/3FY9kMJText: "WhyPower" to 31996Emilia: https://bit.ly/3u2viftBianca: https://bit.ly/3o0q6EK***Leave them a 5 star review if you felt their energy, became inspired, or felt as though value was added to your life!Take the survey to teach E&B what you want to hear more about, what resonated with you in this episode, or what you wish you heard more ofStay tuned for next Thursday's Episode!

We discuss the concept of a Beginner's Mind and the importance of it's perspective on our lives, our relationships, our jobs, our culture and especially on our growthPlease also reference the following incredible resources we mentioned in this episode that can aid in your journey to identify and overcome existing biases that can prevent you from truly emptying your cup...Blindspot by Mahzarin R. Banaji and Anthony G. Greenwald https://www.amazon.com/Blindspot-Hidden-Biases-Good-People/dp/0553804642https://www.barnesandnoble.com/w/blindspot-mahzarin-r-banaji/1102334630?ean=9780345528438https://www.blackstonebookstore.com/book/9780345528438 (Independent, Black owned bookstore)Implicit Association (Bias) Testshttps://implicit.harvard.edu/implicit/user/agg/blindspot/indexrk.htm (Racial Bias)https://implicit.harvard.edu/implicit/selectatest.html (All tests - Gender, Age, Religion, Sexuality, and many others)Support the show (https://donorbox.org/the-courage-campaign-1)

Mahzarin Banaji is a professor of psychology at Harvard University. In the 90s, she and her colleagues pioneered the research in social psychology on implicit bias. They are perhaps best known for creating the Implicit Association Test (IAT), which purports to measure the preferences that people are unable or unwilling to say they have. Using this tool, psychologists have arrived at fascinating findings about bias, which have spawned a productive (and sometimes contentious) field of research. Together with Anthony Greenwald, Dr. Banaji wrote the popular book, Blindspot: Hidden Biases of Good People.I talked with Mahzarin about her early days studying psychology and what prompted her to study implicit bias. She also shared new research on how implicit biases have changed over time and what this means for how to achieve social progress.If you’re interested in the IAT—the test that researchers use to measure implicit bias—you can take one yourself at the official Project Implicit website.You can also check out one of Mahzarin’s recent projects: Outsmarting Human Minds. It’s a website devoted to bringing insights from social psychology to the public.Finally, I usually link to a bunch of primary articles that come up in the episode, but we covered a lot of ground in this one! However, we spent a lot of time on a recent paper led by Mahzarin’s graduate student, Tessa Charlesworth, on how implicit biases have changed over time (Charlesworth & Banaji, 2019). For an accessible summary of this research, check out their article in Harvard Business Review.For a transcript of this show, visit the episode's webpage: http://opinionsciencepodcast.com/episode/implicit-bias-with-mahzarin-banaji/ Learn more about Opinion Science at http://opinionsciencepodcast.com/ and follow @OpinionSciPod on Twitter.

On this episode, Dr. Mary Ellen Dello Stritto is joined by Dr. Mary Kite. Mary Kite received her B.A., M.S., and Ph.D. from Purdue University. A social psychologist, she is currently Professor of Social Psychology at Ball State University. Strongly committed to psychology education at all levels, she is Past-President of The Society for the Teaching of Psychology (STP, APA Division 2); she has held a number of other leadership roles for STP. She also chaired the APA Presidential Task Force on Diversity Education Resources and is Past President of the Midwestern Psychological Association. She is a Fellow of APA Divisions 2, 8, 9, 35, & 44 and of the Association for Psychological Science and the Midwestern Psychological Association. She maintains an active research program in the area of stereotyping and prejudice, including co-authoring The Psychology of Prejudice and Discrimination (3e) with Bernard Whitley, Jr.; Kite and Whitley also co-authored Principles of Research in Behavioral Science (4e). Recognitions include the Charles L. Brewer Award for Distinguished Teaching in Psychology from the American Psychological Foundation (2014) and a Presidential Citation from the Society for the Teaching of Psychology (2011). She was selected as a G. Stanley Hall Lecturer for the American Psychological Association in 2009 and was named a Minority Access National Role Model in 2007. Segment 1: External Validity [00:00-08:03] In this first segment, Dr. Kite discusses the importance of external validity in experimental research. In this segment, the following resources are mentioned: Kite, M. E., & Whitley, Jr., B. E.(2016). The psychology of prejudice and discrimination (3rd ed.). New York: Routledge. Kite, M. E., & Whitley, Jr., B. E. (2018). Principles of research in behavioral science (4th ed.). New York: Routledge. Darley, J. M., & Latané, B. (1968). Bystander intervention in emergencies: Diffusion of responsibility. Journal of Personality and Social Psychology, 8, 377-383. Piliavin, I. M., Rodin, J., & Piliavin, J. A. (1969). Good Samaritanism: An underground phenomenon? Journal of Personality and Social Psychology, 13, 289-299. Ebbinghaus’ research on nonsense syllables Segment 2: Sampling [08:04-18:12] In segment two, Dr. Kite discusses sampling issues in quantitative research methods. In this segment, the following resources are mentioned: Arnett, J. (2008). The neglected 95%: Why American psychology needs to become less American. American Psychologist, 67, 602-614. Fraley, R. C. (2007). Using the Internet for personality research. In R. W. Robins, R. C. Fraley, & R. F. Krueger (Eds.), Handbook of research methods in personality psychology (pp. 130-148). New York: Guilford. Henrich, J., Heine, S. J. & Norenzayan, A. (2010). The weirdest people in the world? Behavioral and Brain Sciences, 33, 61-135. Henry, P. J. (2008). College sophomores in the laboratory redux: Influences of a narrow data base on social psychology’s view of the nature of prejudice. Psychological Inquiry, 19, 49-71. Kraut, R., Olson, J., Banaji, M., Bruckman, A., Cohen, J., & Couper, M. (2004). Psychological research online: Report of Board of Scientific Affairs’ Advisory Group on the conduct of research on the Internet. American Psychologist, 59, 105-117. Rosenthal, R., & Rosnow, R. L. (1975). The volunteer subject. New York: Wiley. Amazon Mechanical Turk Qualitrics To share feedback about this podcast episode, ask questions that could be featured in a future episode, or to share research-related resources, post a comment below or contact the “Research in Action” podcast: Twitter: @RIA_podcast or #RIA_podcast Email: riapodcast@oregonstate.edu Voicemail: 541-737-1111 If you listen to the podcast via iTunes, please consider leaving us a review. The views expressed by guests on the Research in Action podcast do not necessarily represent the views of Oregon State University Ecampus or Oregon State University.

Hey smart mama! The year 2020 has given ALL of us the opportunity to see the hate that exists in this world and the racism that is systemic in our institutions.We are 100% anti-racism and anti-hate in general.  We do not support any kind of verbal or physical confrontations on social media or in-person that are aimed at singling out any person or group of people based on their race, gender, religion, or political affiliations.  We welcome you here, as you are and we will continue to fight for the freedoms and the equality of ALL smart mamas and their loved ones.We talked to Lena Gould and Latonya Mims, two CRNA moms who have been tirelessly advocating for diversity within medicine for years.  Crystal, Laci, and I learned so much from this discussion and it is the first of many to come - The mamas told us about how they have experienced racism from the time they were young all the way through anesthesia school and into their current careers.  Even among Pennsylvania, Delaware, Connecticut, New Jersey, New York, Maine, and Rhode Island there is only one program director of color- Dawn Bent at the University of Pennsylvania.We really dive in deep in this episode and talk about how we can challenge the norm and advocate for people of color, this is a mankind issue and we need to do better!  Recommended readingHow to be an Antiracist- Ibram X. KendiImmortal Life of Henrietta Lacks- Rebecca SklootBlind spot: Hidden Biases of Good People- Mahxarin R. Banaji, Anthony G. GreenwaldBecoming- Michelle ObamaWhite Fragility- Robin DiAngelo Diversity in Nurse Anesthesia Mentorship Programwww.Diversitycrna.org 

Liz Belmonte, training supervisor at Cambridge Emergency Communications, discusses implicit bias, including how it can affect every step of an emergency police call, from the caller to the dispatcher to the responding police officer. For Your Information: Test your implicit biases: https://perception.org/research/implicit-bias/ Watch Dr. Mahzarin R. Banaji explain hidden biases: https://www.youtube.com/watch?v=XK_G-rkXenM&t=2s

Teresa Coleman Wash is the Founder and Executive Artistic Director of the Bishop Arts Theatre Center in Dallas.  Together we're talking about racism in America and the tension that's at a boiling point.  We talk about how theatre plays a part, and how we can push ourselves in the theatre to be better. And we cannot forget about the current and upcoming programming that BATC is executing to continue their mission in this socially distant COVID-19 era.    BATC Virtual Summer Camp https://bit.ly/2C5PLHh BATC E-learning https://bit.ly/30DF09b Girl Trek Black History Bootcamp: https://www.girltrek.org/blackhistorybootcamp Blindspot: Hidden Biases of Good People by Mahzarin R. Banaji https://amzn.to/2ztgoVu              

"Everybody has something compelling to say, they just need to figure out the best way to say it." -Ellen Kress Get in touch! Email: longstorypod@gmail.com Instagram: @longstorypod Twitter: @lsbpod Facebook: Long Story, But Website: longstorypod.com I am open and available to feedback, in particular about this episode. I want this to be a dialogue and will engage with constructive criticism, unique insights, and questions to the best of my abilities. RESOURCES This is in no way a comprehensive list. These are resources I’ve found useful and think you might too. Direct Action/Allyship Resources: Direct Actions: Anti-racism resources compiled by @dj_diabeatic and @sarahsophief https://docs.google.com/document/d/1BRlF2_zhNe86SGgHa6-VlBO-QgirITwCTugSfKie5Fs/mobilebasic A list of ways you can take action to stand in solidarity: https://www.adhoc.fm/post/black-lives-matter-resources-and-funds/ Bail Funds/Community Organizations to Support: https://docs.google.com/document/d/1H0gM12OwlPJtfxKEE3BQvctPHSR5mN8MerSl0Fx5YJ8/mobilebasic A National Resource list including information on legal services, advice for protesting, and organizations to support https://docs.google.com/spreadsheets/d/1fpdRY5fwoyt04Il6y9bToWjv4wUaIoMAQERoE2A140U/htmlview?usp=sharing&pru=AAABcqmvDo4*skM0e1pm251cf_7HPHdYtg A guide on Allyship: https://guidetoallyship.com Educate yourself on the movement: Black Lives Matter: https://blacklivesmatter.com Implicit Bias: Harvard run Project Implicit which has tests you can take to better understand your implicit bias toward race, religion, sexuality, disability, skin-tone, weight, age, and other things. https://implicit.harvard.edu/implicit/selectatest.html Suggested Reading: Blind Spot: Hidden Biases of Good People by Mahzarin R. Banaji and Anthony G. Greewald The New Jim Crow by Michelle Alexander How to Be Anti-Racist by Ibram X Kendi An African American and Latinx History of the United States by Paul Ortiz White Fragility: Why It’s So Hard For White People To Talk About by Robin DiAngelo Resources for Outdoor Equity: The Avarna Group, insights and resources for Environmental and Outdoor Leaders and their Organizations https://theavarnagroup.com Indigenous people’s landmap (warning, this map is not always 100% accurate, but worth taking the first step to learning about which Indigenous peoples’ land you reside on, work on, visit) https://native-land.ca For a full list of resources please visit: https://www.longstorypod.com/post/bonus-episode-7-lsb-public-lands-aren-t-public Music in this episode: Intro: Boardroom Theme by Unicorn Heads Through and Through Amulets A Fallen Cowboy Sir Cubworth We’ll Meet Again Jeremy Blake

“For me, I believe that Black lives matter. That’s what I said. Anyone with a functioning brain understands that all lives matter. Anybody. But right now there is a portion of our community that is frustrated, and they are suffering, and they are hurting. So, as an empathetic Christian I’m gonna go and say I agree with the statement Black lives do matter. But I was glad some people disagreed with me, because I kept saying, do Black lives matter yes or no? yes but…I’m like there is no but. We disagree. Those are the same type of people that would have interrupted Jesus in the Sermon on the Mount. Jesus would have been like, blessed are the poor…no Jesus blessed are all people. Since when does highlighting one issue disparage another? Are we not secure enough to be able to sit here and go issue by issue and talk about one without disparaging another? Of course all lives matter, but it’s okay to say Black lives matter. What’s wrong with you? This is not rocket science. All lives matter. No kidding. That’s why Black lives matter, because until all lives matter equally, we need to focus on this.” -Carl Lentz, 2016   This is the most important episode I will ever release. I hope you approach it with an open heart.   Just recently: George Floyd was murdered by a police officer while three other police officers stood by and did nothing. Breonna Taylor was in her home in the middle of the night when police broke in, unannounced, and shot her to death. Ahmaud Arbery was out for a run when two men chased him and shot him to death. Christian Cooper was bird watching in Central Park when a woman threatened to call the police and say that an African American man was threatening her life. He was not.   It doesn’t stop there. The following Black men and women have been murdered by police: Philando Castile Atatiana Jefferson Eric Reason Natasha McKenna Botham Jean Walter Scott Bettie Jones Tamir Rice Michael Brown Dominique Clayton Eric Garner Trayvon Martin  Tanisha Anderson Sandra Bland Freddie Gray   THESE ARE JUST THE NAMES WE KNOW. Do you know how hard it is to find a full list of Black people who have been murdered at the hands of police brutality?    Here’s a brief history of the Black lives lost in our country over the past few years along with the #Blacklivesmatter gaining momentum:   ·      2013: #Blacklivesmatter first appears on twitter ·      7/17/14: Eric Garner dies in NY after being arrested ·      8/9/14: Michael Brown is killed during an encounter with police officer in Ferguson, MO. ·      11/22/14: Tamir Rice is killed by police in Cleveland while playing with a toy gun ·      11/24/14: Announcement that there will be no indictment in Michael Brown case ·      4/19/15: Freddie Gray dies in Baltimore while in police custody ·      6/17/15: Charleston church shooting kills 9 people ·      7/13/15: Sandra Bland is found hung in Texas jail cell   STATS ·      99% of killings by police from 2013-2019 have not resulted in officers being charged with crime. ·      Unarmed Black people were killed by police at 5x the rate of unarmed white people in 2015. ·      Police killed at least 104 unarmed Black people in 2015— nearly 2x a week. ·      1 in 3 young Black men will be incarcerated in their life (compared to 1 in 17 white men). ·      13TH DOC: “The film’s premise is that while the 13th Amendment to the Constitution eliminated slavery and involuntary servitude, it in effect had an unintentional loophole that asserted “except as a punishment for crime whereof the party shall have been duly convicted.”” ·      Black people make up 6.5% of the American population but make up 40.2% of the prison population. ·      Our prison population went from less than 200k in 1970 to 2.3m today. This is what we refer to when we talk about mass incarceration.   THERE ARE PROVEN STRATEGIES that significantly reduce police killings, but very few Police Departments have adopted them. These are: Requirements that officers use all means other than shooting (decreases death by 25%) Requires all use of force be reported (decreases death by 25%) Bans chokeholds + strangleholds (decreases death by 22%) Has use of force continuum (decreases death by 19%) Requires de-escalation (decreases death by 15%) Duty to intervene if another officer uses excessive force (decreases death by 9%) Restricts shooting at moving vehicles (decreases death by 8%) Requires warning before shooting (decreases death by 5%) *You can call your local representatives and demand these 8 things be instituted with your local law enforcement. Want to learn more? Click here: https://8cantwait.org   WHY DO BLACK LIVES MATTER? My Personal Reckoning: 2016 ·      I didn’t realize my own white privilege for a long time. I felt better than the other white people when it came to bias and racism because I grew up in a broken home filled with drugs, addiction, affairs, and even lived in a town where I was a minority. The reality is I have loved Black culture for most of my life, but I have done very little to be an advocate for justice for my Black brothers and sisters. I’m so sorry for this. ·      I received a DM from a Black woman who encouraged me to diversify who I was interviewing on The Refined Woman. Almost all of my collaborations and interviews for the first few years of The Refined Woman were with white women. I was a white girl blogger. ·      In 2016 I also wrote an All Lives Matter blog post that fortunately never went live. I didn’t understand what it meant that Black Lives Matter. As a Christian I assumed didn’t all lives matter? Thank God I have a team, and thank God I didn’t go live with that painful article. I was very, very wrong.    Black Lives Matter, and here’s why:   Jesus was a 1st Century Palestinian Jewish man. He had brown skin and was hated by the religious, and beaten and killed by law enforcement. If he was alive today in America, he’d be a minority immigrant who probably wouldn’t step foot inside white evangelical churches except to flip over tables. The Western Evangelical Church in America has become a religion for rich, advantaged, and privileged white people—which is the exact opposite of the roots of Christianity and the life of Jesus. Jesus hung out with the oppressed people of society, those ostracized, those who didn’t feel safe in the church—those who were judged and cast off. He fought for justice, restored dignity and humanity from the woman at the well, woman caught in adultery, to touching people with contagious diseases and engaging with people outside of the Jewish law which would have made him unclean in Jewish circles. But he didn’t care, because He was on a mission to do God’s work.   Friend, if you are a follower of Jesus and do not have a heart for justice, racial reconciliation and to see the systemic walls, pillars, and foundations of racism in our country to be dismantled, you are out of alignment with the heart of God.   Who does Jesus care about?   -       Prodigal Son returns: the jealous brother instead of the father rejoicing over the return + safety of his son. But don’t I matter—OF COURSE YOU MATTER, BUT YOUR BROTHER WAS LOST + NOW IS FOUND.    -       Luke 15: Jesus leaves the 99 to go after the one sheep. He cares about the individual.   It’s time to get back in touch with the heart of Jesus. Do all lives matter? YES. But until Black lives matter—we better go after that. Jesus went after the one.   What can you do?    #1: Acknowledge If we don’t heal our past, it will follow us. And ours is HAUNTING US. -Kat Harris   1.     Until we acknowledge the experience of what it means to be a Black person in America there is no chance at healing. 2.     When someone dies, you show up. 3.     “I don’t know the full story.” You don’t have to. 4.     “People are just reposting for attention…not for the right reasons.” You don’t know their hearts. And so what? Does that mean you get to stay silent? 5.     Here’s what’s true: in 1619 was when the first wave of Black people were kidnapped from Africa to become slaves in Jamestown. July 4th isn’t a celebration of independence for Black people. They weren’t free when those freedom bells rang. America was built on the backs of terrorism and genocide and slavery of Black people, people of color and indigenous people. 6.     If we don’t heal our past, it will follow us. And ours is HAUNTING US. 7.     We have to look back before we can move forward. 8.     One of the first things we can do is acknowledge our white privilege. What is white privilege and how do you know if you have it? Go through these statements.   #2: Get Curious I STARTED NOTICING + GETTING CURIOUS: ·      Why did I have so few Black friends? ·      Why were there some Black people and people of color at my church but none on staff or leadership or in the decision-making rooms? ·      I changed churches because I wanted to be a part of a community with women in leadership, then I noticed almost every week at church I could count on one hand the number of Black people at my church…why? ·      Why were influential Black Christian people like Lecrae + Andre Henry leaving the church? ·      How come at my favorite salad place every single person in line buying was white and all the people working in the buffet are Black? ·      How come the expensive gym I had a membership to had mostly white members, and yet almost every single one of the people working there from front desk to maintenance are Black? ·      This started making me very uncomfortable. I didn’t know what to do—so I’d talk with my friends about it…but really I didn’t do much about it. I deeply regret this. #3: PRAY + REPENT: ·      When have you been complicit, silent, and chosen ignorance out of comfort and convenience? Write it down, say it out loud, pray, and repent. ·      Psalm 13 is great to walk through lament. ·      Psalm 51 is great to walk through repentance. #4: ACTIVATE: ·      Sign petitions for racial justice. change.org is a great start for this! ·      Talk with friends and family. ·      When you see racism, call it out. ·      Post on your platforms. ·      Call your local representatives and demand justice. ·      Support Black-owned businesses. ·      Donate to Historically Black Colleges and Universities. ·      Go to https://www.grassrootslaw.org to find out how you can support policing and justice in America. ·      Read this: 75 Things White People Can Do for Racial Justice by Corinne Shutack    #5: ORGANIZATIONS TO SUPPORT: ·      Equal Justice Initiative (Bryan Stevenson) ·      Be the Bridge (Latasha Morrison) and her wonderful resource page, “Where Do I Start?” ·      WhereChangeStarted.com has a great anti-racism starter kit ·      The Innocence Project ·      To help pay bail for protestors in NYC, money can be Venmo’ed to @bailoutnycmay.  ·      City-specific bailouts. ·      ACLU ·      NAACP ·      UNCF   #6: READ: “Stop asking us to give you books. Stop asking us to do research. Listen y’all were able to do mathematic equations through some Black women and then your own stuff and to be able to go to the moon, and put a flag in it and dance around and do the west coast strut. How in the world can you go from the earth to the moon and you can’t do research on the racial history that we need to fight in this country. I don’t want to be traumatized by teaching you history. I want you to grow up in your spiritual maturity, and grow up in your faith, and go on the sanctifying journey of overriding the patriotic way that we’ve learned history in America.” - Pastor Eric Mason   1.     White Fragility by Robin DiAngelo 2.     So You Want to Take About Race by Ijeoma Oluo 3.     The Person You Mean to Be by Dolly Chugh 4.     We Were Eight Years in Power by Ta-Nehisi Coates 5.     How to Be an Antiracist by Ibram X. Kendi 6.     I’m Still Here: Black Dignity in a World Made for Whiteness by Austin Channing Brown 7.     Between the World and Me by Ta-Nehisi Coates 8.     Woke Church by Eric Mason 9.     The New Jim Crow: Mass Incarceration in the Age of Colorblindness by Michelle Alexander 10.  Jesus and the Disinherited by Howard Thurman 11.  Great Speeches by Frederick Douglass 12.  Waking up White and Finding Myself in the Story of Race by Debby Irving 13.  Ghetto by Mitchell Duneier 14.  More than Just Race: Being Black and Poor in the Inner City by William Julius Wilson 15.  Stamped from the Beginning: The Definitive History of Racist Ideas in America by Ibram X. Kendi 16.  A Testament of Hope by Martin Luther King Jr. 17.  Prejudice and Racism by James M. Jones 18.  Blindspot: Hidden Biases of Good People by Mahzarin R. Banaji 19.  Tears We Cannot Stop: A Sermon to White America by Dr. Michael Eric Dyson 20.  I Know Why the Caged Bird Sings by Maya Angelou 21.  All About Love by Bell Hooks 22.  Well-Read Black Girl by Glory Edim 23.  Go Tell it on the Mountain by James Baldwin 24.  Heavy: An American Memoir by Kiese Laymon 25.  There Will Be No Miracles Here by Casey Gerald 26.  Paradise by Toni Morrison 27.  Healing Racial Trauma by Sheila Wise Rowe 28.  Their Eyes Were Watching God by Zora Neale Hurston 29.  The Lies that Bind: Rethinking Identity by Kwame Anthony Appiah 30.  The Very Good Gospel by Lisa Sharon Harper 31.  The Prophetic Imagination by Walter Brueggemann 32.  Prophetic Lament: A Call for Justice in Troubled Times by Dr. Soong-Chan Rah 33.  Divided by Faith: Evangelical Religion and the Problem of Race in America by Michael O. Emerson and Christian Smith 34.  Just Mercy by Bryan Stevenson 35.  The Color of Law: A Forgotten History of How Our Government Segregated America by Richard Rothstein 36.  Human(Kind) by Ashlee Eiland 37.  A Day Late and a Dollar Short by Terry McMillan 38.  Kindred by Octavia E. Butler 39.  Beloved by Toni Morrison 40.  White Teeth by Zadie Smith 41.  Discerning the Voice of God by Priscilla Shirer 42.  Detours: The Unpredictable Path to Your Destiny by Tony Evans 43.  Unashamed by Lecrae 44.  Believe Bigger by Marshawn Evans Daniels   ARTICLE + WEBSITES 1.     Code Switch: Race in Your Face 2.     White Privilege: Unpacking the Invisible Knapsack by Peggy McIntosh 3.     NYTimes An Antiracist Reading List compiled by Ibram X. Kendi 4.     Goodgooodgood.co Anti-racism resources compiled by Sarah Sophie Flicker and Alyssa Klein 5.     Buzzfeed’s An Essential Reading Guide for Fighting Racism by Arianna Rebolini 6.     1619 Project (NY Times) – an article series on the history and legacy of slavery in America (also a podcast below). There is a book project in the works to expand on what they’ve started. 7.     The America We Need (NY Times) – a NYT Opinion series that touches on justice in the midst of the pandemic. 8.     “Walking While Black” by Garnette Cadogan   WATCH: 1.     Pastor Eric Mason: Don’t Lose Heart: Why It’s Worth It to Fight for Racial Harmony Even When We Don’t See Progress 2.     Pastor Carl Lentz: I said, “Black Lives Matter” 3.     Dr. Robin DiAngelo’s talk on White Fragility at the University of Washington 4.     How to Deconstruct Racism One Headline at a Time, TEDtalk, Baratunde Thurston  5.     How Racism Makes Us Sick, TEDtalk, David R. Williams  6.     Racial Reconciliation, Latasha Morrison’s sermon, National Community Church  7.     The Privilege Walk   8.     Jon Tyson and David Bailey, class, race, reconciliation, and the Kingdom of God   9.     Becoming Brave: Reconciliation Rooted in Prayer – “why do we need the church?” by Rev. Dr. Brenda Salter McNeil     Movies to watch on Netflix: 1.     13th 2.     American Son 3.     Dear White People 4.     See You Yesterday 5.     When They See Us   Movies to watch on Hulu: 1.     If Beale Street Could Talk 2.     The Hate U Give   Movies to rent: 1.     Black Power Mixtape: 1967-1975 2.     Clemency 3.     Fruitvale Station 4.     I am Not Your Negro 5.     Just Mercy 6.     Selma 7.     The Black Panthers: Vanguard of the Revolution 8.     BlacKkKlansman 9.     Burden 10.  The Color of Fear   Listen to these podcasts: 1.     NPR’s Code Switch 2.     Season 2 of In the Dark 3.     Hope & Hard Pills with Andre Henry 4.     Her with Amena Brown 5.     Truth’s Table Podcast 6.     Fights and Feelings with Joseph Solomon 7.     Anti-Racism with Andre Henry on The Liturgists 8.     Pod Save the People 9.     1619 Project Podcast 10.  Scene on Radio’s “Seeing White” 11.  Why Tho   The Refined Collective episodes on race: 1.     Anxiety, Race, and Healing Community with Nikia Phoenix 2.     I’m Still Here: Black Dignity in a World Made for Whiteness with Austin Channing Brown 3.     Why Being a ‘Good Person’ Prevents You From Being Better with Jeana Marinelli   People to follow: 1.     @austinchanning 2.     @theconsciouskid 3.     @blackcoffeewithwhitefriends 4.     @theandrehenry 5.     @colorofchange 6.     @rachel.cargle 7.     @ibramxk 8.     @mspackyetti 9.     @blklivesmatter 10.  @osopepatrisse 11.  @reformlajails 12.  @akilahh 13.  @showingupforracialjustice 14.  @tyalexander 15.  @tiffanybluhm 16.  @natashaannmiller 17.  @thefaithfeast 18.  @louisa.wells 19.  @abigaileernisse 20.  @jessicamalatyrivera 21.  @thegreatunlearn 22.  @laylafsaad 23.  @luvvie 24.  @pastorgabbycwilkes 25.  @elevateny 26.  @pastoremase 27.  @lecrae 28.  @whatisjoedoing 29.  @sarahjakesroberts 30.  @bishopjakes 31.  @devonfranklin 32.  @iammiketodd 33.  @amenabee 34.  @shaunking   You don’t have to read all 44 books in one day. You don’t have to start a non-profit. BUT YOU DO HAVE TO DO SOMETHING. I have not read every single one of these resources, but am making my way through them one by one. I am with you on the journey.   What are you committed to? How are you going to ensure that you are no longer silent? It’s time for white people to do something.   We are co-creators with God; it’s time to get to work.

John Nicolson MP, the SNP's spokesperson for for Digital, Culture, Media and Sport joins Damian Collins MP to discuss Twitter's decision to call out Trump's tweets and increased attacks on the media during the pandemic. Shakuntala Banaji, Professor of Media, Culture and Social Change at LSE describes the horrific real life impact by WhatsApp disinformation campaigns in India. Dr Charles Kriel talks Twitter bots and John Quinlan's busts the myth around microchips in coronavirus vaccines. 

Curt and Katie talk about the ins and outs of intuition. We look at when you can trust your gut feelings and when you cannot. We sort through how to actually develop and use clinical intuition as well as the problems that can come into play when you do not follow the appropriate steps.       It’s time to reimagine therapy and what it means to be a therapist. To support you as a whole person and a therapist, your hosts, Curt Widhalm and Katie Vernoy talk about how to approach the role of therapist in the modern age. In this episode we talk about: Definitions of the 4 types of intuition: mystical, spurious, inferential, wholistic Confirmatory bias – how it can be known, but go unrecognized How operant conditioning might be supporting your feeling of being able to trust your gut Discounting affect (ignoring when your assumptions were wrong) Whether or not we should pay attention to Mercury in Retrograde The challenge of looking for evidence that both supports and challenges your assumptions The different individual characteristics that get in the way of evaluating things appropriately The importance of deliberate practice The two different thinking processes described by Daniel Kahneman in Thinking Fast and Slow The need to test our assumptions, even though it is potentially laborious or threatening Using the scientific method The problem with “mindbugs” like the availability heuristic and the misinformation effect in trying to actively improve our ability to assess data Deductive intuition versus inductive intuition Conditions required to use clinical intuition: regularity, practice, immediate feedback Looking for things that prove you wrong, hearing and sorting through both positive and negative feedback A danger of specialization where you fit every client into your area of focus The left brain/right brain fallacy When case examples or individual stories don’t honor all of the times that clinicians are wrong Unexamined bias is a constant challenge in trying to make sure you are evaluating the actual data and not what you are expecting to see Resources mentioned: We’ve pulled together resources mentioned in this episode and put together some handy-dandy links. Please note that some of the links below are affiliate links, so if you purchase after clicking below, we may get a little bit of cash in our pockets. We thank you in advance! Glyn Brokensha – Clinical Intuition: more than rational? Blindspot: Hidden Biases of Good People by Mahzarin R. Banaji and Anthony G. Greenwald Thinking Fast and Slow by Daniel Kahneman Awakening Intuition by Terry Marks-Tarlow   Therapy Reimagined 2020 Call for Speakers Therapy Reimagined 2020 Call for Sponsors   Relevant Episodes and Blog Posts: Saying “Trust Your Gut” Is Bad Advice Deliberate Practice episodes: Be a Better Therapist Finding Your Blindspots   Connect with us! Our Facebook Group – The Modern Therapists Group Get Notified About Therapy Reimagined 2020 (and TR2019 Virtual Conference)   Our consultation services: The Fifty-Minute Hour   Who we are: Curt Widhalm is in private practice in the Los Angeles area. He is the cofounder of the Therapy Reimagined conference, the CFO of the California Association of Marriage and Family Therapists, an Adjunct Professor at Pepperdine University, a former Subject Matter Expert for the California Board of Behavioral Sciences, and a loving husband and father. He is 1/2 great person, 1/2 provocateur, and 1/2 geek, in that order. He dabbles in the dark art of making "dad jokes" and usually has a half-empty cup of coffee somewhere nearby. Learn more at: www.curtwidhalm.com Katie Vernoy is a Licensed Marriage and Family Therapist, coach, and consultant supporting leaders, visionaries, executives, and helping professionals to create sustainable careers. Katie, with Curt, has developed workshops and a conference, Therapy Reimagined, to support therapists navigating through the modern challenges of this profession. Katie is also President of the California Association of Marriage and Family Therapists. In her spare time, Katie is secretly siphoning off Curt's youthful energy, so that she can take over the world. Learn more at: www.katievernoy.com A Quick Note: Our opinions are our own. We are only speaking for ourselves – except when we speak for each other, or over each other. We’re working on it. Our guests are also only speaking for themselves and have their own opinions. We aren’t trying to take their voice, and no one speaks for us either. Mostly because they don’t want to, but hey.   Stay in Touch: www.mtsgpodcast.com www.therapyreimagined.com Our Facebook Group – The Modern Therapist’s Group https://www.facebook.com/therapyreimagined/ https://twitter.com/therapymovement https://www.instagram.com/therapyreimagined/   Credits: Voice Over by DW McCann https://www.facebook.com/McCannDW/ Music by Crystal Grooms Mangano http://www.crystalmangano.com/

In Episode Ten of Season Three we are joined by Dr. Jordan Axt, director of the McGill Intergroup Cognition Lab to talk about the application of social cognitive processes in an intergroup context. Jordan shares with us how our thoughts, feelings, and behaviours are shaped by the distinction between “us” and “them,” and how these are manifest implicitly and explicitly. What are implicit and explicit biases and how do they differ? How do scientists measure implicit and explicit bias? What does the implicit and explicit bias look like outside of the laboratory and how are physically attractive individuals disproportionally benefited by bias? All this and much more in Implicit and Explicit Biases with Dr. Jordan Axt!ReferencesAxt, J. R., Nguyen, H., & Nosek, B. A. (2018). The judgment bias task: A flexible method for assessing individual differences in social judgment biases. Journal of Experimental Social Psychology, 76, 337-355. doi:10.1016/j.jesp.2018.02.011Axt, J. R., Casola, G., & Nosek, B. A. (2019). Reducing social judgment biases may require identifying the potential source of bias. Personality and Social Psychology Bulletin, 45(8), 1232-1251. doi:10.1177/0146167218814003Kurdi, B., Seitchik, A. E., Axt, J. R., Carroll, T. J., Karapetyan, A., Kaushik, N., . . . Banaji, M. R. (2019). Relationship between the implicit association test and intergroup behavior: A meta-analysis. The American Psychologist, 74(5), 569-586. doi:10.1037/amp0000364

The registrar can be an advocate for students in many ways. One of the critical ways is putting equitable systems in place that support student success. In this episode we discuss the framework of access, equity, and inclusion, and discuss ways that registrars’ offices can be working toward a goal of equitable policies, practices, and procedures while increasing the cultural competencies of registrar staff. Guests: Cassandra Moore, Director of Enrollment Development and Admissions Anne Arundel Community Collegecsmoore@aacc.edu Soraira Urquiza, Registrar The American Film Institutesurquiza@afi.com Key Takeaways: Equity in education requires putting systems in place that ensures every student has an opportunity for success.Registrars can make a difference for students at their institutions by applying an equity focus to their policies, procedures, and practices;Improving staff’s cultural competencies should be an intentional pursuit; “Equity is the new kale.” (It’s cool to talk about but it’s only beneficial if you actually engage with it.)References and Additional Reading:Center for Urban Education, University of Southern CaliforniaDivision of Diversity, Inclusion, and Community Engagement, Rutgers University AACRAO Core Competencies - Diversity and InclusionAACRAO CaucusesBlindspot - The Hidden Biases of Good People by Anthony G. Greenwald Mahzarin R. Banaji

ABOUT THIS EPISODE Since Tony Greenwald, Debbie McGhee, and Jordan Schwartz introduced the Implicit Association Test to the published literature in 1998, the IAT has taken social psychology by storm, and the notion that implicit bias is prevalent and impactful has taken the world by storm. But to what extent are popular beliefs, and popularizing claims, about implicit bias and the IAT well-supported by the science? What improvements are needed in the science of implicit bias? Does that research qualify as good science? Is it useful? And what does "implicit" even mean in this context? Psychologists Wil Cunningham and Ulrich Schimmack engage with each other and with me in a lively discussion of such issues, including conversation about Uli's 2019 paper, "The Implicit Association Test: A Method in Search of a Construct." LINKS --Wil Cunningham's profile at the University of Toronto (https://www.utsc.utoronto.ca/psych/graduate-department-psychological-clinical-science-william-cunningham) --Uli Schimmack's profile at the University of Toronto (https://www.utm.utoronto.ca/psychology/faculty-staff/schimmack-ulrich) --Project Implicit website (https://implicit.harvard.edu/implicit/takeatest.html) --Schimmack (2019), The Implicit Association Test: A method in search of a construct, Perspectives on Psychological Science (https://journals.sagepub.com/doi/pdf/10.1177/1745691619863798?casa_token=prO2jAFysV4AAAAA:NPhybLeS1m6AWEIPBmXkiBswm5WAC3_6S-Z8VnwGtXuBKvqxUmxA3YL-eJy5IGGohEBEb1D2o7JTsw) --link to a free version of the paper, housed at Schimmack's site (https://replicationindex.com/2019/05/30/iat-pops/) --Cunningham, Preacher, & Banaji (2001). Implicit attitude measures: Consistency, stability, and convergent validity. Psychological Science (https://journals.sagepub.com/doi/pdf/10.1111/1467-9280.00328?casa_token=cEBVsqCpqMcAAAAA:XekvShPOxtqytyzhzYKcfgTDu8XF3Z7kC0_mQM48XVg486tw3r1289u8yboJcyR7jjfRsf-Q1rC6fA) Special Guests: Uli Schimmack and Wil Cunningham.

In this, the 25th episode, City Councillors Alanna Mallon and Sumbul Siddiqui discuss what's new in Cambridge: they "appeared" on the Jim and Margery Show (without Jim and Margery), the Retail Strategy Report, electric scooters, the Sherman Street Quiet Zone, Danehy Park Day, Blindspot by Dr. Banaji, and the Merrimack Valley gas fire.

Explicit statements of prejudice are less common than in the past (even if they are still easily found). “I see that as a mark of progress,” says social psychologist Mahzarin R. Banaji, the Richard Clarke Cabot Professor of Social Ethics at Harvard University. But peer a little below the surface, she adds, “even though you might reject an explicit bias, you actually have the implicit version of it.” “The brain is an association-seeking machine,” she tells interviewer David Edmonds in this Social Science Bites podcast. “It puts things together that repeatedly get paired in our experience. Implicit bias is just another word for capturing what those are when they concern social groups. “So, when I see that my mom puts out butter when she puts out bread, the two are associated in some way. But I also see other things in the world. I see as I walk down the street who the poor people are and who the rich people are, and where the one lives and where the other lives.” Banaji explains her work on implicit bias and the efforts she and her colleagues made in creating the widely recognized implicit association test, or IAT, which helps ferret out this "thumbprint of the culture on our brain.” (See and take the test here.) That thumb imprints on Banaji herself. She relates a time when she was scheduled for surgery and just assumed the young woman next to her wouldn’t be her anesthesiologist and must instead be a nurse – even though Banaji if asked would readily say that young women absolutely could be any sort of doctor. Still, she asked the “nurse” to relay a message to the anesthesiologist, only to learn the “nurse” was the anesthesiologist. “As I always tell my students when I came back from surgery, these stereotypes are not good for us: you do not want to be in surgery with an angry anesthesiologist working on you!” She credits the genesis of the IAT with a “stroke of genius” by her colleague Anthony Greenwald (with whom she wrote 2013’s Blindspot: Hidden Biases of Good People). “It’s based on the idea that two things that are routinely thought of as linked together will be easier to pair as a result, while things that aren’t commonly – or ever -- linked will require longer to pair them. The pairing in the initial implicit association test was with a deck of cards that include four suites – two with sets of faces, dark- and light-skinned, and two with words, positive and negative. In the classic result, test-takers can pair the white faces with positive words faster, as they can the peoples of color faces with negative words. Switch it up – people of color with good words, say – and there’s a measurable delay. It’s also been applied to many societal concerns, such as biases related to gender, body size, age, sexuality, and others. The IAT has shown some predictive power about how biases translate into action in individuals, but it’s no ‘test for racism,’ she stresses. “I would be the first to say that you can never use the IAT and say, ‘Well, we’re going to use it to hire somebody,’ or ‘We’re going to use it to put someone on the jury.’ One can have these implicit biases and also have a big fat prefrontal cortex that makes us behave in ways that are opposed to the bias.” Banaji’s contributions to society have been widely recognized in a number of notable fellowships, such as the Society for Experimental Psychologists, Society for Experimental Social Psychology, the American Academy of Arts and Sciences, the American Academy of Political and Social Science, and in 2016, the Association for Psychological Science’s (APS) William James Fellow Award for lifetime contributions to the basic science of psychology. (She was president of APS in 2010-11.)  

ABOUT THIS EPISODE Implicit bias has been studied by many social psychologists, and one particular measure, the Implicit Association Test (or IAT) has often been used in that research. It has also been used by practitioners, often for purposes of raising participants' awareness of their own biases. And millions have completed IAT's online at the Project Implicit website. In this episode, I continue a discussion with six people who have all thought about the IAT, with the conversation covering such topics as (a) how well the IAT predicts discriminatory behavior and other behavior, (b) whether it's appropriate for the Project Implicit website to give individualized feedback to visitors who complete online IAT's there, and (c) the content and effectiveness of implicit bias training. My guests are psychologists Calvin Lai, Brian Nosek, Mike Olson, Keith Payne, and Simine Vazire, as well as journalist Jesse Singal. LINKS --Interpreting correlation coefficients (by Deborah J. Rumsey) (https://www.dummies.com/education/math/statistics/how-to-interpret-a-correlation-coefficient-r/) --Project Implicit (where you can take an IAT) (https://implicit.harvard.edu/implicit/) --Brian Nosek's departmental web page (https://med.virginia.edu/faculty/faculty-listing/ban2b/) --Calvin Lai's departmental web page (https://psychweb.wustl.edu/lai) --"Psychology's favorite tool for measuring racism isn't up to the job" (Jesse Singal, in The Cut) (https://www.thecut.com/2017/01/psychologys-racism-measuring-tool-isnt-up-to-the-job.html) --Keith Payne's departmental web page (http://bkpayne.web.unc.edu/) --Michael Olson's departmental web page (https://psychology.utk.edu/faculty/olson.php) --Simine Vazire's departmental web page (http://psychology.ucdavis.edu/people/svazire) --The Black Goat (podcast on which Simine Vazire is a co-host) (http://www.theblackgoatpodcast.com/) --"Understanding and and using the Implicit Association Test: III. Meta-analysis of predictive validity (Greenwald, Poehlmann, Uhlmann, & Banaji, 2009) (http://faculty.washington.edu/agg/pdf/GPU&B.meta-analysis.JPSP.2009.pdf) --"Statistically small effects of the Implicit Association Test can have societally large effects" (Greenwald, Banaji, & Nosek, 2015) (https://faculty.washington.edu/agg/pdf/Greenwald,Banaji&Nosek.JPSP.2015.pdf) --"Using the IAT to predict ethnic and racial discrimination: Small effects sizes of unknown societal significance" (Oswald, Mitchell, Blanton, Mitchell, & Tetlock, 2015) (https://s3.amazonaws.com/academia.edu.documents/44267412/Using_the_IAT_to_predict_ethnic_and_raci20160331-25218-20vauz.pdf?AWSAccessKeyId=AKIAIWOWYYGZ2Y53UL3A&Expires=1530481600&Signature=lS5rybckXwezHZrqSzHTlW%2FgKtI%3D&response-content-disposition=inline%3B%20filename%3DUsing_the_IAT_to_predict_ethnic_and_raci.pdf) --"Arbitrary metrics in psychology" (Blanton & Jaccard, 2006) (http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.314.2818&rep=rep1&type=pdf) --"The bias of crowds: How implicit bias bridges personal and systemic prejudice" (Payne, Vuletich, & Lundberg, 2017; access is subscription-controlled) (https://www.tandfonline.com/doi/full/10.1080/1047840X.2017.1335568) --"Measuring individual differences in implicit cognition: The Implicit Association Test" (Greenwald, McGhee, & Schwartz, 1998) (http://faculty.fortlewis.edu/burke_b/Senior/BLINK%20replication/IAT.pdf) --A summary of David Hume's thoughts on the association of ideas (http://www.livingphilosophy.org.uk/philosophy/David_Hume/the_Association_of_Ideas.htm) --Two Psychologists Four Beers (podcast featuring psychologists Yoel Inbar and Mickey Inzlicht) (https://fourbeers.fireside.fm/) --Very Bad Wizards (podcast featuring psychologist David Pizarro and philosopher Tamler Sommers) (https://verybadwizards.fireside.fm/) Cover art credit: "Still Life with Bottles, Wine, and Cheese," John F. Francis (1857; public domain, from Wikimedia Commons, copyright tag: PD-US) Special Guests: Brian Nosek, Calvin Lai, Jesse Singal, Keith Payne, Michael Olson, and Simine Vazire.

On April 12, 2018, Donte Robinson and Rashon Nelson, two African-American men, were arrested for trespassing at a Philadelphia Starbucks (https://www.npr.org/sections/thetwo-way/2018/04/14/602556973/starbucks-police-and-mayor-weigh-in-on-controversial-arrest-of-2-black-men-in-ph). They were waiting for another person to join them for a meeting, when a manager called the police because they hadn't made a purchase. In the face of ensuing controversy, Starbucks closed stores nationwide one afternoon at the end of May in order to hold anti-bias training sessions (https://www.npr.org/2018/05/17/611909506/starbucks-training-focuses-on-the-evolving-study-of-unconscious-bias) for employees. As in this case and elsewhere (https://www.theatlantic.com/politics/archive/2017/12/implicit-bias-training-salt-lake/548996/), the topic of implicit racial bias has captured many imaginations. Implicit bias has been studied by many social psychologists, and one particular measure, the Implicit Association Test (or IAT) has often been used in that research. It has also been used by practitioners, often for purposes of raising participants' awareness of their own biases. And millions have completed IAT's online at the Project Implicit website. In this episode, I talk with six people who have all thought about the IAT, with the conversation covering such topics as (a) what kinds of mental associations might be revealed by performance on the IAT, (b) how reliable is it as a measure, and (c) whether or not the research debates surrounding the IAT are an example of good science. My guests are psychologists Calvin Lai, Brian Nosek, Mike Olson, Keith Payne, and Simine Vazire, as well as journalist Jesse Singal. LINKS --Scientific American Frontiers episode on implicit bias (https://cosmolearning.org/documentaries/scientific-american-frontiers-796/7/) --Project Implicit (where you can take an IAT) (https://implicit.harvard.edu/implicit/) --Brian Nosek's departmental web page (https://med.virginia.edu/faculty/faculty-listing/ban2b/) --Calvin Lai's departmental web page (https://psychweb.wustl.edu/lai) --Michael Olson's departmental web page (https://psychology.utk.edu/faculty/olson.php) --Keith Payne's departmental web page (http://bkpayne.web.unc.edu/) --Simine Vazire's departmental web page (http://psychology.ucdavis.edu/people/svazire) --"Psychology's favorite tool for measuring racism isn't up to the job" (Jesse Singal, in The Cut) (https://www.thecut.com/2017/01/psychologys-racism-measuring-tool-isnt-up-to-the-job.html) --"Statistically small effects of the Implicit Association Test can have societally large effects" (Greenwald, Banaji, & Nosek, 2015) (https://faculty.washington.edu/agg/pdf/Greenwald,Banaji&Nosek.JPSP.2015.pdf) --"Using the IAT to predict ethnic and racial discrimination: Small effects sizes of unknown societal significance" (Oswald, Mitchell, Blanton, Mitchell, & Tetlock, 2015) (https://s3.amazonaws.com/academia.edu.documents/44267412/Using_the_IAT_to_predict_ethnic_and_raci20160331-25218-20vauz.pdf?AWSAccessKeyId=AKIAIWOWYYGZ2Y53UL3A&Expires=1530481600&Signature=lS5rybckXwezHZrqSzHTlW%2FgKtI%3D&response-content-disposition=inline%3B%20filename%3DUsing_the_IAT_to_predict_ethnic_and_raci.pdf) --A summary of David Hume's thoughts on the association of ideas (http://www.livingphilosophy.org.uk/philosophy/David_Hume/the_Association_of_Ideas.htm) Cover art credit: "Still Life with Bottles, Wine, and Cheese," John F. Francis (1857; public domain, from Wikimedia Commons, copyright tag: PD-US) Special Guests: Brian Nosek, Calvin Lai, Jesse Singal, Keith Payne, Michael Olson, and Simine Vazire.

Takeaways Be Human: There’s a myth being perpetuated that buyers don’t have time for small talk anymore. This is just simply not true. Buyers want to connect with you on a human level, they’ve just had so many bad experiences with sellers that they turn off at the slightest hint of inauthenticity. Ask Killer Questions: Coming up with two to three anchor questions that spur conversation as it relates to your product or service should be the highest priority in your organization. Yes, even higher than a demo or pitch deck. You have to get a prospect thinking and that’s impossible to do if you are the one talking. The best possible question to ask is one they should know the answer to but don’t. Listen Without Filters: How do you receive information? How do you communicate information? What biases or filters do you have preventing information from getting through. When you’re listening to a prospect, are you focused on what they’re actually telling you or are you looking for a specific response that you can attack? Your ability to show empathy here can get you a long way. Deliver Value at Every Touch: If a prospect is going to give you their time, what value are you going to give them in return? What information is going to help them get closer to a decision? If you don’t know the answer to these questions before every call or outreach, why are you even doing it? You need to be intentional and deliberate with your process. If you’re not guiding them, then you’re just hoping the see something along the way. Book Recommendation  The Complete Works of Shakespeare by William Shakespeare The Sales Acceleration Formula: Using Data, Technology, and Inbound Selling to go from $0 to $100 by Mark Roberge Blindspot: Hidden Biases of Good People by Mahzarin R. Banaji and Anthony G. Greenwald Full Notes https://www.salestuners.com/andy-paul/ Sponsors What if every sales rep inherited the habits of your best rep? With Costello, they do. The pipeline-centric system is strategically built on a proven selling methodology that keeps teams focused on the only thing they can control in sales – actions that push deals to close.  

Im Teil 2 erfährst du ganz konkret, was Sascha empfiehlt, wie du deinen Weg klar herausstellen kannst & wie er es geschafft seinen Weg zu gehen & welchen Tipp er für dich dafür parat hat. hier kommst du zu Teil 1: http://freigeist_gedankenurlaub.libsyn.com/073-teil-1-hast-du-den-mut-dein-leben-selbst-in-die-hand-zu-nehmen-sascha-erzhlt-wie-er-es-geschafft-hat Sascha, wie hast du es  geschafft, deine Leidenschaft zu finden?   Habe mein Umfeld befragt welche Eigenschaften ich besitze. Selbstreflexion, Bücher in der Persönlichkeitsentfaltung helfen. Mein Pitch Ich bin ehrgeizig, spontan, humorvoll, ehrlich und direkt. Was war der wichtigste Schritt der dich zum Erfolg gebracht hat? Auf sich selber hören. In sich hinein horchen Eine IST-Analyse über sich selbst erstellen eine bekannte SWOT-Analyse (Stärken Schwächen-Analyse) Ideen auch umsetzten sobald Sie im Kopf sind. Nicht aufgeben bei jeder kleinen Hürde. Das tun, auf war Mann richtig Lust Hut. Mein bester Ratschlag den ich je erhalten habe Sich SELBST nicht zu ernst nehmen. Entweder hat man Recht oder ist erfolgreich (hinhören was andere für Ideen haben). Dein Lieblings-Internet-Ressource: Amazon.de Warum Amazon? Weil dort viele Bücher und Neuheiten zu finden sind, die mir weitergeholfen haben. Deine Buchempfehlungen: Mach Dein Ding von Thilo Baum Vor-Urteile von Mahzarin R. Banaji, Anthony G. Greenwald Kontaktdaten des Interviewpartners  Oertel Immobilien Emilstr. 25 42289 Wuppertal Mobil: 0151 25 37 53 00 E-Mail:  info@oertelimmobilien.de Webseite:   www.oertelimmobilien.de  Facebook:  https://www.facebook.com/Oertel-Immobilien-1182580915109177/?ref=bookmarks Xing   https: // www .xing.com / profile / Sascha_Oertel? Sc_o = mxb_p ++++++++++++++++++++++++++ Wenn dir diese Folge gefallen hat, freue ich mich wenn du meinen Podcast abonnierst. So verpasst du keine Folge mehr & du darfst mir Fragen stellen, was DICH interessiert. :) Wenn es zu meinem Thema passt, gehe gern in einer Folge für dich darauf ein.  ++++++++++++++++++++++++++ Alles Liebe Peggy

Während seines Studiums in 2014 zum Betriebswirt bei der IHK Wuppertal erkannte Sascha, dass noch sehr viel mehr Potenzial in ihm steckt. Wie er seinen Fulltime-Job als Energieanlagenelektroniker & sein Herzensbusiness als Immobilienmakler erfolgreich meistert, erfährst du in diesem Interview. Sascha Oertel ist 42 Jahre alt, verheiratet 2 Kinder (10/4). Sascha hat Energieanlagenelektroniker bei der Deutschen Bahn AG gelernt. Nach der Ausbildung war er 8 Jahre bei der Bundesmarine als Elektromeister im Einsatz. Seit 2006 arbeitet er in einer Stahlverarbeitenden Firma als Leiter Instandhaltung. 2011 besuchte Sascha die Technische Akademie in Wuppertal und ging als zertifizierter Energiemanger DIN 500001 wieder in den Betrieb. Für den betriebswirtschaftlichen Backround absolvierte er 2014 bis 2016 seine Technischen Betriebswirt bei der IHK Wuppertal. Um Annerkennung in der Immobilienbrache zu erlangen, erledigt an der Schulung Immobilienmakler IHK in Düsseldorf teil. Außerdem erweiterte Sascha sein Wissen im Juli 2017 bei der Investition Akademie für Immobilien, in Dresden. Sascha ist ein geselliger humorvoller Mensch, der privat gerne segelt und liest. Wie hast du es  geschafft, deine Leidenschaft zu finden?   Habe mein Umfeld befragt welche Eigenschaften ich besitze. Selbstreflexion, Bücher in der Persönlichkeitsentfaltung helfen. Mein Pitch Ich bin ehrgeizig, spontan, humorvoll, ehrlich und direkt. Was war der wichtigste Schritt der dich zum Erfolg gebracht hat? Auf sich selber hören. In sich hinein horchen Eine IST-Analyse über sich selbst erstellen eine bekannte SWOT-Analyse (Stärken Schwächen-Analyse) Ideen auch umsetzten sobald Sie im Kopf sind. Nicht aufgeben bei jeder kleinen Hürde. Das tun, auf war Mann richtig Lust Hut. Mein bester Ratschlag den ich je erhalten habe Sich SELBST nicht zu ernst nehmen. Entweder hat man Recht oder ist erfolgreich (hinhören was andere für Ideen haben). Dein Lieblings-Internet-Ressource: Amazon.de Warum Amazon? Weil dort viele Bücher und Neuheiten zu finden sind, die mir weitergeholfen haben. Deine Buchempfehlungen: Mach Dein Ding von Thilo Baum Vor-Urteile von Mahzarin R. Banaji, Anthony G. Greenwald Kontaktdaten des Interviewpartners  Oertel Immobilien Emilstr. 25 42289 Wuppertal Mobil: 0151 25 37 53 00 E-Mail:  info@oertelimmobilien.de Webseite:   www.oertelimmobilien.de  Facebook:  https://www.facebook.com/Oertel-Immobilien-1182580915109177/?ref=bookmarks Xing   https: // www .xing.com / profile / Sascha_Oertel? Sc_o = mxb_p ++++++++++++++++++++++++++ Meine Bitte an dich: Wenn dir diese Folge gefallen hat, freue ich mich über deine 5-Sterne-Bewertung & ein kurzes Feedback auf iTunes. Dadurch hilfst du mir den Podcast immer weiter zu verbessern. Ich danke dir sehr! Deine Zeitinvestition: max. 2 Minuten :-) Was interessiert dich? Hinterlasse mir doch dazu einen Kommentar. Wenn es zu meinem Thema passt, gehe gern speziell darauf ein.  ++++++++++++++++++++++++++ Alles Liebe Peggy

John 9:1-14  

How social groups are formed has profound implications for what we teach our children about our culture. Professor Yarrow Dunham of Yale University tells us how we all group people in our heads according to criteria that we think are important – in many cases it’s a valuable tool that allows us to focus our mental energy.  But when we look at ideas like race and gender, we see that we tend to classify people into these groups based on criteria that may not actually be useful at all. This episode will shed further light on Episode 6, “Wait, is my toddler racist?” and will lay the groundwork for us to study groupings based on gender in an upcoming episode. References Baron, A.S. & Dunham, Y. (2015). Representing “Us” and “Them”: Building blocks of intergroup cognition. Journal of Cognition and Development 16(5), 780-801. DOI: 10.1080/15248372.2014.1000459 (http://dx.doi.org.library.capella.edu/10.1080/15248372.2014.1000459) Baron, A.S., Dunham, Y., Banaji, M., & Carey, S. (2014). Constraints on the acquisition of social category concepts. Journal of Cognition and Development 15(2), 238-268. DOI: 10.1080/15248372.2012.742902 Dunham, Y., Baron, A.S., & Carey, S. (2011). Consequences of “minimal” group affiliations in children. Child Development 82(3), 793-811. DOI: 10.1111/j.1467-8624.2011.01577.x Dunham, Y., Chen, E.E., & Banaji, M.R. (2013). Two signatures of implicit intergroup attitudes: Developmental invariance and early enculturation. Psychological Science Online First. DOI: 10.1177/0956797612463081 Dunham, Y., Stepanova, E.V., Dotsch, R., & Todorov, A. (2015). The development of race-based perceptual categorization: Skin color dominates early category judgments. Developmental Science 18(3), 469-483. DOI: 10.1111/desc.12228 Rhodes, M., Leslie, S-J, Saunders, K., Dunham, Y., & Cimpian, A. (In Press). How does social essentialism affect the development of inter-group relations? Developmental Science. Retrieved from: https://www.researchgate.net/publication/306482087_How_does_social_essentialism_affect_the_development_of_inter-group_relations (https://www.researchgate.net/publication/306482087_How_does_social_essentialism_affect_the_development_of_inter-group_relations) Richter, N., Over, H., & Dunham, Y. (2016). The effects of minimal group membership on young preschoolers’ social preferences, estimates of similarity, and behavioral attribution. Collabra 2(1), p.1-8. DOI: : 10.1525/collabra.44   (#) Transcript Jen:                                      (https://www.temi.com/editor/t/rNRJM6iMdGZApNZh77eT3rLIeydhUdUEffiopmGKbHR8t1NoYu3IHNcUDiLKC8xWT0knxlvR-AOALmzpj-oABsW--XI?loadFrom=DocumentDeeplink&ts=30.08)                    Hello and welcome to the Your Parenting Mojo podcast. We’ve already talked quite a bit about the development of racism on Your Parenting Mojo and if you missed it, you might want to go back to episode six, which was called Wait, Is My Toddler Racist, and in that episode we talked about some of the unconscious psychological processes that are at work in all of us that can lead our children to develop racist attitudes and we learned that some of the concepts we might hold to be true if we hadn’t specifically learned about them – things like the fact that children just don’t notice racial differences unless they’re pointed out and the children won’t become racist if they aren’t explicitly taught to be – really aren’t true at all. Today I’m joined by an expert in social group formation who’s going to help us to understand how social groups form and specifically how we formulate our ideas about racial groups and will give us some practical tools we can use in our attempts to raise children who aren’t racist. Yarrow Dunham is Assistant Professor in the Department of Psychology at Yale University. He received his...

Do good people discriminate more often than they think? That is exactly what a team of researchers found when they analyzed the thoughts and reactions of millions of people around the world.   Harvard University Professor of Social Ethics, Mahzarin Banaji, author of the book, Blindspot: Hidden Biases of Good People, shares surprising findings from Implicit Association Tests taken by over 18 million people from over 30 countries. What she reveals may surprise you. Banaji is the recipient of fellowships from the Guggenheim and Rockefeller Foundations, as well as the Radcliffe and Santa Fe Institutes. She and her co-author Anthony Greenwald, Professor at Washington University, have spent their careers uncovering the hidden biases we all carry when it comes to issues like race, gender, age, and socioeconomics. In this interview, we talk about: How knowing our blindspots can help us innovate How we can measure the extent of our biases with the Implicit Association Test How the implicit association test can launch a dialogue around bias Who we say is American versus who we really believe is American How our tendency is to be curious and to want to learn about ourselves How much we want to know is a measure of our smart we are The role competition and social knowledge play in motivation to learn and grow Why we need to get beyond learning about it to doing something about it The importance of what we are willing to do to address our biases Knowledge of bias helps us rethink hiring, law, admissions, medicine, and more Bias in our minds hurts us, too The fact that implicit bias starts as young as 6 years old Disappointing differences in explicit vs implicit love of our ethnic or racial group What is not associated with our groups in society gets dropped from our identities Bias and discrimination can come from who we help How referral programs can reinforce bias and lack of diversity A tip on how to ensure referral programs cultivate diversity The fact that we all like beautiful people and how that harms us Ways to outsmart our biases What symphony orchestras can teach us about overcoming bias in hiring The fact that good people can and do have bias How we will be perceived by future generations if we can address our biases Whether Mahzarin likes science fiction Selected Links to Topics Mentioned @banaji http://www.people.fas.harvard.edu/~banaji/ Anthony Greenwald Implicit Association Test Fitbit Inclusion Conference 2016 What Works by Iris Bohnet Social imprinting Group identity Stanley Milgram Abu Ghraib My Lai Massacre If you enjoy the podcast, please rate and review it on iTunes. For automatic delivery of new episodes, be sure to subscribe. As always, thanks for listening! Thank you to Emmy-award-winning Creative Director Vanida Vae for designing the Curious Minds logo, and thank you to Rob Mancabelli for all of his production expertise! www.gayleallen.net LinkedIn @GAllenTC

A British tabloid article about kids, brains, and spatial skills somehow provokes the biggest argument ever on the podcast. Dave and Tamler get into it about gender, toys, properly rounded brains, and balanced "play diets." Is Dave a sanctimonious toe-the-line academic liberal?  Is Tamler a Fox-News watching, mysoginist genetic determinist? Do they actually disagree about anything? Plus Dave takes Tamler back after his fling with Partially Examined Life,  and we discuss whether the new documentary The Unbelievers the atheist version of God is Not Dead?LinksThe Partially Examined Life podcast, and Tamler's Precognition of Ep. 93. [partiallyexaminedlife.com]Girls and boys DO have different brains – should they have different toys? by Rachel Carlyle [express.co.uk]The Unbelievers [unbelieversmovie.com]My Growing Disappointment with the New Atheist Movement: A Review of the The UnBelievers.  Ami Palmer.  [missiontotransition.blogspot.com]Nosek, B. A., Banaji, M. R., & Greenwald, A. G. (2002). Math= male, me= female, therefore math≠ me. Journal of personality and social psychology, 83, 44. [briannosek.com]Cvencek, D., Meltzoff, A. N., & Greenwald, A. G. (2011). Math–gender stereotypes in elementary school children. Child development, 82, 766-779. [washington.edu]

Guest Anthony Greenwald, Professor of Psychology, University of Washington, speaks with Diane Horn about his book "Blindspot: Hidden Bias of Good People", coauthored with Mahzarin R. Banaji.

"Past, Present, and Promise" is the first program in the DISCOVERING PSYCHOLOGY series. It provides an introduction to and overview of psychology, from its origins in the nineteenth century to current study of the brain’s biochemistry. You’ll explore the development of psychology in general and some of the paths scientists take to determine relationships among the mind, the brain, and behavior. Psychology is defined as the scientific study of the behavior of individuals and their mental processes. Like many sciences, psychology has evolved with technology, giving doctors and researchers new tools to measure human behavior and analyze its causes. In this program, Dr. Mahzarin Banaji from Yale University uses the Implicit Association Test (IAT) to measure how quickly positive or negative values are associated with white or black faces. Her subjects are shown a series of words and pictures and instructed to respond immediately by pushing a button to indicate their most automatic, reflex-like reactions. For example, they may be told to press a button in their right hand if the automatic association is good and to press a button in their left hand if the association is bad. The speed with which the subjects respond is an important element of the experiment because these quick, unconscious connections can reveal biases that differ from conscious beliefs. The IAT results are matched against functional Magnetic Resonance Imaging (fMRI) data to track activity in the amygdala, the region of the brain that responds to fearful or negative images. By correlating data on the buttons subjects pushed with fMRI information about activity in the amygdala, Dr. Banaji and her colleagues have found some interesting results. The majority of the white American respondents showed an unconscious association of white with good and black with bad, while the African American respondents showed mixed results. Half more quickly associated black with good, and the other half associated white with good. Tracking brain activity in controlled experiments reveals not only the region of the brain at work, but also the power of images and messages in our culture on the subconscious human psyche, bringing psychologists one step closer to understanding human behavior. For more info on this topic visit http://psy101.MyUCCedu.com