Podcasts about implicit association test

Women excel in school—higher GPAs, more degrees, more advanced education—yet the moment they enter the workforce, the advantage disappears. And when it comes time for promotions, the numbers tell a stark truth: for every 100 men promoted to manager, only 81 women make the jump. This gap compounds over time, keeping women from reaching senior leadership long before they ever get a shot at the top. This is what our guest today, Kweilin Ellingrud, calls The Broken Rung—the single biggest obstacle preventing women from advancing in their careers. As a McKinsey senior partner, researcher, and co-author of The Broken Rung: When the Career Ladder Breaks for Women—and How They Can Succeed in Spite of It, Kweilin has spent years studying this issue and developing actionable strategies to help women navigate and overcome these barriers—regardless of whether their companies are ready to fix the system. No one's saying you have to climb the corporate ladder. If you want to build your own, take a completely different route, or burn the whole damn thing down—I support you. But if you do want to climb, the bare minimum should be that your ladder is as solid, as high-reaching, and as accessible as anyone else's. So climb. We'll be holding the ladder for you. Connect with Kweilin Ellingrud:  Book: https://www.mckinsey.com/featured-insights/mckinsey-on-books/the-broken-rung  Women in the Workplace 2024 Report: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace  Implicit Association Test: https://implicit.harvard.edu/implicit/takeatouchtestv2.html  Related Podcast Episodes: QUALIFIED: How Competency Checking and Race Collide at Work with Shari Dunn | 284 Belonging (At Work) with Dr. Beth Kaplan | 286 Holding It Together: Women As America's Safety Net with Jessica Calarco | 215 Share the Love: If you found this episode insightful, please share it with a friend, tag us on social media, and leave a review on your favorite podcast platform!

Read the full transcript here. How much more robust have the social sciences become since the beginnings of the replication crisis? What fraction of replication failures indicate that the original result was a false positive? What do we know with relative certainty about human nature? How much of a difference is there between how people behave in a lab setting and how they behave out in the world? Why has there been such a breakdown of trust in the sciences over the past few decades? How can scientists better communicate uncertainty in their findings to the public? To what extent are replication failures a problem in the other sciences? How useful is the Implicit Association Test (IAT)? What does it mean if someone can predict how they'll score on the IAT? How do biases differ from associations? What should (and shouldn't) the IAT be used for? Why do replications often show smaller effect sizes than the original research showed? What is the Lifecycle Journals project?Brian Nosek co-developed the Implicit Association Test, a method that advanced research and public interest in implicit bias. Nosek co-founded three non-profit organizations: Project Implicit to advance research and education about implicit bias, the Society for the Improvement of Psychological Science to improve the research culture in his home discipline, and the Center for Open Science (COS) to improve rigor, transparency, integrity, and reproducibility across research disciplines. Nosek is Executive Director of COS and a professor at the University of Virginia. Nosek's research and applied interests aim to understand why people and systems produce behaviors that are contrary to intentions and values; to develop, implement, and evaluate solutions to align practices with values; and, to improve research credibility and cultures to accelerate progress. Connect with him on Bluesky or LinkedIn, or learn more about him on the COS website. StaffSpencer Greenberg — Host / DirectorJosh Castle — ProducerRyan Kessler — Audio EngineerUri Bram — FactotumWeAmplify — TranscriptionistsMusicBroke for FreeJosh WoodwardLee RosevereQuiet Music for Tiny Robotswowamusiczapsplat.comAffiliatesClearer ThinkingGuidedTrackMind EasePositlyUpLift[Read more]

This episode discusses the principles, practices, and technologies associated with open science and underscores the critical role that various stakeholders, including researchers, funders, publishers, and institutions, play in advancing it. Our guest today is Brian Nosek, the co-founder and Executive Director of the Center for Open Science and a professor at the University of Virginia, who focuses on research credibility, implicit bias, and aligning practices with values. Brian also co-developed the Implicit Association Test and co-founded Project Implicit and the Society for the Improvement of Psychological Science.  Additional resources: Center for Open Science: https://www.cos.io/ The Open Science Framework: https://www.cos.io/products/osf FORRT (Framework for Open and Reproducible Research Training): https://forrt.org/ The Turing Way: https://book.the-turing-way.org/  CITI Program's “Preparing for Success in Scholarly Publishing” course: https://about.citiprogram.org/course/preparing-for-success-in-scholarly-publishing/ CITI Program's “Protocol Development and Execution: Beyond a Concept” course: https://about.citiprogram.org/course/protocol-development-execution-beyond-a-concept/ CITI Program's “Technology Transfer” course: https://about.citiprogram.org/course/technology-transfer/ 

There's one final crucial detail that you need to know about the Implicit Association Test.And yes, you'll be getting two episodes each week now-- hooray!Your listen next list:91. A Thorough Debunking of the Racial Bias Test on Apple or Spotify 92. Everyone's Wrong About Racial Bias on Apple or SpotifySource: The Quick Fix by Jesse Singal; Vox, "For years, this popular test measured anyone's racial bias. But it might not work after all."To support Marie and get exclusive resources, head to patreon.com/mariebeech. To learn more about Marie's DEI services, head to mariebeecham.com.

The Implicit Association Test sold us all on a neat story that wasn't totally right. As it turns out, the test that introduced the concept of implicit bias to the world is kind of a sham.The IAT doesn't actually measure prejudice; it's been debunked and rejected by experts; and the test's creators have even backtracked on all of their original claims... but for some reason, it seems like nobody knows that. We need to face the facts and correct course.Your listen next list:Do You Know the Shocking Hidden Impact of Stereotypes? on Apple & SpotifyAll the Stuff No One Ever Taught You About Intersectionality on Apple & SpotifySources: The Cut, Psychology's Racism-Measuring Tool Isn't Up to the Job; The Quick Fix by Jesse Singal; APA, Attributions of Implicit Prejudice/ "Would Jesse Jackson 'Fail' the Implicit Association Test?"To support Marie and get exclusive resources, head to patreon.com/mariebeech. To learn more about Marie's DEI services, head to mariebeecham.com.

It's Politics and Spirituality with Theresa and Marielena Ferrer. This month we're talking about open mindedness inspired by this NPR article on the same subject. Here's the Implicit Association Test that was mentioned during our conversation. Prior to jumping into this subject we do revisit the subject of money following up from my conversation with Beth Bengtson from Working for Women about their screening of the film $AVVY.Happy New Moon! Here's the report I read from that was very much aligned with our conversation about open mindedness.Today's show was engineered by Ian Seda of Radio Kingston.Our show music is from Shana Falana !!!Feel free to email me, say hello: she@iwantwhatshehas.org** Please: SUBSCRIBE to the pod and leave a REVIEW wherever you are listening, it helps other users FIND IThttp://iwantwhatshehas.org/podcastITUNES | SPOTIFY | STITCHERITUNES: https://itunes.apple.com/us/podcast/i-want-what-she-has/id1451648361?mt=2SPOTIFY:https://open.spotify.com/show/77pmJwS2q9vTywz7Uhiyff?si=G2eYCjLjT3KltgdfA6XXCASTITCHER: https://www.stitcher.com/podcast/she-wants/i-want-what-she-has?refid=stpr'Follow:INSTAGRAM * https://www.instagram.com/iwantwhatshehaspodcast/FACEBOOK * https://www.facebook.com/iwantwhatshehaspodcastTWITTER *https://twitter.com/wantwhatshehas

This week Malik discusses educators' need for community support with Sakura Hamada, school counselor for the Portland Public Schools. Sakura explains the importance of finding one's affinity space, a place to share a common identity, either within one's school or in the outside community. She also feels that students, even those in the earlier grades, benefit from these spaces of belonging. Malik and Sakura encourage listeners to explore the resources for community building offered by OEA, such as Affinity Groups and the Equity SPARKS Retreat.    Resources -  Educational Affinity Groups: The Why and How Harvard's Implicit Association Test, referenced by Malik in this episode OEA Affinity Spaces  OEA BIPOC Equity SPARKS Retreats

“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

In this special episode of the podcast, Michael Shermer talks about: why race still matters why race shouldn't matter racism BLM (Black Lives Matter), CRT (Critical Race Theory), DEI (Diversity, Equity, and Inclusion) Anti-bias training the Implicit Association Test and if it measures unconscious racism race and IQ and why such group differences are environmental and not genetic how we can achieve a post-race world.

Episode 97. Kender du det at være styret af normer? Vi er alle sammen præget af den kultur vi er omgivet af. Vi er med andre ord brainwashed til at have den verdensopfattelse vi har. Og denne verdensopfattelse er en så meget en del af os at vi umiddelbart er blinde overfor at vi taler fra vores personlige perspektiv og ikke var et universelt perspektiv. Fænomenet kaldes også for implicitte bias - og det er det vi taler om i denne episode.Musik: Yuiliana WijayaReferencer: Harvard Implicit Association Test - Harvard UniversityBayete Ross Smith. Our Kind of People. HiddenBrain: The Air we breathe (Podcastvært Shankar Vedantam) Følg os eventuelt på Misforståetpodcast på InstagramOg endnu vigtigere T A K fordi du lytter med. Venlig hilsen Laura og Pia fra Misforstået-podcast

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. 

Cognitive biases represent shortcuts in our thinking and how we reach conclusions. You can learn about Overcoming confirmation bias in Episode 129, published on June 16, 2021. Managing availability bias is the topic of Episode 143, published on September 22, 2021. And Episode 176, published on May 11, 2022, is about Implicit Bias and the Implicit Association Test. There are plenty of other biases. Today, a few words about salience bias. In this context, salience means how prominent or emotionally striking something is.For example, let's assume I have a friend who is very easy going – almost always.  Then, one day, that friend skewers me for something I did that the friend feels to be terribly wrong. My view is that I may have made a minor goof (I do make my fair share, after all), but I am not sure I did this time. Salience bias can lead me to build this one incident out of so many into a major blow-up that obscures all the positive interactions we have had -- and can have in the future if the relationship is not derailed by this single and singular experience. Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.  

"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.  

PT, PTA, OT, OTA, SLP – this podcast may help you meet your continuing education requirements. Access Relias Academy to review course certificate information.  Do you sometimes realize you don't know what to say or do when interacting with a client from another culture? In this episode, we talk with Lesley Edwards-Gaither, Ph.D., CCC-SLP, about incorporating cultural humility into our rehabilitation therapy practice. This will include how to tackle uncomfortable topics in rehab therapy.   (02:25) Key Takeaways for our Discussion  (04:26) Cultural Humility: A Clinical Example  (07:16) Definition of Cultural Humility  (10:05) Cultural Competence  (13:05) Cultural Considerations  (14:52) Rehabilitation Practice Examples  (24:56) A Professional Responsibility  (27:58) How to Apply Cultural Humility to Practice  (31:32) Cultural Formulation Interview  (34:51) Inventory for Assessing the Process of Cultural Competency  (36:49) Steps to Increase Cultural Awareness  (43:30) Cultural Responsiveness  (48:28) How Can Clinicians Promote Cultural Humility?  (53:45) Impact of Compassion Fatigue  (59:40) Helpful Resources  (1:06:39) Conclusion  The content for this course was created by Lesley Edwards-Gaither, Ph.D., CCC-SLP. The content for this course was created by Susan Almon-Matangos, MS/CCC-SLP. Here is how Relias can help you earn continuing education credits:  Access your Relias Library offered by your employer to see course certificate information and exam;   or   Access the continuing education library for clinicians at Relias Academy. Review the course certificate information, and if eligible, you can purchase the course to access the course exam and receive your certificate.  Learn more about Relias at www.relias.com.    Legal Disclaimer: The content of Stretch: Relias Rehab Therapy Education is provided only for educational and training purposes for healthcare professionals. The educational material provided in this podcast should not be used as medical advice to treat any medical condition in either yourself or others.  Resources  Cultural Formulation Interview (CFI): https://www.psychiatry.org/File%20Library/Psychiatrists/Practice/DSM/APA_DSM5_Cultural-Formulation-Interview.pdf   Georgetown's National Center for Cultural Competence online tools: https://nccc.georgetown.edu/index.php   Harvard University's Implicit Association Test: https://implicit.harvard.edu/implicit/takeatest.html   Inventory for Assessing the Process of Cultural Competence Among Healthcare Professionals – Revised (IAPCC-R): http://transculturalcare.net/iapcc-r/

TitleThe Power of Unconscious Bias with Sejal ThakkarDescriptionDo you ever feel like you're doing everything you can to promote equality, respect, and awareness, but you're not getting the results you want? If so, this episode is for you. You'll learn the TED Talk Strategy, which is a proven way to get the results youShow NotesDo you ever feel like you're doing everything you can to promote equality, respect, and awareness, but you're not getting the results you want? If so, this episode is for you. You'll learn the TED Talk Strategy, which is a proven way to get the results you"You have to be empowered. You have to understand these are your rights, your responsibilities. And here's how we can help you."Sejal Thakkar is the CEO of TrainXtra and the Chief Culture Officer of Nobody Studios. She is a recovering employment law attorney and specializes in workplace civility training.This is Sejal Thakkar's story...I am Sejal Thakkar, a recovering employment law attorney, and I now run my own company called Train Extra. I also recently became the Chief Culture Officer for a venture studio called Nobody Studios. I got into this work because I saw a need for better education around workplace conflict and civility. I grew up in Chicago in the 80s as the only Indian family in an Italian neighborhood, and so I experienced a lot of racism and bullying. I decided early on that I wanted to be a lawyer so that I could help other people who were experiencing bias and discrimination. However, I ended up representing managers who were accused of hurting other people. Through this work, I learned a lot about unconscious bias and its impact on our lives. I decided to share my knowledge on the.In this episode, you will learn the following:1. The importance of bystander intervention training in addressing workplace conflict2. The impact of unconscious bias in the workplace3. The story of Sejal Thakkar's journey from victim of bias to employment law attorneyResources:Sejal ThakkarTrainXtra, Chief Civility Officer 619-852-6529South San Francisco, CA 94080TrainXtra - Employment Law Attorneywww.linkedin.com/in/sejalthakkarCan you manage your bias with your “H.A.T”? Watch my TEDx talk to learn to learn moreSejal Thakkar: The Pain, Power, and Paradox of Bias | TED TalkChapter Summaries:Sejal [00:00:00] - HR has a lot of work to do. Sejal's work is talking to individuals and helping them understand their rights and responsibilities. He also focuses on bystander intervention training. [00:01:24] - Doug Thompson is joined by TEDx speaker Sejal Thakkar for the latest episode of the Doug Thompson Podcast. The episode hasn't been published yet, but it's finally being recorded. It's the fourth or fifth time Doug and Sejal had to move things around because of illness or work.[00:02:00] - Sejal moved to the Bay Area in 2000. She's a full-time mother. She was a lawyer for a number of years. In 2017, she started her own company, Train Extra, which she provides workshops to companies all over the globe. Recently, she was hired as the chief culture officer at Nobody Studios in Southern California.[00:03:58] - Nobody Studios is hiring a chief culture officer and chief civility officer to improve workplace culture. The CEO. Nobody studios saw her work on Black Lives Matter and Colbert and offered her the position. She will work with the leadership team to create the culture strategy.[00:08:24] - In her Ted Talk, she talks about how to create a workplace where everyone is treated with dignity and respect. Her focus is on diversity and how to help people navigate through differences in the workplace. She's done harassment training and DEI training. Her work is talking to individuals and helping them understand their rights and responsibilities.[00:11:11] - As an immigrant kid growing up in a suburb of Chicago. She was bullied and harassed. She was suspended from school and used his words to fight back. Her father told his family that she was going to be a lawyer. She wanted to challenge the status quo and attend law school.[00:13:40] - In her first TEDx Talk, she talks about the power of unconscious bias and how it can be overcome. She came up with an acronym, the HAT acronym, to help people understand their own biases. She also shares some science behind what unconscious bias is and why it's so important. The Platinum Rule is an acronym for thinking about what is it that this person would want? How do I want to treat this person based on what they want, not what I'm looking to do. Sejal was bullied and harassed by kids that were Italian when he was a child. Sejal uses an online tool called the Implicit Association Test to help people identify their unconscious biases. It took years to get you into this place, and you have to carve new neural pathways to think differently with this. It's not an overnight fix. There are studies and tools that help us go do these things. It takes a lot of work, but it's worth it.[00:23:40] - Next project is with Ovations, which is a company that's coming out of Nobody Studios'. Venture Studio. It's an online virtual talent platform. She wants to be able to go in for 15 minutes every month and build long-term relationships with event planners.[00:25:47] - In the panic. Doug helped talked Sejal off the edge of the cliff doing a Ted Talk, and then he sent the script back to her, and she totally redid it. He's glad that he sort of unstuck her a little bit. She had this huge panic.[00:26:24] - Sejal's son was in the audience when she gave a TEDx Talk. Sejal revamped her script to focus more on the impact of his story and less on the fluffiness of the previous version of the script. Sejal believes that if he can positively impact one person to get them to change or think differently, her job as a speaker is done.[00:30:04] - In her second TEDx talk, she talks about the power of exclusion and how people can move past it. In the first part of the talk, she used the acronym POWER. The P in Power is for pain, the W is willing and the E is for energy.Other episodes you'll enjoy:[Insert 3 past episodes with links] Connect with me:Instagram: https://www.instagram.com/thedougthompson/Facebook: https://www.facebook.com/The-Doug-Thompson-Podcast-110928150634768YouTube: https://www.youtube.com/channel/UCz2qwXN-yIHHUiX4Y-e5mwQTwitter: https://twitter.com/thedougthompsonLinkedIn: https://www.linkedin.com/in/thedougthompson/Sejal Thakkar is on a mission to educate and empower people to create a world where everyone is treated with dignity and respect. She is responsible for cultivating a people-first culture at Nobody Studios. Sejal is a former employment law attorney, a 2X TEDx speaker, and the Founder and Chief Civility Officer at TrainXtra, where she helps leaders create positive, safe, and respectful workplaces through customized training and coaching.Loved this episode? Leave us a review and rating

The bishops speak with Eboo Patel, founder and president of the Interfaith Youth Core, about implicit bias and the damage done when we project our cultural values onto others. We must do the hard but holy work of examining our own assumptions and perceptions and engaging in practices to build healthy, intercultural relationships that honor each creation as worthy, equal and sacred. ● About Eboo Patel. ● We Need to Build by Eboo Patel will be available May 2022. ● Read about how the Baltimore-Washington Conference of The United Methodist Church is focusing on creating Beloved Community. ● Become aware of your own implicit biases by taking the Implicit Association Test. What does The United Methodist Church say about racism?

In this episode, Michael walks through the history and criticisms of the Implicit Association Test and its claim to measure racial bias.Check out this episode's artifact here.From Is to Ought is part of the FreedomCast network. Support this work here.

PT, PTA, OT, OTA, SLP – this podcast may help you meet your continuing education requirements. Access Relias Academy to review course certificate information. Do your biases interfere with your interactions with others or impact your clinical decisions? Do you know the difference between implicit and explicit bias and how to recognize microaggressions? Today we talk with Dr. Gary Johnson and Dr. Victoria Smith, who are both physical therapists with extensive training in diversity, equity, and inclusion. Terms will be defined and applied to academic and clinical settings, along with ways to mitigate challenges. (00:30)  Introduction  (2:35) Ground Rules for Discussion (5:23) Speakers' Qualifications (8:22) Implicit Bias Exercise (13:47) Microaggressions and Stereotypes (15:44) Implicit and Explicit Bias (16:55) Cognitive Bias (19:36) Health Equity, Inequity, and Disparity (19:36) (25:07) Ableism (27:34) Implicit Association Test (29:44) Impact of Biases on Healthcare (36:50) Clinical Environment and Biases (40:10) Mitigating Challenges in Academia (43:02) Mitigating Challenges in Clinical Work (49:09) Summary Recommendations (53:15) Conclusion The content for this course was created by Gary E. Johnson, PT, DPT, SCS, ATC-L. The content for this course was created by Victoria Smith, PT, DPT, PCS, MPH Here is how Relias can help you earn continuing education credits: Access your Relias Library offered by your employer to see course certificate information and exam;  or  Access the continuing education library for clinicians at Relias Academy. Review the course certificate information, and if eligible, you can purchase the course to access the course exam and receive your certificate. Learn more about Relias at www.relias.com.   Legal Disclaimer: The content of Stretch: Relias Rehab Therapy Education is provided only for educational and training purposes for healthcare professionals. The educational material provided in this podcast should not be used as medical advice to treat any medical condition in either yourself or others. Resources Professional Resources: APTA: www.apta.org   AOTA: Guide Acknowledging Impact Discrimination Stigma Implicit Bias https://www.aota.org/-/media/Corporate/Files/Practice/Guide-Acknowledging-Impact-Discrimination-Stigma-Implicit-Bias.pdf   ASHA: Look at Your Blind Spots https://leader.pubs.asha.org/doi/full/10.1044/leader.FMP.22112017.6   Government Agencies: CDC Health Equity: https://www.cdc.gov/healthequity/racism-disparities/index.html   Implicit Association Test (IAT): https://implicit.harvard.edu/implicit/takeatest.html Project Implicit: https://www.projectimplicit.net/   Institute of Medicine: Unequal Treatment: Confronting Racial and Ethnic Disparities in Health Care https://pubmed.ncbi.nlm.nih.gov/25032386/   National Center for Cultural Competence: https://nccc.georgetown.edu/

Implicit bias is an unconscious bias or prejudice that we have, which may be contrary to what we say we believe – or even what we think we believe. The Implicit Association Test (IAT) available through the Harvard University website. It's free and takes ten to fifteen minutes to complete, on your own, online. https://implicit.harvard.edu/implicit/takeatest.html . Project Implicit is a research project. The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report. Some people who take the test are surprised and concerned about their results.  They may wish to address these concerns. For some excellent suggestions to do that, check out the “What is Implicit Bias?” page of Loyola Marymount University's website, in the Resources section. I will put the link in the show notes. Within that, you will see a link back to the Harvard site to take the test. And a full section on “Strategies to Reduce Implicit Bias.” It includes Motives to Reduce Bias, Individual Strategies to Mitigate Implicit Bias, Structural Strategies to Mitigate Implicit Bias, and additional resources. https://resources.lmu.edu/dei/initiativesprograms/implicitbiasinitiative/whatisimplicitbias/          Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show for free on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving. 

“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

Das ist die Kurzversion von "heute wichtig", für alle, die es morgens eilig haben: Jetzt für "heute wichtig" abstimmen – beim Publikumspreis für den Deutschen Podcast Preis:https://www.deutscher-podcastpreis.de/podcasts/heute-wichtig/++++Hier finden Sie den “Implicit Association Test” der Harvard University: https://implicit.harvard.edu/implicit/takeatest.html++++Deutschland als besetztes Land, regiert von Reptilien-Menschen, angeführt von Bill Gates und so weiter. Solche “alternativen” Informationen werden leider von Jahr zu Jahr mehr: Mehr Foren, Internetseiten, Telegram-Chats, die bewusst falsche Nachrichten verbreiten und damit Menschen verunsichern und isolieren. Der Journalist und Medienmanager Hans Demmel hat sich für ein Experiment genau in diese Blase begeben und ein halbes Jahr lang nur alternative Medien konsumiert. Er sagt in "heute wichtig": "Es ist fast unmöglich jemanden aus diesem Negativ-Strudel wieder herauszuholen.”++++Das Gespräch mit Hans Demmel beginnt in der Langversion bei Minute 9:13.++++Host: Michel Abdollahi;Redaktion: Sabrina Andorfer, Mirjam Bittner, Dimitri Blinski, Frederic Löbnitz;Mitarbeit: Etienne Cebulla, Jochen Siemens;Produktion: Nicolas Femerling, Andolin Sonnen, Wei Quan, Lia Wittfeld, Aleksandra Zebisch++++Sie wollen Kontakt zu uns aufnehmen? Schreiben Sie uns an heutewichtig@stern.de See acast.com/privacy for privacy and opt-out information.

Jetzt für "heute wichtig" abstimmen – beim Publikumspreis für den Deutschen Podcast Preis:https://www.deutscher-podcastpreis.de/podcasts/heute-wichtig/++++Hier finden Sie den “Implicit Association Test” der Harvard University: https://implicit.harvard.edu/implicit/takeatest.html++++Deutschland als besetztes Land, regiert von Reptilien-Menschen, angeführt von Bill Gates und so weiter. Solche “alternativen” Informationen werden leider von Jahr zu Jahr mehr: Mehr Foren, Internetseiten, Telegram-Chats, die bewusst falsche Nachrichten verbreiten und damit Menschen verunsichern und isolieren. Der Journalist und Medienmanager Hans Demmel hat sich für ein Experiment genau in diese Blase begeben und ein halbes Jahr lang nur alternative Medien konsumiert. Er sagt in "heute wichtig": "Es ist fast unmöglich jemanden aus diesem Negativ-Strudel wieder herauszuholen.”++++Das Gespräch mit Hans Demmel beginnt bei Minute 9:13.++++Host: Michel Abdollahi;Redaktion: Sabrina Andorfer, Mirjam Bittner, Dimitri Blinski, Frederic Löbnitz;Mitarbeit: Etienne Cebulla, Jochen Siemens;Produktion: Nicolas Femerling, Andolin Sonnen, Wei Quan, Lia Wittfeld, Aleksandra Zebisch++++Sie wollen Kontakt zu uns aufnehmen? Schreiben Sie uns an heutewichtig@stern.de See acast.com/privacy for privacy and opt-out information.

Welcome to episode 2. The episode focuses on the variations of obesity across different ethnic groups - weight stigma and attitudes towards obesity vary greatly across cultures. To discuss this and more, Alexander is joined by Dr Fatima Stanford. Dr Stanford is an obesity medicine physician scientist, educator, and policy maker at Massachusetts General Hospital and Harvard Medical School. As well as analysing and examining the myriad cultural differences relating to obesity, Dr Stanford takes Alexander through a history of bias in the media, and how healthcare professionals and practitioners can avoid stigma and influence from harmful stereotypes. Dr Stanford references the Implicit Association Test. Find out more here: https://implicit.harvard.edu/implicit/uk/takeatest.html

We know that inclusive marketing is the future of marketing. As we move towards this future, more and more cutting-edge tools are becoming available to help brands assess their progress. How inclusive is your brand's visual communication? In this episode, I had the pleasure of speaking with Raquelle Zuzarte, Founder and CMO of Equity Project for All, and Frederico Salvitti, Tech & AI Specialist. Their AI platform, Gradient, shows brands where they stand on diversity and inclusion through comprehensive data-driven analysis of their visual imagery. Our conversation will cover: What is the current state of representation and marketing from a diversity and inclusion standpoint? What are examples of major brands or industries that have been making strides in these categories? How to build customer intimacy through listening and observation The importance of authentically and sincerely expressing your brand's core purpose How brands can start building stories around people who have traditionally been underrepresented and underserved How the Implicit Association Test can help you recognize and address your blind spots Get the episode transcript here Get the Inclusion & Marketing newsletter

Join host, Dr. Rupa Wong and guest, Dr. Arghavan Salles, a fellowship trained minimally invasive and bariatric surgeon from Stanford as they discuss the gender bias that still exists in medicine.   In addition to being a skilled surgeon, Dr. Salles also has her PhD in education from Stanford. Her research focuses on gender equity, diversity, inclusion and well being. She has written and spoken about her experiences being a COVID frontline worker with Newsweek, NBC and CBS. She has numerous publications and has given over 80 national and international talks.   Today, we are discussing: Implicit bias that still exists in the medical field Navigating societal expectations and the emotional and mental toll that this takes on women Manels and what we can do to combat them Strategies such as sponsorship and enlisting upstander help to begin to appoint more qualified women into positions of leadership in departments Putting your female colleagues forward for awards, speaking opportunities and leadership positions Take the Implicit Association Test here: https://implicit.harvard.edu/implicit/takeatest.html Article we discuss in episode on patient outcomes with a male vs. female surgeon: https://jamanetwork.com/journals/jamasurgery/article-abstract/2786671 Connect with Dr. Salles: Website: www.drarghavansalles.com Twitter: https://twitter.com/arghavan_salles?lang=hi Instagram: https://www.instagram.com/arghavansallesmd   Find Dr. Rupa Wong here: Find us on Instagram:www.instagram.com/drrupawong Doctor Mom Vlogs: www.youtube.com/drrupawong Women's Medical Conference: www.pinnacleconference.org Have a question you want answered on Friday Mornings with Dr. Rupa? Call and leave a voicemail at (919) 228-8330  

Hey everyone! The gang is back! We cover Omicron, political framing, anime, and the fact that we're racist. Ricardo Philibert - https://twitter.com/ricardophilibrtVictor Logan - https://twitter.com/BeingTheVictorLinks:"Omicron Variant: What You Need to Know"https://www.cdc.gov/coronavirus/2019-ncov/variants/omicron-variant.html"Governor Murphy Signs Historic Adult-Use Cannabis Reform Bills Into Law"https://www.nj.gov/governor/news/news/562021/20210222a.shtml"Implicit Association Test"https://implicit.harvard.edu/implicit/takeatouchtest.html

Dan Sharpe is a Patent Attorney and DEI Professional at Bookoff McAndrews in Washington, D.C. Dan is a graduate of Princeton University (2007) and the University of Virginia School of Law (2012). Connect with Dan on LinkedIn here: https://www.linkedin.com/in/dan-sharpe-922b389/If you'd like to learn more about implicit bias, Harvard's Implicit Association Test is a good starting point and is used by many law school clinicians.  https://edib.harvard.edu/implicit-association-test-iat. In addition, the American Bar Association has helpful resources based on Harvard's IAT. https://www.americanbar.org/groups/litigation/initiatives/task-force-implicit-bias/implicit-bias-test/Dan recommends the following article as well:  https://www.vox.com/2014/4/21/5637068/reviewers-will-find-more-spelling-errors-in-your-writing-if-they

https://davis.emorychem.science/ (Tamra, Sahand, Sam, Stacey)https://scholarblogs.emory.edu/nobcche/ (NOBCChE @ Emory)https://counseling.emory.edu/services/groups.html  (CAPS Groups)https://implicit.harvard.edu/implicit/takeatest.html (IAT Harvard) 

Guest: Luis Fernando Leme. Luis is a 19-year-old Brazilian student at the University of Pennsylvania, where he is currently pursuing a dual degree in Neuroscience & Psychology before planning to attend Medical School. Luis has worked at Dr. Kate Ratliff's research laboratory focused on Implicit Bias and Social Cognition, specifically with Project Implicit and the practical use of the Implicit Association Test in the Social Psychology field. He is also the founder of the Undergraduate Psychiatry & Psychology Association and has developed multiple projects in the fields of Psychiatry and Clinical Psychology in partnership with the National Alliance on Mental Illnesses (NAMI). We talk about his story, his projects and his view about our future. Be inspired! This episode is part of our Young Hackers project, in which we are talking to amazing young guests between the age of 12 and 20 years old. The Young Hackers series is a partnership between Future Hacker and BeSingular, a unique learning platform on Exponential Technologies, that empowers the next generation to create real and responsible impact by working with the technologies of the future: www.besingular.com

Welcome to "How To Be...", exploring how to gain life skills, whilst attempting to gain some myself. Understanding and addressing biases you may possess are important so you can be aware of how you treat and interact with others, both consciously and subconsciously. The Implicit Association Test is often used to measure implicit bias in individuals. But can we actually see our own unconscious bias? Looking into what the 'experts' say about bias and whether it is truly helpful? And also hearing from others who have gained some mastery over themselves. Please hit subscribe to hear the whole series on life skills! It should be short and sweet. I look forward to journeying with you through this maze of hacks.

Musicians ubiquitously apply spatial metaphors when describing the stability hierarchy established by tonal syntax: stable tones are considered spatially central and, as gravitational foci, spatially lower. We investigated whether listeners, musicians and non-musicians, indeed associate tonal relationships with visuospatial dimensions, including spatial height, centrality, laterality, and size, and whether such mappings are consistent with tonal discourse. We examined explicit and implicit associations. In the explicit paradigm, participants heard a tonality-establishing prime followed by a probe tone and coupled each probe with a subjectively appropriate location on a two-dimensional grid (Exp. 1) or with one of 7 circles differing in size (Exp. 4). The implicit paradigm used a version of the Implicit Association Test to examine associations of tonal stability with vertical position (Exp. 2), lateral position (Exp. 3) and object size (Exp. 5). Tonal stability was indeed associated with perceived physical space: the spatial distances between the locations associated with different scale-degrees significantly correlated with the tonal stability differences between these scale degrees. However, inconsistently with the hypotheses implied by musical discourse, stable tones were associated with leftward and higher spatial positions, relative to unstable tones, rather than with central and lower spatial positions. We speculate that these mappings are influenced by emotion, embodying the “good is up” metaphor, and by the spatial structure of music keyboards. Taken together, results suggest that abstract syntactical relationships may consistently map onto concrete perceptual dimensions across modalities, demonstrating a new type of cross-modal correspondence and a hitherto under-researched connotative function of musical structure.

Gonzalez et al. demonstrate a deep chasm between clinical students' acceptance of #implicitbias and identification of strategies to mitigate such bias without targeted instruction. Read the accompanying article to this podcast: Qualitative analysis of medical student reflections on the implicit association test. 

In this episode, I explain how to develop your own IAT using the IATGen plugin. I also explain how to analyse your IAT and what data to report.  You can find the plugin here: https://iatgen.wordpress.com/ The paper I refer to can be found here: https://www.frontiersin.org/articles/10.3389/fpsyg.2017.01374/full Best Eugene (Yevgen)

Mary Haddad is an artist and student who took an idea she had about how to respond to the repeated destruction of a Black Lives Matter sign and turned that idea into a transformational, collaborative, creative experience for students of both the Oakwood Friends School, where the sign had been destroyed, and Spackenkill community which she's a part of. The result of her efforts is a beautiful mural commemorating the lives of just a few who have been killed by police in the past several years.Also joining in our conversation is student clerk of the Oakwood Friends School, Ann Pierre-Louis, who helped to get the Oakwood Friends School students involved and who joined in painting portions of the mural.The mural is currently part of the I.D.E.A. Inclusion, Diversity and Equity in America Gallery show at Cornell Creative Arts Center in Kingston.The I.D.E.A. art exhibition is a collaboration with New Horizons Resources (NHR), The Arc Mid-Hudson, and the Cornell Creative Arts Center. It was conceived to enable the diverse population of people with intellectual and developmental disabilities supported by NHR, and their staff to express their feelings about social injustice in our world and our community. This show highlights artwork that expresses thoughts, feelings and experiences in regard to racism, social injustices and oppression faced by people supported and employed through both NHR and The Arc Mid-Hudson. Their hope is that the work in this exhibit promotes a mutual understanding of how racism impacts our entire society and community, and provides opportunity for constructive dialogue and positive change. They aim to create an environment where people can feel safe and supported in their need to discuss these very important topics and their impact. The Exhibition is on display from May 1-July 31, 2021.You can view the virtual gallery online here.Mary's mural will travel throughout the Hudson Valley, temporarily leaving the I.D.E.A. exhibit to be a part of a Juneteenth event at Mansion Square Park in Poughkeepsie, and then moving to the WomensWork.Art Gallery in August and the Art Effect Gallery in September.Additional students who participated in the mural are from Oakwoods Friends School: Kaylie Agresta, Brandon Christansen, Shakiba Daqiq, Molly Doherty, Brooklyn Dottin, Celeste Farangi, Bella Gedeon, Ryan Kraehar, lla Kumar (ee-luh), Ra Kumar, Aubrey Mahoney, Kishi Oyagi, Ally Ramos, Fio Sachs, Lulu Schloss, Ruby Schloss, Jareth Stokum, Jenine Tobias, Ibrahim Waheed (ee-bra-heem) and from Spackenkill Community: Mariam Baloch, Ria Bhutani, Amelia Chapin, Maya Chinkan, Emily Cohen, Andrew Chun, Kathryn Gagliardi, Ava Geer, Grace Haddad, Najib Haddad (nuh-jeeb), Yousef Haddad, Mya Hansen, Anikha Justin, Kathryn Kaylor, Isaac Kolisch, Emily Ma, Sophia Maslyn, Elizabeth Mastrantuono, Ofeibea Micah (oh-fey-bee-uh), Olivia Michail, Liam Moren, Udaya Rattan, Deshaun Smith, Abigail Straus, Anoushka Swain, Hannah UllingerAfter our conversation, I share a bit about open-mindedness, which perhaps is an important element to real change as it relates to both law enforcement and other elements of our world that could use an upgrade. Open-Mindedness on NPR. Here's the Implicit Association Test mentioned in the NPR program.Today's show was engineered by Ian Seda from Radio Kingston, AND produced, hosted, and edited by ME, Theresa, so please forgive any hiccups.Our show music is from Shana Falana !!!Feel free to email me, say hello: she@iwantwhatshehas.org** Please: SUBSCRIBE to the pod and leave a REVIEW wherever you are listening, it helps other users FIND IThttp://iwantwhatshehas.org/podcastITUNES | SPOTIFY | STITCHERITUNES: https://itunes.apple.com/us/podcast/i-want-what-she-has/id1451648361?mt=2SPOTIFY:https://open.spotify.com/show/77pmJwS2q9vTywz7Uhiyff?si=G2eYCjLjT3KltgdfA6XXCASTITCHER: https://www.stitcher.com/podcast/she-wants/i-want-what-she-has?refid=stpr'Follow:INSTAGRAM * https://www.instagram.com/iwantwhatshehaspodcast/FACEBOOK * https://www.facebook.com/iwantwhatshehaspodcastTWITTER * https://twitter.com/wantwhatshehas

Should we trust social science research? What is the open science movement? What is the "file drawer" effect? How can common sense help social science dig itself out of the replicability crisis? Is social science in the West too focused on interventions for individuals? How useful is the Implicit Association Test? How useful is the concept of "grit"? How should journalists communicate confidence or skepticism about scientific results? What incentive structures stand in the way of honestly and openly critiquing scientific methods or findings?Jesse Singal is a contributing writer at New York Magazine and cohost of the podcast Blocked and Reported. He is also the author of The Quick Fix: Why Fad Psychology Can't Cure Our Social Ills, which came out April 6, 2021, and which you can order here. You can read more of his work at jessesingal.substack.com.Further reading:"Want to End Bullying? Get the Popular Students to Help" by Jesse Singal[Read more]

Should we trust social science research? What is the open science movement? What is the "file drawer" effect? How can common sense help social science dig itself out of the replicability crisis? Is social science in the West too focused on interventions for individuals? How useful is the Implicit Association Test? How useful is the concept of "grit"? How should journalists communicate confidence or skepticism about scientific results? What incentive structures stand in the way of honestly and openly critiquing scientific methods or findings?Jesse Singal is a contributing writer at New York Magazine and cohost of the podcast Blocked and Reported. He is also the author of The Quick Fix: Why Fad Psychology Can't Cure Our Social Ills, which came out April 6, 2021, and which you can order here. You can read more of his work at jessesingal.substack.com.Further reading:"Want to End Bullying? Get the Popular Students to Help" by Jesse Singal

Should we trust social science research? What is the open science movement? What is the "file drawer" effect? How can common sense help social science dig itself out of the replicability crisis? Is social science in the West too focused on interventions for individuals? How useful is the Implicit Association Test? How useful is the concept of "grit"? How should journalists communicate confidence or skepticism about scientific results? What incentive structures stand in the way of honestly and openly critiquing scientific methods or findings?Jesse Singal is a contributing writer at New York Magazine and cohost of the podcast Blocked and Reported. He is also the author of The Quick Fix: Why Fad Psychology Can't Cure Our Social Ills, which came out April 6, 2021, and which you can order here. You can read more of his work at jessesingal.substack.com.Further reading:"Want to End Bullying? Get the Popular Students to Help" by Jesse Singal

Should we trust social science research? What is the open science movement? What is the "file drawer" effect? How can common sense help social science dig itself out of the replicability crisis? Is social science in the West too focused on interventions for individuals? How useful is the Implicit Association Test? How useful is the concept of "grit"? How should journalists communicate confidence or skepticism about scientific results? What incentive structures stand in the way of honestly and openly critiquing scientific methods or findings? Jesse Singal is a contributing writer at New York Magazine and cohost of the podcast Blocked and Reported. He is also the author of The Quick Fix: Why Fad Psychology Can't Cure Our Social Ills, which came out April 6, 2021, and which you can order here. You can read more of his work at jessesingal.substack.com. Further reading: "Want to End Bullying? Get the Popular Students to Help" by Jesse Singal

Jesse’s new book, The Quick Fix: Why Fad Psychology Can’t Solve Our Social Ills ... Does the Implicit Association Test actually measure bias? ... The flawed methodology underlying the superpredator theory ... Why the grit theory lacks staying power ... The replication crisis in experimental psychology ... Jesse clarifies his views on child gender dysphoria and transgender athletes ...

Jesse's new book, The Quick Fix: Why Fad Psychology Can't Solve Our Social Ills ... Does the Implicit Association Test actually measure bias? ... The flawed methodology underlying the superpredator theory ... Why the grit theory lacks staying power ... The replication crisis in experimental psychology ... Jesse clarifies his views on child gender dysphoria and transgender athletes ...

In this episode, we talk about the selection of pictures and words for the IAT. We explain how to select stimuli and how to pretest those.  Here is the paper, we are referring to in our podcast: https://www.frontiersin.org/articles/10.3389/fpsyg.2017.01374/full For words: https://www.thesaurus.com/  Best, Eugene (Yevgen)

We all have some kind of unconscious bias - or a few! - some stereotypes or misconceptions that we think deep down, even if in our conscious minds we don't think we do. It's human nature, but yet another marvellous part of travelling is it often helps us identify and confront these unconscious biases, and the examples from the guests in Episode 231 of The Thoughtful Travel Podcast demonstrate this perfectly. First up, I chat with Tonya Fitzpatrick who first tells me one of her own experiences in recognising and confronting an unconscious bias, and then explains another example from a traveller she'd interviewed on her own podcast. I then speak with Pam Mandel, who's travelled more than usual within her home country of the United States in the past few years, and found she also needed to confront and overcome some unconscious biases about her homeland. Links: Tonya Fitzpatrick of World Footprints - https://WorldFootprints.com  Pam Mandel’s website - https://www.nerdseyeview.com Pam’s book The Same River Twice - https://amzn.to/319lwbq Pam’s project The Statesider - https://statesider.us/  Harvard’s Implicit Association Test - https://implicit.harvard.edu/implicit/ Article critiquing the IAT - https://www.thecut.com/2017/01/psychologys-racism-measuring-tool-isnt-up-to-the-job.html  Join our Facebook group for Thoughtful Travellers - https://www.facebook.com/groups/thoughtfultravellers Show notes: https://notaballerina.com/231 See omnystudio.com/listener for privacy information.

In this episode, we talk about research methods. The Implicit Association Test (IAT) helps investigate prejudices and stereotypes, i.e. how strong are your associations between two constructs, e.g., are you a cat lover or a dog lover. Cat lovers may associate pictures of cats and words related to "cuteness" faster than pictures of dogs and the same cuteness-words.  Enjoy this introduction episode! More episodes are about to come...

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,...

Kiara Van Brackle and Tanya McGee led a panel discussion on Public Health Justice and Planning as part of a week-long conference on Planning for Racial Justice. Kiara and Tanya shared their personal and professional experiences to highlight the importance of seeing public health from an intersectional social justice lens. Tanya and Kiara spoke with HMM's Spencer to break down some of the larger concepts they spoke on like systemic racism, intersectionality, as well as implicit and explicit bias, and related the topics to public health and health disparities. Kiara also discussed one tool that anyone can use to identify their own racial bias, the Implicit Association Test which is available at implicit.harvard.edu/implicit/takeatest.html To learn more about the panelists and sessions at the Planning for Racial Justice Conference, visit https://planningforracialjustice.com

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

Join Sergeant Tom Datro and his guest Dr. Bryant T. Marks, Ph.D., talk about biases, stereotyping, prejudice, discrimination, the police force, the media, and so much more. In this episode, Dr. Bryant explains how implicit bias takes us in the wrong direction once in a while and how racial bias can still exist on individual levels, even in those who do not have systemic power. As Dr. Bryant defines, implicit bias is mostly not about the intent but merely the brain at work.  In this episode you will learn:   The only two (2) ingredients you need to have an implicit bias. Defining stereotyping, prejudice, and discrimination. Racist and racism as a term; who has systemic power? The media and on taking control of your narrative. What is the Implicit Association Test (IAT)?     About Dr. Bryant T. Marks: Dr. Bryant T. Marks, Sr. is a minister, researcher, trainer, and award-winning educator. Dr. Marks has provided diversity, equity, and inclusion training for eighteen years. His personal and professional mission is to develop the knowledge, wisdom, and skills of others that will allow them to reach their full potential and live their lives with purpose and passion.  Dr. Marks is the Founding Director of the National Training Institute on Race and Equity and is a professor in the Department of Psychology at Morehouse College. He served on President Obama's Board of Advisors with the White House Initiative on Educational Excellence for African Americans and as a senior advisor with the White House Initiative on Historically Black Colleges and Universities.  Dr. Marks was a contributor/trainer with the Obama Administration's My Brother's Keeper (MBK) and 21st Century policing programs. Dr. Marks has provided implicit bias training to over 2,000 Police Chiefs and executives via a series of briefings at the White House in 2016 and several thousand patrol officers in local police departments, including the entire Los Angeles Police Department.  He has also provided training related to diversity and implicit bias to individuals in education (K-12 and higher education), philanthropy, non-profits, the local and federal government, and several other sectors. He serves on several national boards and is a highly sought after speaker and trainer. Dr. Marks holds a B.A. in psychology and a minor in economics from Morehouse College, and an M.A. and Ph.D. in Social Psychology from the University of Michigan. Dr. Marks conducts research and professional development in diversity and implicit bias, Black male psychology and development, the academic achievement of minority college students, innovations in STEM education, and personal passion and productivity. Dr. Marks is married to Dr. Kimberly Marks and father to Kim, Zion-Trinity, and Bryant II.   Connect with Dr. Bryant T. Marks on: Website: https://www.ntire.training Linkedin: https://www.linkedin.com/in/bryant-t-marks-ph-d-0b57433 Twitter: https://twitter.com/drbryantmarks   Connect with Policing in America Podcast on: Website: https://www.policinginamerica.com/ Email: policinginamericapodcast@gmail.com Take the Implicit Association Test: https://implicit.harvard.edu/implicit/takeatest.html  

Up to 50 percent of medical professionals, like the lay people, believe there are biological differences between the Caucasian and African-American patients' bodies when it comes to pain perception. How much of that is truth and how much is myths and misconceptions is debunked in this episode. I also explore the factors contributing to the well documented disparities in assessment and management of pain amongst the African-American and black populations. More importantly, I recommend solutions at the individual and broader systems level to improve the pain care for these patients. Takeaways in This Episode Factors that may determine the quality and quantity of care a black patient may receive. Racial disparities in pain care and how they show up Historic perspective on pain perception, threshold and tolerance of pain among African American and black population  Factors contributing to pain care disparities for African American and black patients In-group bias and how it impacts pain care Why everyone in healthcare should take the Implicit Association Test and what that means Ways to address pain care disparities at individual and systems level   Links Pedia Pain Focus Episode # 47. Reliving or Relieving Children's Pain Pedia Pain Focus Episode # 48. Making Best Pain Care Everywhere Achievable Enroll in Proactive Pain Solutions Physicians Academy CDC Guidelines for Prescribing Opioids Implicit Association Test IASP Proactive Pain Solutions    

Remember when we talked about the Implicit Association Test and Unconscious Bias? No? Good! Because on this episode we celebrate Black History Month with a special guest - NeuroCoach Keshawn Hughes! And she has the in-depth skinny on Implicit or Unconscious Bias! So, forget what you heard us say and tune in for real expertise!

Psychologist and Journey community member Dave Verhaagen helps Suzie Lind set some guidelines for difficult conversations in divided times (part two of a two-part series). Got comments or questions? Text us at (615) 861-9503 and join the conversation. Notes from today's conversation: 10 Principles of Talking to Friends, Family Members, Other Christians 1. Be clear about your goal - and decide whether it is noble and achievable. Is it to change a mind? Express your anger? Help the oppressed? Go on record? Some goals are better than others. State your goal clearly and in words in your mind before you decide to engage. 2. It's okay not to talk - sometimes this is the wise decision. The idea that it is cowardly not to always engage is false and unwise. 3. Choose relationship over “rightness” - 80% of Americans say they have “very few or no friends" who are different from them politically. We will only get more polarized and divided if we allow ourselves to cut off those who think differently than we do. 4. Don't make it personal - if you decide to engage, use "I" statements more than "You" statements. ("I was wondering about...," "I was concerned about...," or "Help me understand...," not "You are racist," "You hate this country," etc.) 5. Talk in person, not over social media - social media debates go nowhere good. Don't use your platforms to engage in angry or contentious debates. 6. Speak to the deeper issue - usually fear and safety (STUDY: Genie study (300 adults) - imagine: 1/2 group genie - able to fly; 1/2 group genie - completely safe, invulnerable to harm. "Fly" group - no change in conservative/liberal divide; conservatives endorsed more conservative issues, resistant to social change; "Invulnerable" group - social attitudes (toward women, gays, minorities, immigrants) shifted, became more open to social change); however, sometimes it can be uglier - collective narcissism 7. Think win/win - what do they want, what do you want? Is there common ground to be found? Can the discussion be framed in a way that looks at the good things each party wants? This doesn't mean you have to agree that all attitudes or positions are the same or equally right, but it can mean that there might be underlying desires that are good and noble and can be spoken to in the interaction. 8. Be genuinely curious about the other person - listen well, have empathy; what led them here? (their context, their echo chamber, their own psychology) 9. Realize people can be biased without knowing it - Implicit Association Test, Dunning-Kruger effect, Broken Patterns research. Because of this, they may be truly upset and angry at the suggestion they hold biased attitudes because this is not how they view themselves. 10. Stick up for the oppressed - if you need criteria about when you should speak or act, this is it, but do it strategically (don't just be the person who posts the angry screed on social media or angrily cuts off disagreeing family members, and so on). Use the other principles to enter into conversation or engagement if their attitudes or actions can have a harmful effect on the powerless. Recommended Books: White Too Long - Robert P. Jones - a must-read for all Christians about the church's long history of complicity in racism in the U.S. The Color of Compromise & How to Fight Racism - both books by Jemar Tisby are vital reading. How to Win Friends and Influence People - Dale Carnegie - a timeless book on the strategy and skill of truly engaging people and building relationships. Don't Label Me: An Incredible Conversation for Divided Times - Irshad Manji - lays out a mindset about how to enter into these relationships and interactions. Not from a Christian perspective, but with some deep wisdom that is helpful. --- Support this podcast: https://anchor.fm/journeychurch/support

Psychologist and Journey community member Dave Verhaagen helps Suzie Lind set some guidelines for difficult conversations in divided times (part one of a two-part series). Got comments or questions? Text us at (615) 861-9503 and join the conversation. Notes from today's conversation: 10 Principles of Talking to Friends, Family Members, Other Christians 1. Be clear about your goal - and decide whether it is noble and achievable. Is it to change a mind? Express your anger? Help the oppressed? Go on record? Some goals are better than others. State your goal clearly and in words in your mind before you decide to engage. 2. It's okay not to talk - sometimes this is the wise decision. The idea that it is cowardly not to always engage is false and unwise. 3. Choose relationship over “rightness” - 80% of Americans say they have “very few or no friends" who are different from them politically. We will only get more polarized and divided if we allow ourselves to cut off those who think differently than we do. 4. Don't make it personal - if you decide to engage, use "I" statements more than "You" statements. ("I was wondering about...," "I was concerned about...," or "Help me understand...," not "You are racist," "You hate this country," etc.) 5. Talk in person, not over social media - social media debates go nowhere good. Don't use your platforms to engage in angry or contentious debates. 6. Speak to the deeper issue - usually fear and safety (STUDY: Genie study (300 adults) - imagine: 1/2 group genie - able to fly; 1/2 group genie - completely safe, invulnerable to harm. "Fly" group - no change in conservative/liberal divide; conservatives endorsed more conservative issues, resistant to social change; "Invulnerable" group - social attitudes (toward women, gays, minorities, immigrants) shifted, became more open to social change); however, sometimes it can be uglier - collective narcissism 7. Think win/win - what do they want, what do you want? Is there common ground to be found? Can the discussion be framed in a way that looks at the good things each party wants? This doesn't mean you have to agree that all attitudes or positions are the same or equally right, but it can mean that there might be underlying desires that are good and noble and can be spoken to in the interaction. 8. Be genuinely curious about the other person - listen well, have empathy; what led them here? (their context, their echo chamber, their own psychology) 9. Realize people can be biased without knowing it - Implicit Association Test, Dunning-Kruger effect, Broken Patterns research. Because of this, they may be truly upset and angry at the suggestion they hold biased attitudes because this is not how they view themselves. 10. Stick up for the oppressed - if you need criteria about when you should speak or act, this is it, but do it strategically (don't just be the person who posts the angry screed on social media or angrily cuts off disagreeing family members, and so on). Use the other principles to enter into conversation or engagement if their attitudes or actions can have a harmful effect on the powerless. Recommended Books: White Too Long - Robert P. Jones - a must-read for all Christians about the church's long history of complicity in racism in the U.S. The Color of Compromise & How to Fight Racism - both books by Jemar Tisby are vital reading. How to Win Friends and Influence People - Dale Carnegie - a timeless book on the strategy and skill of truly engaging people and building relationships. Don't Label Me: An Incredible Conversation for Divided Times - Irshad Manji - lays out a mindset about how to enter into these relationships and interactions. Not from a Christian perspective, but with some deep wisdom that is helpful. --- Support this podcast: https://anchor.fm/journeychurch/support

Carter and Keri honor Walter Williams, who passed away this week, by reading several quotes from the prolific and brilliant economist. Next they observe the memory hole into which the obsequious media has thrown the name "Ellen Page," replacing it with the woke actress' new moniker, Elliot Page. Who starred in the movie "Juno" as a pregnant teenage girl? A guy named, "Elliot," don't you remember? Some intermittent frivolity ensues when Keri announces that her pronouns include the phase "your mom." The two then wonder if there is a French Laundry in Cabo San Lucas as they contemplate the revelation that Austin Mayor Steve Adler was vacationing there while admonishing Austin residents back home to "stay home and be safe." His later apology for "confusing" people with his hypocritical behavior is then treated with all the reverence it deserves. This sparks a discussion about how the left uses words solely as magic spells for manipulating others, rather than as referents to an objective reality. Finally, Keri and Carter flip through the recently leaked slide deck used to indoctrinate San Diego teachers into the "White Privilege" cult of unearned guilt and leftist activism. Carter provides a rule of thumb to expose their moral code: “You shouldn't be able to sin while in a coma." Links Referenced in the Show: Walter Williams quotes: https://www.goodreads.com/author/quotes/235021.Walter_E_Williams Austin Mayor Steve Adler's Cabo vacation message: https://www.statesman.com/story/news/coronavirus/2020/12/02/austin-mayor-stressed-residents-lsquoneed-to-stay-homersquo-he-was-vacationing-in-cabo-at-time/115087704/ Steve Adler's "apology": https://www.youtube.com/watch?v=8JWOC86zF7A&feature=youtu.be&t=467 The Simpsons predicts Adler: https://youtu.be/8cPLpyHeha0 Ellen Page becomes Elliot Page: https://twitter.com/TheElliotPage/status/1333820783655837701/photo/1 Elliot Page on Rotten Tomatoes: https://www.rottentomatoes.com/celebrity/elliot_page Elliot Page on Amazon: https://www.amazon.com/prime-video/actor/Elliot-Page/nm0680983/ IMDB flirting with heresy by putting the name "Ellen Page" in parenthesis: https://www.imdb.com/title/tt0467406 Newsweek reminding you that Ellen Page never ever existed and you better not pretend she did: https://www.newsweek.com/elliot-page-deadname-birth-name-1551714 Tim Minchin, "Storm": https://youtu.be/HhGuXCuDb1U Tim Minchin, "Prejudice": https://youtu.be/KVN_0qvuhhw Leaked PowerPoint of San Diego White Fragility indoctrination, courtesy Christopher Rufo: https://christopherrufo.com/mandatory-white-privilege-training-for-san-diego-teachers/ Vox article on the Implicit Association Test: https://www.vox.com/identities/2017/3/7/14637626/implicit-association-test-racism Deprogrammed episode about Peggy McIntosh: https://www.youtube.com/watch?v=qS33LEVdM00 Joe Biden's "joke": https://twitter.com/DailyCaller/status/1334686548122591235 James Lindsay's site: https://newdiscourses.com/ Thanks for Watching! The best way to follow Unsafe Space, no matter which platforms ban us, is to visit: https://unsafespace.com While we're still allowed on YouTube, please don't forget to verify that you're subscribed, and to like and share this episode. You can find us there at: https://unsafespace.com/channel For episode clips, visit: https://unsafespace.com/clips Also, come join our community of dangerous thinkers at the following social media sites...at least until we get banned: Twitter: @unsafespace Facebook: https://www.facebook.com/unsafepage Instagram: @_unsafespace Gab: @unsafe Minds: @unsafe Parler: @unsafespace Locals: unsafespace.locals.com MeWe: https://mewe.com/p/unsafespace Telegram Chat: https://t.me/joinchat/H4OUclXTz4xwF9EapZekPg To help us continue operating, please visit: https://unsafespace.com/donate Don't forget to pick up some Unsafe Space merch while you're there!

Carter and Keri honor Walter Williams, who passed away this week, by reading several quotes from the prolific and brilliant economist. Next they observe the memory hole into which the obsequious media has thrown the name "Ellen Page," replacing it with the woke actress' new moniker, Elliot Page. Who starred in the movie "Juno" as a pregnant teenage girl? A guy named, "Elliot," don't you remember? Some intermittent frivolity ensues when Keri announces that her pronouns include the phase "your mom." The two then wonder if there is a French Laundry in Cabo San Lucas as they contemplate the revelation that Austin Mayor Steve Adler was vacationing there while admonishing Austin residents back home to "stay home and be safe." His later apology for "confusing" people with his hypocritical behavior is then treated with all the reverence it deserves. This sparks a discussion about how the left uses words solely as magic spells for manipulating others, rather than as referents to an objective reality. Finally, Keri and Carter flip through the recently leaked slide deck used to indoctrinate San Diego teachers into the "White Privilege" cult of unearned guilt and leftist activism. Carter provides a rule of thumb to expose their moral code: “You shouldn't be able to sin while in a coma." Links Referenced in the Show: Walter Williams quotes: https://www.goodreads.com/author/quotes/235021.Walter_E_Williams Austin Mayor Steve Adler's Cabo vacation message: https://www.statesman.com/story/news/coronavirus/2020/12/02/austin-mayor-stressed-residents-lsquoneed-to-stay-homersquo-he-was-vacationing-in-cabo-at-time/115087704/ Steve Adler's "apology": https://www.youtube.com/watch?v=8JWOC86zF7A&feature=youtu.be&t=467 The Simpsons predicts Adler: https://youtu.be/8cPLpyHeha0 Ellen Page becomes Elliot Page: https://twitter.com/TheElliotPage/status/1333820783655837701/photo/1 Elliot Page on Rotten Tomatoes: https://www.rottentomatoes.com/celebrity/elliot_page Elliot Page on Amazon: https://www.amazon.com/prime-video/actor/Elliot-Page/nm0680983/ IMDB flirting with heresy by putting the name "Ellen Page" in parenthesis: https://www.imdb.com/title/tt0467406 Newsweek reminding you that Ellen Page never ever existed and you better not pretend she did: https://www.newsweek.com/elliot-page-deadname-birth-name-1551714 Tim Minchin, "Storm": https://youtu.be/HhGuXCuDb1U Tim Minchin, "Prejudice": https://youtu.be/KVN_0qvuhhw Leaked PowerPoint of San Diego White Fragility indoctrination, courtesy Christopher Rufo: https://christopherrufo.com/mandatory-white-privilege-training-for-san-diego-teachers/ Vox article on the Implicit Association Test: https://www.vox.com/identities/2017/3/7/14637626/implicit-association-test-racism Deprogrammed episode about Peggy McIntosh: https://www.youtube.com/watch?v=qS33LEVdM00 Joe Biden's "joke": https://twitter.com/DailyCaller/status/1334686548122591235 James Lindsay's site: https://newdiscourses.com/ Thanks for Watching! The best way to follow Unsafe Space, no matter which platforms ban us, is to visit: https://unsafespace.com While we're still allowed on YouTube, please don't forget to verify that you're subscribed, and to like and share this episode. You can find us there at: https://unsafespace.com/channel For episode clips, visit: https://unsafespace.com/clips Also, come join our community of dangerous thinkers at the following social media sites...at least until we get banned: Twitter: @unsafespace Facebook: https://www.facebook.com/unsafepage Instagram: @_unsafespace Gab: @unsafe Minds: @unsafe Parler: @unsafespace Locals: unsafespace.locals.com MeWe: https://mewe.com/p/unsafespace Telegram Chat: https://t.me/joinchat/H4OUclXTz4xwF9EapZekPg To help us continue operating, please visit: https://unsafespace.com/donate Don't forget to pick up some Unsafe Space merch while you're there!

This Episode's Guests: Author - Coleman Hughes Comedian - Harrison Greenbaum Coleman Cruz Hughes is an American writer and opinion columnist on issues related to race and racism at the online magazine Quillette, a fellow and contributing editor at City Journal, and host of the podcast Conversations with Coleman. here's a link to an online IAT: https://implicit.harvard.edu/implicit/takeatest.html Live from America podcast " with Noam Dworman and Hatem Gabr. Contact - Please email us at: LiveFromAmerica@ComedyCellar.com More Info: Www.livefromamericapodcast.com

Talent is everywhere, opportunity is not.  The profession has made some improvement in relation to recruitment but how do we retain lawyers from all backgrounds within the profession?  The ReImagine Law team are joined by Debo Nwauzu (founder of the Black Lawyers Directory) and James Alao (Clifford Chance).  James and Debo discuss a number of themes including; the challenges with the breadth of the phrase 'BAME' when trying to identify specific challenges around inclusion, how possible it is to bring your whole self to work, and the importance of work allocation to enable equality of opportunity.This episode encourages listeners to undertake some practical actions after listening to the episode.  Speak to people from the 'inside out' to understand and learn what the culture is really like within an organisation.  Then consider, what suggestions you could make to create a greater sense of inclusion in a team of which you are a member? Make yourself aware of 'unconscious bias' and how that might be impacting your style as an colleague / manager / fellow student, and how you create inclusive team cultures. We all have it, and can reduce it through awareness.   Resources Read the bias page on the Pearn Kandola website   Watch this YouTube video titled: "How can racism at work: The danger of indifference help?" by Professor Binna Kandola OBE Read or listen to the Book "Blindspot: Hidden Biases of Good People" by Mahzarin R Banaji.  Consider undertaking the Project Implicit Test run by Harvard University where you can test and see where your own unconscious bias may lie by taking Implicit Association Test/s: https://implicit.harvard.edu/implicit/selectatest.html 

We’re trying to have more meaningful conversations about racism as a country. Part of that means talking about implicit bias — assumptions and stereotypes that may influence our decisions and actions without us even realizing it. Implicit bias can have many harmful consequences: The customer who’s accused of stealing; the grad student being told they’re in the wrong room; the driver being pulled over for no reason. And in some cases, these biases can lead to violence. On this episode, we explore what implicit bias means — what it is, how we can test for it, and what we can do about it. We hear stories about whether or not anti-bias training actually works, the origins — and criticisms — of Harvard’s Implicit Association Test, and where our biases actually come from. Also heard on this week’s episode: Stanford University social psychologist Jennifer Eberhardt talks about the ways implicit biases have affected her own life, and how she tries to educate people about them in her work. Her book is “Biased: Uncovering the Hidden Prejudice That Shapes What We See, Think, and Do.” Evolutionary psychologist Corey Cook from Pacific Lutheran University discusses the evolutionary origins of biases. He argues that they likely developed as a way to assess threats. We hear from Harvard psychologist Mahzarin Banaji, one of the researchers who helped develop the Implicit Association Test, about the humbling experience of confronting her own biases. Her book is “Blind Spot – Hidden Biases of Good People.” White people aren’t the only ones with implicit biases — that’s what Brennan Center for Justice fellow Ted Johnson discovered when he took Harvard’s Implicit Association Test a few years ago. In this story, we hear what the test taught Johnson about himself, and about the nature of racism. Johnson’s Atlantic essay is called “Black-on-Black Racism: The Hazards of Implicit Bias.“ Despite its popularity, the Implicit Association Test has drawn criticism over the years. Is it really an accurate way of measuring biases? Olivia Goldhill, a science reporter for Quartz, helps us dive into the history of the IAT, and its critiques. Neurologists Anjan Chatterjee and Roy Hamilton of the University of Pennsylvania discuss an app they’ve used to try and change people’s biases.

The hosts discuss Donald Trump's sudden fixation on ostensibly "un-American" critical race theory in government diversity trainings. What does a good-faith critique of these trainings look like that doesn't slide into fearmongering or red-scare-esque grandstanding and witch-hunting? Will the politicization of everything prevent people from focusing on what matters, which is whether these trainings work or cause harm? Also: A Vice story about an allegedly satanic Airbnb is super, duper racist, or so we hear. New York Magazine: Psychology’s Favorite Tool for Measuring Racism Isn’t Up to the Job - https://www.thecut.com/2017/01/psychologys-racism-measuring-tool-isnt-up-to-the-job.html (https://www.thecut.com/2017/01/psychologys-racism-measuring-tool-isnt-up-to-the-job.html) NPR: NYPD Study: Implicit Bias Training Changes Minds, Not Necessarily Behavior - https://www.npr.org/2020/09/10/909380525/nypd-study-implicit-bias-training-changes-minds-not-necessarily-behavior (https://www.npr.org/2020/09/10/909380525/nypd-study-implicit-bias-training-changes-minds-not-necessarily-behavior) Take the Implicit Association Test: https://implicit.harvard.edu/implicit/takeatest.html (https://implicit.harvard.edu/implicit/takeatest.html) Our episode on Robin DiAngelo's "White Fragility": https://barpodcast.fireside.fm/17 (https://barpodcast.fireside.fm/17) Our episode interviewing the victim of a DiAngelo training: https://barpodcast.fireside.fm/bonus2 (https://barpodcast.fireside.fm/bonus2) Scott O. Lilienfeld: Psychological Treatments That Cause Harm - http://citeseerx.ist.psu.edu/viewdoc/download;jsessionid=FC896FFD11373F2E8A80CB54A8D316C6?doi=10.1.1.531.9405&rep=rep1&type=pdf (http://citeseerx.ist.psu.edu/viewdoc/download;jsessionid=FC896FFD11373F2E8A80CB54A8D316C6?doi=10.1.1.531.9405&rep=rep1&type=pdf) Jezebel: 'Is the UVA Rape Story a Gigantic Hoax?' Asks Idiot - https://jezebel.com/is-the-uva-rape-story-a-gigantic-hoax-asks-idiot-1665233387 (https://jezebel.com/is-the-uva-rape-story-a-gigantic-hoax-asks-idiot-1665233387) Vice New: We Talked to the Host Accused of Doing “Satanic Rituals” In His Airbnb - https://www.vice.com/en_us/article/m7jnmb/we-talked-to-the-host-accused-of-doing-satanic-rituals-in-his-airbnb (https://www.vice.com/en_us/article/m7jnmb/we-talked-to-the-host-accused-of-doing-satanic-rituals-in-his-airbnb) The very serious racism accusation against Vice News: https://twitter.com/FredTJoseph/status/1304051476466073601 (https://twitter.com/FredTJoseph/status/1304051476466073601)

The hosts discuss Donald Trump's sudden fixation on ostensibly "un-American" critical race theory in government diversity trainings. What does a good-faith critique of these trainings look like that doesn't slide into fearmongering or red-scare-esque grandstanding and witch-hunting? Will the politicization of everything prevent people from focusing on what matters, which is whether these trainings work or cause harm? Also: A Vice story about an allegedly satanic Airbnb is super, duper racist, or so we hear.New York Magazine: Psychology’s Favorite Tool for Measuring Racism Isn’t Up to the Job - https://www.thecut.com/2017/01/psychologys-racism-measuring-tool-isnt-up-to-the-job.htmlNPR: NYPD Study: Implicit Bias Training Changes Minds, Not Necessarily Behavior - https://www.npr.org/2020/09/10/909380525/nypd-study-implicit-bias-training-changes-minds-not-necessarily-behaviorTake the Implicit Association Test: https://implicit.harvard.edu/implicit/takeatest.htmlOur episode on Robin DiAngelo's "White Fragility": https://barpodcast.fireside.fm/17Our episode interviewing the victim of a DiAngelo training: https://barpodcast.fireside.fm/bonus2Scott O. Lilienfeld: Psychological Treatments That Cause Harm - http://citeseerx.ist.psu.edu/viewdoc/download;jsessionid=FC896FFD11373F2E8A80CB54A8D316C6?doi=10.1.1.531.9405&rep=rep1&type=pdfJezebel: 'Is the UVA Rape Story a Gigantic Hoax?' Asks Idiot - https://jezebel.com/is-the-uva-rape-story-a-gigantic-hoax-asks-idiot-1665233387Vice New: We Talked to the Host Accused of Doing “Satanic Rituals” In His Airbnb - https://www.vice.com/en_us/article/m7jnmb/we-talked-to-the-host-accused-of-doing-satanic-rituals-in-his-airbnbThe very serious racism accusation against Vice News: https://twitter.com/FredTJoseph/status/1304051476466073601 This is a public episode. Get access to private episodes at www.blockedandreported.org/subscribe

Get into the UNCK!Joined by Jacob, Dalia and Ian, your hosts, Tsilala and Ricky, discuss implicit and explicit biases in our daily lives. ReSOURCES from the Episode: Jacob’s Article on the Implicit Association Test: https://onlinelibrary.wiley.com/doi/abs/10.1111/papq.12302?af=RImplicit Bias Ted Talk (Guilt Vs. Shame): https://youtu.be/kKHSJHkPeLYBeene Brown, Guilt Vs. Shame: https://www.ted.com/talks/brene_brown_listening_to_shame?language=en

This is a conversation I should have started years ago - bias in healthcare, equity in alternative health care, and inclusion across the board. In this week's episode of The Business of Becoming, I am joined by one of my own Facebook community members, Sheela Ivlev, who posted an article that got my attention. I reached out to her for this conversation and I am honoured she said yes. Sheela is an Occupational Therapist, specializing in wellness and mental health and is committed to removing barriers to care that keep people from accessing services for health and wellness. We talk about conscious and unconscious bias in healthcare, what it is, and the influences it has on how we think and act. Sheela shares her advice on how to recognize signs of bias within ourselves and the steps we can take to start to unravel some of the answers around why we are biased. Get ready to take notes - this episode is critical listening in my opinion. More About Sheela: Sheela has worked for top San Francisco Bay Area hospitals, was an educator for a graduate occupational therapy program, and is currently running a wellness-based virtual practice. Sheela's website: https://otbayarea.com Sheela offers a free wellness check-in for anyone looking to improve their self-care, this free session can be scheduled here: https://otbayarea.com/individual-wellness Find Sheela on Facebook: https://www.facebook.com/otbayareasf/ Follow on Instagram: https://www.instagram.com/otbayarea/ What We Talk About In This Episode: The difference between conscious and unconscious (implicit) bias    Recognizing that we all have unconscious biases How implicit bias influences our actions Examples of how our biases play out in health and wellness  How unintentional biases can lead to misdiagnosis How bias can affect trust  Steps you can take to recognize and acknowledge your own bias  The importance of cultural humility The impacts of having a niche audience and how you can be more inclusive Pricing your program/service and ways to give as you grow How to reach out into the world right now and give to your communities   Things We Mention In This Episode: Take Harvard's Implicit Association Test here: https://implicit.harvard.edu/implicit/takeatest.html  Learn more about implicit bias here: https://equity.ucla.edu/know/implicit-bias/   Here's How To Subscribe & Leave A Review (pretty-please): Want to get notified when I release new episodes so you don't miss a thing? Click here to subscribe to the podcast on iTunes. And it would mean the world to me if you'd leave a rating and review. I'd love to know what you think of the podcast and how I can make it better for you. Plus iTunes tells me that podcast reviews are really important and the more reviews the podcast has the easier it will be to get the podcast in front of more people, which is the ultimate goal. You can leave a review right here. Let's Keep The Conversation Going… What has your experience been with both conscious and unconscious bias? I would love to hear all about it and I'm sure others would too. Comment below and share your story or visit me on Instagram which is currently my favourite way to connect.  You can also join my free online community to connect with more than 24,000 other health practitioners just like you to ask questions, share wins and struggles, and get lots of support from me and my team! I hope to see you there.

In this episode we discuss bias: what it means, why we all have it, and some of the different types that there are, including unconscious bias and stereotype threat. It can effect datasets and then lead to (at best) unexpected and (at worst) disastrous results. Would 'blind' pull requests be a good idea for dev teams, or an open source community such as Umbraco? Would anonymous contributions encourage more people, or reduce their motivation to contribute? We all did our homework before recording by taking Harvard's "Implicit Association Test" and recommend you have a go yourself (link below). If you have any feedback, comments or questions you can tweet us @candidcontribs, email hello@candidcontributions.com or join the Umbraco Community slack channel #candid-contributions LinksHarvard's Implicit Association Test - https://implicit.harvard.edu/implicit/uk/ Thinking Fast and Slow by Daniel Kahneman - https://www.goodreads.com/book/show/11468377-thinking-fast-and-slow Russell McClain's TEDx Talk on Implicit Bias, Stereotype Threat and Higher Education - https://www.ted.com/talks/russell_mcclain_implicit_bias_stereotype_threat_and_higher_education Happy: Why More or Less Everything is Absolutely Fine by Derren Brown - https://www.goodreads.com/book/show/30142270-happy Invisible Women by Caroline Criado Perez - https://www.goodreads.com/book/show/41104077-invisible-women NY Times article on the importance of diverse teams - https://www.nytimes.com/2019/06/17/business/artificial-intelligence-bias-tech.html Sway: Unravelling Unconscious Bias by Pragya Agarwal - https://www.goodreads.com/book/show/49678279-sway Dr Denae Ford's research on pull request reviews - https://blog.denaeford.me/2019/07/01/how-programmers-really-look-at-pull-requests/ Mozilla's Blind Review Experiment - https://blog.mozilla.org/blog/2018/03/08/gender-bias-code-reviews/

In today's episode, we discuss national responses to human atrocities, learned racist and/or sexist behaviors, as well the science behind the Implicit Association Test. Featuring special guest Shanny Schmidt. Resources: https://en.wikipedia.org/wiki/Implicit-association_test https://www.knowablemagazine.org/article/mind/2020/how-to-curb-implicit-bias https://www.apa.org/monitor/2008/07-08/psychometric --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/turingrabbitholes/support

This is a re-release of a 2016 podcast on race relations that is very pertinent for 2020's Black Lives Movement. We think this is a foundational podcast episode for those beginning to tackle this topic. In this segment we discuss the TED talk by Verna Myers, and learn about her perspective on our natural racial biases as exemplified by the Implicit Association Test. You can take the test online and join the thought process for yourself.

Please listen and be aware of who you are. Take the test here: Implicit Association Test. What do you prefer? https://implicit.harvard.edu/implicit/takeatest.html --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/terri76/support

This week there will not be a regular episode of This is Candor. Instead, I’m participating in #PodcastBlackout to amplify black voices. Please refer to the following links to learn about and support the movement for racial justice. Donate:Black Lives MatterThe Bail ProjectNational Bail Fund NetworkNAACP Legal Defense FundACLULearn and take action:Read How To Be An Antiracist by Ibram X. Kendi.Watch13th.Take the Implicit Association Test, a tool from Harvard University to assess your own implicit biases.Vote for anti-racist policies and candidates in local, state, and national elections.Listen to a collection of black voices during the Civil Right's Movement. This is just a starting point. Keep on listening, learning, and supporting.

Support Topic Lords on Patreon and get episodes a week early! (https://www.patreon.com/topiclords) Lords: * Mark's meme is https://imgur.com/a/YFTXteU plus the caption "When you get on the bus and it's rush hour and the only free space is being taken up by someone's bag." * Shirley's meme is https://imgur.com/a/9oyR7fa Topics: * 1:10 Living abroad/Third Culture Kid experience * https://en.wikipedia.org/wiki/Thirdculturekid * Understanding prejudice: the Implicit Association Test. https://secure.understandingprejudice.org/iat/ * 11:19 Camgirl life * 27:14 Why don't most animals need to learn to walk? * Bowerbird. https://en.wikipedia.org/wiki/Bowerbird * 35:43 Quill asks: "What bones have you broken and how?" * 48:51 Hypnagogic hallucination/anxiety * https://en.wikipedia.org/wiki/Hypnagogia Microtopics: * Jim's favorite episodes of this show. * Not being plugged in and having no idea what's going on. * The podcast ruining somebody's lack of internet presence. * Not being sure whether you defined Third Culture Kid correctly. * The four types of Third Culture Kids. * Being within five minutes of a Coca Cola at any given moment no matter where you go in the world. * Meeting a child of a Coca Cola executive at every international school. * Bathroom metaphors for your childhood identity. * Thoroughly describing the procedure of a scientific test. * The only guy you know who didn't show any bias on the Implicit Bias Test showing plenty of bias after living in the United States for 15 years. * Showing kids pictures of faces of different races and asking them which one is the liar. * Children turning out racist despite never having been explicitly instructed to be racist. * Taking a Third Culture Kid refresher course to refresh your lack of racial bias. * Confusing being a minority with being oppressed. * Nobody having enough experience with your race to know whether or not to be prejudiced against you. * People who sound like they have no accent because they live near Hollywood, California. * Turning on a camera and expecting the money to pour down around you. * Nobody giving you money because you're a boring naked person. * Sometimes logging on and making $0 and sometimes logging on and making thousands of dollars. * The liberation of leaving your retail job. * The ability to say no when you don't want to do something. * Realizing your ability to consent is way more present at your sex work job than at your retail job. * Not being able to ban the worst customers from the store you work at. * Feeling like you can get to the life you want if you stick through the hard times. * Quitting one job that sucks and ending up at another job that sucks. * Working 16 hours straight at your catering job and only being able to eat when you reach in and scoop a handful of spaghetti and meatballs out of the tray you're about to serve. * Heading back to the kitchen before your tray of hors d'oeuvres is empty in hopes that you can eat the last few yourself. * Taking the deviled egg tax every time you make deviled eggs. * Realizing that being a scientist is way cooler than working retail. * When the one guy you know who's always had it figured out suddenly changes it up. * The cool high school robotics teacher with a top knot. * God-tier hipsters. * All babies being born early because their head gets too big. * The word for when someone is deliberately slow at work. * Being jealous of your son's ability to learn skills extremely quickly. * Being jealous of your son's enormous head circumference. * Kangaroos basically giving birth to a fetus and the fetus climbing up into the mother's pouch when your kid is sixteen months old and still can't climb worth a damn. * Deciding this bower sucks, chirping out and trying to find a better bower bird with a better bower. * Bowerbirds innately knowing that they want to build big, blue bowers, but sucking at it until they apprentice under experienced bowerbirds. * Innately preferring big bowers and you can not lie. * Bowerbirds being super impressed by blue headphones with bluetooth support. * Joking about introducing paint to bowerbirds and finding out they already mix their own pigments to paint the interior of their bowers blue and realizing who is the true blue master here. * Tripping into a plexiglass window and realizing the guy from Hudsucker Proxy saved your life. * Having a rich friend who owns a golf cart and tearing the golf cart around while South African golfers shake their fists at you. * The golf cart not having a third seat so you just stand in the indentations where the golf bags usually go. * Diving off of a golf cart that is about to tip over. * Sustaining grave head injuries but the gate attendant still not letting you take the golf cart out of the parking lot. * Peeling the hair off your friend's face to reveal why the gate attendant should let you out of the parking lot. * After your concussion, not remembering who the president is or what year it is, but still remembering that you're going to get drinks at O'Hagen's tonight. * Getting a security briefing at the U.S. consulate about how to deal with a carjacking and he says to just give the guy a car. * Embedding a second PSA within your PSA. * Breaking a toe by kicking the softest thing you can think of. * Bringing up the Big Mike for maybe the third episode in a row. * Needing to come back on the show to tell the people the banana truth if it turns out that the Big Mike really does taste like the fake banana flavoring. * Giving a name to the dude you keep hallucinating standing in the corner of the room as you sleep. * Rearranging your bedroom to minimize shadows because the creepy dude only materializes in darkness. * Your wife waking you up to tell you someone's standing in the corner of the room and saying "ok good luck with that babe" and going back to sleep. * Not wanting to tell anyone you hallucinate while you sleep because of mental illness stigma. * Sleep paralysis and hypnagogic hallucinations totally explaining why people used to believe in ghosts. * Having the fun doesn't-ruin-your-life kind of hypnagogic hallucinations. * Existential dread only getting worse as your life goes on. * Not being able to finish watching an episode of Gargoyles because a shot from very high up gave you mortal terror. * Not being on the Internet except to look for memes. * Enrolling in every Cognitive Neuroscience program in the country because you're trying to befriend this week's guests to get their memes.

Natalia Montes was a teenager living in Florida when Travyon Martin was killed. She says his picture reminded her of her classmates, “It could have happened to any one of us.”The Trayvon Martin shooting, as well as subsequent high profile police shootings and the emergence of the Black Lives Matter movement, sparked an interest in Natalia for trying to understand one of the most difficult elements of human psychology: implicit bias. Natalia calls implicit bias “the cognitive monster.” And she says it lives inside all of us; this unconscious, unintentional prejudice that works against our best efforts to be egalitarian. Natalia says this cognitive monster is especially dangerous for police officers, because they're more likely to perceive black and brown people as threatening. She, like many social scientists, believes that implicit bias is at the root of police shootings of unarmed black and brown civilians. This was especially apparent to Natalia during the trial of Darren Wilson, the police officer who killed Michael Brown in 2014. Wilson described Brown this way, “He looked up at me and had the most intense aggressive face... it looks like a demon, that's how angry he looked.” Natalia studied psychology and philosophy at the University of Washington, and as an undergrad, she worked for the Center for the Science of Social Connection. Part of her job was to research implicit bias displayed by people trying their best not to be racist. One of the ways Natalia and her colleagues measured bias was the Implicit Association Test. The IAT is designed to measure the association people have between concepts (e.g. black people, white people) and evaluations (e.g. “good”, “bad”). The IAT is the most common way that implicit bias is measured, though it has come under scrutiny in recent years.As an undergrad, Natalia came across a study out of Oxford University. The intention of the study was to see if implicit bias could be treated with medication. The researchers administered the IAT to 36 participants. After the implicit and explicit bias of each participant was measured, half of the subjects were given a beta blocker called propranolol. Beta blockers are a common kind of blood pressure medication that block the effects of adrenaline. They can also be an effective treatment for anxiety. The results of the study showed that the participants given beta blockers displayed lower levels of implicit bias.Reading this study gave Natalia an idea: if medication could have this kind of effect on implicit bias, perhaps it should be administered to police officers. The implications are still theoretical, but Natalia argues that police officers are required to meet a level of physical fitness, so mandating officers take these drugs would ensure their moral fitness as well. Natalia wrote about her idea in a 2017 essay, and won an award from the International Neuroethics Society. A year later, she was approached by another philosopher, Paul Tubig, to expand her idea into a longer paper. As of 2020, the two are preparing to submit their paper for publication, and have presented their essay at the Northwest Philosophy Conference.Producer: Bethany DentonEditor: Jeff EmtmanMusic: The Black Spot and Phantom Fauna

Natalia Montes was a teenager living in Florida when Travyon Martin was killed.  She says his picture reminded her of her classmates, “It could have happened to any one of us.”The Trayvon Martin shooting, as well as subsequent high profile police shootings and the emergence of the Black Lives Matter movement, sparked an interest in Natalia for trying to understand one of the most difficult elements of human psychology: implicit bias. Natalia calls implicit bias “the cognitive monster.”  And she says it lives inside all of us; this unconscious, unintentional prejudice that works against our best efforts to be egalitarian. Natalia says this cognitive monster is especially dangerous for police officers, because they’re more likely to perceive black and brown people as threatening. She, like many social scientists, believes that implicit bias is at the root of police shootings of unarmed black and brown civilians. This was especially apparent to Natalia during the trial of Darren Wilson, the police officer who killed Michael Brown in 2014. Wilson described Brown this way, “He looked up at me and had the most intense aggressive face... it looks like a demon, that's how angry he looked.” Natalia studied psychology and philosophy at the University of Washington, and as an undergrad, she worked for the Center for the Science of Social Connection. Part of her job was to research implicit bias displayed by people trying their best not to be racist. One of the ways Natalia and her colleagues measured bias was the Implicit Association Test. The IAT is designed to measure the association people have between concepts (e.g. black people, white people) and evaluations (e.g. “good”, “bad”). The IAT is the most common way that implicit bias is measured, though it has come under scrutiny in recent years.As an undergrad, Natalia came across a study out of Oxford University. The intention of the study was to see if implicit bias could be treated with medication. The researchers administered the IAT to 36 participants. After the implicit and explicit bias of each participant was measured, half of the subjects were given a beta blocker called propranolol. Beta blockers are a common kind of blood pressure medication that block the effects of adrenaline. They can also be an effective treatment for anxiety. The results of the study showed that the participants given beta blockers displayed lower levels of implicit bias.Reading this study gave Natalia an idea: if medication could have this kind of effect on implicit bias, perhaps it should be administered to police officers. The implications are still theoretical, but Natalia argues that police officers are required to meet a level of physical fitness, so mandating officers take these drugs would ensure their moral fitness as well. Natalia wrote about her idea in a 2017 essay, and won an award from the International Neuroethics Society. A year later, she was approached by another philosopher, Paul Tubig, to expand her idea into a longer paper. As of 2020, the two are preparing to submit their paper for publication, and have presented their essay at the Northwest Philosophy Conference.Producer: Bethany DentonEditor: Jeff EmtmanMusic: The Black Spot and Phantom Fauna

Mikaela Kiner has over 15 years experience in HR leadership roles at major companies such as Microsoft, Starbucks and Amazon. She is a certified executive coach and the founder of Reverb, a HR consulting and leadership development company which helps their clients create healthy, inclusive cultures. She joins Marcel Schwantes on this week’s show to discuss her powerful new book, Female Firebrands. Female Firebrands is a solutions-oriented guide for dealing with workplace issues that affect women. Marcel says that it should be mandatory reading for men in leadership positions. [1:39] Mikaela uses the term ‘firebrand’ to describe women who are successful professionally as well as mission-driven to leave the world a better place. [4:37] The #MeToo movement uncovered the bad behaviors and stereotypes that have long existed in the workplace; however, much more needs to change, Mikaela laments. Nevertheless, she takes a positive view because the movement has given both women and men the tools to speak out and effect change. [6:05] The leader sets the tone for the organization. Good leaders have a no-nonsense culture with regard to inappropriate behavior: you will be held to account no matter your position in the company. [8:08] “The way to share stories that the most people could resonate with was by sharing the stories of a diverse group of women,” Mikaela says. [11:00] Society’s classic double bind is that when men and women behave the same way, they don’t receive the same feedback. Women are usually perceived negatively. [14:55] Marcel asks Mikaela to define ‘unconscious bias‘, one of several terms used in her book. We all have some, she responds. The goal is to become aware of them (the free online Implicit Association Test can help) so you can recognize them when they come up and move forward. Marcel adds that our unconscious bias can hold us back because of how we perceive our own limitations. [17:15] Consider the diversity of the team around you. Who is not represented? Seek them out and invite them in. Then pay attention to inclusion: make sure everyone feels welcome and recognized, Mikaela advises leaders. [23:35] Male privilege is a fact, not a criticism. The systems and structure of the workplace, and what leadership is perceived to be, all favor male attributes. Mikaela advises men how they can use their privilege for good. [24:50] Marcel and Mikaela discuss the ‘glass cliff’ and how women can safeguard themselves. [27:05] One of the reasons women don’t fight for equal pay is that they were never taught to negotiate. [30:50] Mikaela shares several tips about how both men and women can fight pay inequality. One important tip for women is to always, always negotiate the first offer. [32:38] When there’s only one seat at the table for women, we look at each other as the enemy, Mikaela explains. [36:18] Mikaela shares three ways men can be advocates for women. [38:31] When the ‘hot moment’ comes, be ready with a response that’s comfortable for you. [45:50] Resources Mikaela Kiner on Linkedin | Twitter  Reverb Female Firebrands book Implicit Association Test (IAT) 

Do you feel intimidated by the idea of teaching your children about racism and bias? Do you feel that this is an important social justice topic to teach your kids, but you are unsure how?  Today's Martin Luther King Day in the United States, so I wanted to continue the conversation that we started on the podcast a few months ago with Episode 101: Why and How to Talk to Your Kids about Skin Tone and Race (https://3in30podcast.com/captivate-podcast/talking-about-skin-tone-with-brownicity/) , and focus on teaching your kids about racism. If our children aren't comfortable having conversations about skin tone and learning about the difficult realities of racism in our society, then they will never be able to make conscious decisions about how they want to operate in the world. Today's episode is for any mother who feels the weight and importance of teaching our children about racism but feels unequipped to have these difficult and sensitive conversations.  Three Takeaways on Teaching Your Kids About Racism  1) Teach your children that race is a social construct that was used to justify slavery. 2) Teach your children about implicit bias--what it is and how to combat it.   3) Teach your children to respond with humility when they make mistakes or hurt someone.  Quotes from this episode: “Race is not real.” “[Race] has value because we gave it value as a society.” “You can see right there, just ‘degeneration of the ideal’ is going to lead to some problematic beliefs about different human beings if they are 'degenerate.'" “So that's what we mean when we're saying that race is a social construct that was used to justify slavery. Because you can't have slavery in a place where all men are created equal. But if enslaved people are not necessarily men, then it doesn't mean that you're breaking with your values.” “Racism existed and then we created race to kind of explain it.” “Implicit biases are just the attitudes and stereotypes that affect your understanding and your decisions in a manner that's unconscious."  “Racism as like a smog. Sometimes it's really, really thick and we can see it, and we can reach out and touch it.” “Another thing that you can do is get on a first name basis with people who are different from you.” “Little children as young as two and three years old are starting to put people into categories based on what they're seeing. So segregation is that tool that is used to perpetuate these things within us that we don't even know about.” “It's okay if I feel a little uneasy about these conversations and about this topic; what matters is that I want to learn and I want to be better and I'm willing to sit in the discomfort for the sake of becoming a better human and learning.”  Full Transcript For a full transcript of the episode, click here. (https://3in30podcast.com/episode-113-transcript/)  Online Workshop! I am teaching my full Declutter your Motherhood workshop live and ONLINE on Tuesday, January 28th, and I would love for you to join us. Go to 3in30podcast.com/workshops (https://3in30podcast.com/workshops/) to reserve your seat. Links Mentioned in Today’s Show Free e-courses from Podcast U (https://podcastuniversity.mykajabi.com/podcastingecourses) First Name Basis Podcast (https://podcasts.apple.com/us/podcast/first-name-basis-podcast/id1474439369) Episode 101: Why and How to Talk to Your Kids about Skin Tone and Race.  (https://3in30podcast.com/captivate-podcast/talking-about-skin-tone-with-brownicity/) Human Genome Project (https://www.genome.gov/human-genome-project) Declutter Your Motherhood Workshops (https://3in30podcast.com/workshops/)   Implicit Association Test (https://implicit.harvard.edu/implicit/takeatest.html) What's one thing this podcast taught you about teaching your kids about racism? Let me know in a comment...

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.

Welcome to Circle of Willis! For this episode I'm sharing a conversation I had a while ago with BRIAN NOSEK, professor of Psychology here, with me, at the University of Virginia, as well as co-Founder and Executive Director of the CENTER FOR OPEN SCIENCE, also here in Charlottesville. Brian earned his PhD at Yale University way back in 2002, only about a year before I first met him here, when I was just a jittery job candidate. Brian has been in the public eye quite a lot in the past decade or so, not only due to his work with the Implicit Association Test, otherwise known as the IAT, but also and perhaps mainly for his more recent path breaking efforts to increase the transparency and reproducibility of the work scientists do. I think you'll find that in our conversation, Brian is relentlessly thoughtful about everything that comes up. And I want to say here, publicly, that I think he's absolutely right, at the very least, about the toxicity of the current system of incentives and rewards faced by academic scientists. Occasionally you'll hear that "science is broken." It's a great, click-baity phrase that thrives in our current social media ecosystem. But it's completely wrong. Science is not and has never been broken. Even now, science is our most precious, life affirming, life saving, human activity. Literally nothing humans have invented has done more than science has to improve our welfare, to increase our sensitivity to the natural world, or to reveal the forces and mechanisms that form and constrain our miraculous universe. But the institutional structures within which science is done are in bad shape. At the foundation, public funding for science is dismal, and that problem is yoked to the steadily declining public commitment to higher education in general. Our institutions have come to rely on bloated federal grants to just keep the lights on, and the responsibility for securing those federal dollars has fallen heavily on the shoulders of scientists who ought to be focused on making discoveries and solving the world's problems. And because that is a heavy burden, institutional structures have formed to incentivize -- some would say coerce -- scientists into striving for those federal dollars. Want to get tenure? Better bring in some big federal grants. Want 12 months of continuous salary? Better bring in some big federal grants. You get the idea. But there are other problems, too. Want to get a good raise? You'd better publish a lot. Note that I didn't say you'd better publish excellent work. No one would say that excellent work isn't valued -- it is -- but what you really want is good numbers, because numbers are easier to evaluate. And we love indices we can point to, that can help us evaluate each other as algorithmically as possible. So each individual scientist has an h-index associated with their name (Google Scholar thinks mine is 44). Journals come with impact factors. And all of these indices are relatively easy to game, so professional advancement and stability orients itself toward gaming the indices at least as much as doing high quality work. In the meantime, a profession -- a passion, and even an art, really -- can gradually transform into a cynical race for money and prestige. And though a scientist may well grow skilled at reeling in the money during their career, whatever level of prestige they attain will ultimately fail them. As John Cacioppo argued in a previous episode of this very podcast, you and your specific work are not likely to be remembered for long, if at all. Prestige and recognition are understandable but ultimately foolish goals. Far better, Cacioppo argued, to focus your attention on the process -- on the doing of your work. And your best shot at enjoying that work -- perhaps at enjoying your life -- is to make sure that the work that you do is aligned with your values. Brian Nosek and I are in full agreement on at least one point: The system within which science is done -- particularly within which American science is done -- discourages a process-oriented focus, and, by extension, discourages us from aligning our scientific process with our values. Why? Because our institutions have to keep the lights on. So, science isn't broken at all. How could it be? Science is a system, a philosophy, perhaps even a moral commitment...to transparency and openness, to verifiability, to repeatability, to discovery, and, I would argue, to humility. Science is far more than a collection of methods and techniques, and, by the way, there is nothing about science that requires coverage by the New York Times to be valid. What may be broken is the system within which science manifests as a profession. So here's why I admire Brian Nosek so much: He isn't just complaining about things, the way I do. Instead, he's working hard to develop an alternative system -- a system based on the scientific process instead of rewarding outcomes, and, by extension, a scientific process based on deeply held scientific values. You and I may not agree with all the details in Brian's approach, but, you know, it's easy to criticize, right? Anyway, here are Brian Nosek and me, having a conversation in one of the conference rooms at the Center for Open Science. *    *    * Music for this episode of Circle of Willis was written and performed by Tom Stauffer of Tucson, Arizona. For information about how to purchase Tom’s music, as well as the music of his band THE NEW DRAKES, visit his Amazon page.  Circle of Willis is Produced by Siva Vaidhyanathan and brought brought to you by VQR and the Center for Media and Citizenship. Plus, we're a member of the TEEJ.FM podcast network.   Special thanks to VQR Editor Paul Reyes, WTJU FM General Manager Nathan Moore, as well as NPR reporter and co-founder of the very popular podcast Invisibilia, Lulu Miller.  

Assuming you live in the northern hemisphere, which would you say is colder: a day in March or a Day in April? On average, of course, March is colder than April, but there’s probably not a big difference in temperature between March 31 and April 1. If you’re like most people, though, you put March days in the colder March category and April days in the warmer April category. It’s a useful shortcut, but it doesn’t always give you the best information about the temperature on individual days. This tendency to quickly categorize time, objects and people helps us to simplify a complex world, but it can also lead to important errors. In this episode of Choiceology with Katy Milkman, we look at the ways our snap judgments work for us and against us. First, Katy brings you a profile of Sophie Morgan, tracing her career path from relative unknown to reality TV model to lead presenter at one of the largest sporting events in the world. And you’ll find out what makes Sophie unique in her field. Next, we hit the street with a quick questionnaire to see how people make judgments when faced with uncertainty or incomplete information. You can try these questions yourself, before you listen: Question 1: William is an opera fan who enjoys touring art museums when he goes on vacation. He enjoys playing chess with his friends. Which is more likely? A: William is a professional violinist for a major symphony orchestra. B: William is a farmer. Question 2: Amy is 29 years old. She’s single, outspoken and very bright. As a student, she majored in English literature and was deeply interested in theater. Which is more probable? A: Amy is a bank teller. B: Amy is a bank teller and writes an arts review for her local newspaper. After revealing the answers to our questionnaire, Katy is joined by Modupe Akinola, of Columbia Business School and Dolly Chugh of New York University’s Stern School of Business to explore the functions and flaws of these types of judgments and the mental architecture behind them. Dolly Chugh is the author of The Person You Mean to Be: How Good People Fight Bias. Finally, Katy gives you some simple strategies to counteract some of the negative impacts of snap judgments and implicit attitudes. Choiceology is an original podcast from Charles Schwab. For more on the series, visit schwab.com/podcast. If you enjoy the show, please leave a ⭐⭐⭐⭐⭐ rating or review on Apple Podcasts. Important Disclosures: All expressions of opinion are subject to change without notice in reaction to shifting market conditions. The comments, views, and opinions expressed in the presentation are those of the speakers and do not necessarily represent the views of Charles Schwab. Data contained herein from third-party providers is obtained from what are considered reliable sources. However, its accuracy, completeness or reliability cannot be guaranteed. The Schwab Center for Financial Research is a division of Charles Schwab & Co., Inc. (0519-9AKG)

We continue our conversation with filmmaker Robin Hauser about her film, Bias. In this episode, she talks about how to work around the biases we may not even know we have, how VR can help, and how women can educate men and recruit them as allies. She also asks the rhetorical question, why are we still talking about the gender gap?LINKS FROM THIS EPISODERobin Hauser on TwitterBiasfilm.comCode: Debugging the Gender GapImplicit Association TestRobin Hauser Ted Talk on bias & AIOne Dozen Rabbits is a podcast of The Rabbit Hole, a woman-powered blockchain community. We are building the community we want to see for the success of all. Producers: Ann Willmott & Zayi Reyes SPONSORTo make this podcast, we turned to the best resource we know, vo2gogo, and got ramped up fast. Get the special Rabbit Hole price on Mastering Audio Podcasting parts 1 and 2, and you will also get two 30-minute private coaching sessions. Want to podcast like a pro? This is how.FOLLOW US DOWN THE RABBIT HOLERabbitHole.network@rabbithodl on TwitterRabbit Hole MeetupsFacebook@rabbithodl on InstagramTelegramLinkedInWHERE TO HEAR THIS PODCASTiTunesStitcherGoogle PlaySpotify"Alexa, play the One Dozen Rabbits podcast."RSS Feed

For two episodes in a row, we are not going to talk about blockchain at all! We hear about implicit bias, also known as unconscious bias, and how it affects both men and women. We talk about bias in technology, and how technology, specifically VR, can help.LINKS FROM THIS EPISODERobin Hauser on TwitterBiasfilm.comCode: Debugging the Gender GapImplicit Association TestRobin Hauser Ted Talk on bias & AIOne Dozen Rabbits is a podcast of The Rabbit Hole, a woman-powered blockchain community. We are building the community we want to see for the success of all. Producers: Ann Willmott & Zayi Reyes SPONSORTo make this podcast, we turned to the best resource we know, vo2gogo, and got ramped up fast. Get the special Rabbit Hole price on Mastering Audio Podcasting parts 1 and 2, and you will also get two 30-minute private coaching sessions. Want to podcast like a pro? This is how.FOLLOW US DOWN THE RABBIT HOLERabbitHole.network@rabbithodl on TwitterRabbit Hole MeetupsFacebook@rabbithodl on InstagramTelegramLinkedInWHERE TO HEAR THIS PODCASTiTunesStitcherGoogle PlaySpotify"Alexa, play the One Dozen Rabbits podcast."RSS Feed

#031 Diversität, (Non)-Binarität, Feminismus, Gleichberechtigung: Endlich gibt’s dazu eine Folge im Lebenshunger Podcast! Meine Gäste Rea Eldem und Sophie Wohlgemuth erzählen auf herrlich kurzweilige Weise von ihrem Beratungsunternehmen we perspective, wie es ist Organisationen zu Diversität zu beraten und wie die aktuelle Forschung aussieht. Hoch spannend und auf dem Weg zu einer inklusiven Wirtschaft und Gesellschaft unabdingbar. Diese Schmankerl gibt es: Warum es sich für Unternehmen lohnt diverse und inklusive Strukturen aufzubauen Was die Forschung zu Diversität sagt Den Implicit Association Test (am besten direkt machen!) Viele weiterführende Podcast- und Buchempfehlung Und natürlich frage ich immer nach, sodass jeder Lebenshungrige weiß, was z.B. ein (non-)binäres Geschlecht ist, kognitive Diversität oder eine implicit association Viel Vergnügen beim Hören! we perspective Website: https://www.weperspective.com/  Scene on Radio Podcast „Men“ (englisch): https://www.sceneonradio.org/men/ Nevertheless Podcast (englisch): https://medium.com/nevertheless-podcast Feuer und Brot Podcast: https://www.feuerundbrot.de/ Autorin Liv Strömquist: http://www.avant-verlag.de/artist/liv_stroemquist Implicit Association Test: https://implicit.harvad.edu/implicit/ Der Beitrag Gender, Diversity & (viel) Arbeit – ein Interview mit Rea Eldem und Sophie Wohlgemuth von we perspective erschien zuerst auf Eva Hunger.

This episode is an interactive discussion about Unconscious Bias between Dr. Todd Ponsky, Dr. Julie Freischlag, Dr. Mary Brandt, Dr. Quinn Capers IV, Dr. Alejandra (Alex) Casar Berazaluce, Dr. Rachel (Rae) Hanke, and Dr. Alexander Gibbons. Dr. Julie Freischlag is CEO of Wake Forest Baptist Medical Center and Dean of Wake Forest School of Medicine. Dr. Mary Brandt is a Professor of Surgery, Pediatrics, and Medical Ethics at Baylor College of Medicine and a Pediatric Surgeon and Director of the Adolescent Bariatric Surgery Program at Texas Children’s Hospital. Dr. Quinn Capers IV is the Associate Dean for Admissions, Associate Professor of Medicine (Cardiovascular Medicine), and Program Director of the Interventional Cardiology Fellowship at The Ohio State University College of Medicine. Time stops: 00:01:06:17 Introduction 00:04:05:20 What is unconscious bias? How has it affected your career? 00:16:59:16 How does unconscious bias relate to social identity? 00:21:34:12 How do you approach a colleague putting together a manel? 00:23:23:09 How can we identify talent outside of our immediate group? 00:27:42:05 What can we do to counteract implicit bias? 00:40:05:08 What are your take home messages about discrimination in medicine? 00:50:10:09 How do we use and interpret the results of an Implicit Association Test? 00:51:45:14 How do we bring attention to unconscious bias without being labeled as radicals? 00:56:48:00 Closing remarks Music track is adapted from "I dunno" by grapes, featuring J Lang, Morusque. Artist URL: ccmixter.org/files/grapes/16626

Often we react to situations in a split second.  We are not even conscious of the thoughts that drive our feelings and actions and we react to a situation poorly.  In this episode, you will learn how to respond to a situation instead of reacting to get better results in your life.     Play In A New Window Download   . . Show Notes: Reacting vs. Responding   Show Summary: Let’s talk about reacting vs. responding.  Some people use these words interchangeably, but I think there is a big difference between the two. Reaction A reaction happens in a split second.  It’s driven by an unconscious thought and it’s usually based on thoughts we tend to think over and over and over. Most often our reactions (since they come from not thoughts you aren’t thinking on purpose) don’t take into consideration the long term effects of what you do or say.  It might turn out okay, but often a reaction is something you regret later. Response A response on the other hand, usually comes more slowly.  A response usually comes from being intentional and purposely thinking something.  You take into consideration how you want to show up in that situation, and others around you.  You can also weigh out the consequences of your decision. The reaction and the response may look the same, but they FEEL very different because of the thoughts behind them. For example - Say your spouse says something to you that touches a nerve.  Normally you react by getting defensive.  Maybe you criticize him in some way.  Maybe you yell and scream.  Or maybe you just feel awful about yourself and withdraw.  That is a reaction. A response would be to take a breath. Think about how you want to show up in that situation.  Do you want to yell and criticize? Do you want to feel awful about yourself and withdraw?  Maybe, when you think about it you want to seek understanding of where you spouse is coming from and why they are feeling the way they are.  It doesn’t mean you agree with them, but you can respond in a way that is more in line with your values. We all know there is a difference in responding vs. reacting, but the more reacting we do, the less empowered we are.  When we operate from underlying beliefs and are not intentional in our lives most often our results are less than stellar and not what we want them to be. So how do we fix this? The first step is to become aware of what those underlying thoughts and beliefs are.  This takes time and work. When a situation happens that we reacted to, we need to go back and analyze it.  Do a model on it.  Figure out that thought so we can gain awareness over it.  Awareness of those underlying thoughts in and of itself is so powerful. The next time it happens something similar happens, we may react in the exact same way, and that is ok.  Just be compassionate with yourself that you are still learning.  But go back again and analyze it.  What happened?  What was the thought that prompted me to feel and act this way?  More awareness. Once you feel like you have a good understanding that it is NOT what your spouse said or did that made you react this way, but it was that unconscious thought, then you get some power over it and can move to a new intentional thought. In 1998, researchers Anthony Greenwald, Debbie McGhee, and Jordan Schwarz introduced something called the Implicit Association Test.  It measured the milliseconds that it takes to connect pairs of ideas.  The test is based on the concept that you will be faster putting together ideas you already associate with one another. For example - if the you think that someone criticizing you means that something is wrong with you then that association is what your brain will automatically go to.  But if you decide that if someone criticizes you, you don’t want to make it mean anything about you, that is not what you unconscious mind will naturally go to, so it will take extra time for your brain to make those new associations. The important thing is to allow yourself that time.  When you feel yourself about to react, take a breathe.  Think your new thoughts, and then respond from a place of empowerment and choice rather than just react. When we do this - we are interrupting our model. Our original model was the circumstance, the unconscious thought, the feeling, and the action (or reaction), and our results that aren’t great.  But in our interrupted model, we have our same circumstance (like our husband saying something we think is a criticism), and our brain jumps to our normal belief, but we stop, we take a breathe, we think our new thought and respond. As we do this over and over, our brain will eventually start to connect the circumstance to our new thought automatically and we are able to respond instead of react in that scenario. But just because you can do this in one scenario, doesn’t mean you will do it all scenarios and circumstances.  Each one will take intentional thoughts and work.  But you will get better and better at it with practice. Sometimes when we learn about this we try to put it into practice immediately and get frustrated with ourselves when we continue to show up in ways that don’t serve us.  So make sure you are just taking things slow and just gaining the awareness first.  You need to have a firm grasp of the thought creating the feeling and driving the action before you try to correct it. I have found this to be a very important skill in my parenting.  So many times my kids would be acting up or doing something that they always do and my unconscious thoughts were “why are they acting this way, they know better, they shouldn’t be doing this” which would cause me to feel frustrated and angry and I would yell at my kids.  But guess what, I hardly every yell at my kids anymore.  Because when they are acting up, my intentional thought is “of course they are acting this way, they’re kids or they’re teenagers, and I want to teach them and love them” and then I show up in that situation so much better to my kids.  I show up in love and peace and understanding rather than in anger or frustration.  I feel so much better about how I am showing up as their mom. But I still have my moments where I don’t show up as my best self so it’s always important to go back in and repair.  According to the Gottman Institute, repair is less about fixing what’s broken and more about getting back on track.  It’s about forgiving yourself and understanding that you are human, you make mistakes, but you can apologize and get back on track with the relationship.  This takes vulnerability.  It means admitting your mistakes.  But it can really help create that bond in a relationship.

In which I take the Implicit Association Test and find out just how biased I really am.

Your Mind Set About Black Folks In America  Black and African Americans make up the second largest group in the United States, but the third largest group after White Americans and Hispanic or Latino Americans (of any race). The majority of the population (55%) lives in the South ; compared to the 2000 Census, there has also been a decrease of African Americans in the Northeast and Midwest . We clearly have a problem in America. When almost 90 percent of white people in America who take the Implicit Association Test show an inherent racial bias for white people versus black people ... As an African American religious historian and pastor of a predominately black Pentecostal church, I offer a few examples that highlight the problem and promise for race in American churches and denominations, specifically addressing black and white history. Conflicted on Slavery Unfortunately, wealth in this country is unequally distributed by race—and particularly between white and black 1 households. 2 African American families have a fraction of the wealth of white ... The distinction between black and African-American has been expounded upon in recent years, on both a semantic level (Slate just this year changed its standard from African-American to black ... On the occasion of Black History Month, I've selected the most influential books on race and the black experience published in the United States for each decade of the nation's existence  A new Pew Research Center survey finds profound differences between black and white Americans in how they view the current state of race relations and racial equality and in the ways they experience day-to-day life.

In this week's episode, Sarah is joined by Work Wisdom's Donunshae Sanders to talk about Workplace Equity. Creating at atmosphere that makes all of your employees feel heard and valued increases morale, retention, and profitability. Sarah and Don discuss the many tools leaders can use to help uncover their own bias, like the Implicit Association Test, or IAT. Listeners will also learn about an interviewing tactic that will ensure an equitable and positive experience for both your team and potential candidates.  You can follow Work Wisdom on LinkedIn, Instagram, and Twitter at @workwisdom, and learn more at our website at https://www.workwisdomllc.com. 

Christmas Dec 25 A Savior Jesus Is Born Dec 26 The Day After The Savior is Born "Love"  There was no place for them Mary and her husband At The Hotel! Is There a Place for them In Your Heart? Jesus Oh what a wonderful child! The New Born Kind Oh What a Winderful Child! Listen to the angels Sing! It Happen a Long Time ago! Our Next Radio Broadcast January 7th  7Pm CST Subject http://www.blogtalkradio.com/howcee-productions-gospel/2019/01/08/your-mind-set-about-black-folks-in-america    Your Mind Set About Black Folks In America   Call in to speak with the host # (713) 955-0464 Black and African Americans make up the second largest group in the United States, but the third largest group after White Americans and Hispanic or Latino Americans (of any race). The majority of the population (55%) lives in the South ; compared to the 2000 Census, there has also been a decrease of African Americans in the Northeast and Midwest . We clearly have a problem in America. When almost 90 percent of white people in America who take the Implicit Association Test show an inherent racial bias for white people versus black people ...  

Journalist Jesse Singal joins Yoel and Mickey to talk about the state of science journalism, what he thinks is wrong with how people interpret the Implicit Association Test (IAT), and the pros and cons of moral outrage. Why do so many science journalists simply repeat talking points from university press releases? Is it ethical to administer the IAT as a teaching tool? What is social media like for a journalist? Bonus: Yoel, Mickey, & Jesse discuss a new paper arguing there are upsides to moral outrage. Special Guest: Jesse Singal.

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.

Are we all racist? Harvard professor Mahzarin Banaji is the architect of what is arguably psychology's most influential experiment. It's called the Implicit Association Test (the IAT) and it has been taken millions and millions of times. It purports to be a measure of our unconscious bias towards various groups – e.g. blacks, women, the old or the disabled. Most people taking the IAT do exhibit some kind of bias. That leads to two questions – how worried should we be at these implicit attitudes, and what could be done about them? Presented by David Edmonds (Image: Question marks, Credit: Shutterstock)

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.

We are biased. Yup! We prefer certain people or groups of people. We use “implicit bias” to describe when we have attitudes towards people or associate stereotypes with them without our conscious knowledge. Listen in as we talk about our own implicit bias, and how we are moving forward.  Do you have an implicit bias towards white or black people? Hmm? Take the Implicit Association Test: https://implicit.harvard.edu/implicit/takeatest.html 

Show Notes for Genuine Driven Women Episode #16 On this show we discuss how it could take 100 years to reach Gender Equality in the workplace, and what we can do to speed it up! One of our amazing listeners in Colorado, and a definite Genuine Driven woman, shared a very interesting 60 Minutes interview with us last week.  It was an interview Leslie Stahl did with the CEO of Salesforce, Marc Benioff. In this interview, Marc discussed how he made it a priority to create true gender equality within Salesforce, which also includes all the companies they acquire as they continue to grow.   I will put a link in the show notes so you can watch the 60 Minutes video.  What Salesforce has been able to do in such a short period of time is pretty incredible. Salesforce, is a tech company, and is the perfect example of just how hard it can be to close the gender pay gap. In 2015, Cindy Robbins,who runs the Salesforce human resources department came to talk to Marc about equal pay for women, she had a concern that women were still not receiving equal pay.   Marc was very confident that she was wrong, he was sure that because he had made equal pay for equal jobs such a high priority.  He believed that they would find the pay was closer to equal than Cindy suggested. He asked her if they needed to audit the payroll.  She asked him if he would fix it if anything big was discovered.  He gave his word that they would make it right, so -- they decided to do the audit.   What they discovered astounded him.  In spite of making his priorities known, there were widespread gender-based gaps in pay.  As Marc said, it was “Just Everywhere. It was through the whole company, every division, every department, every geography.”   As Marc discussed, “There's a cultural phenomenon where women are paid less. And the World Economic Forum says that it'll take more than 100 years for us to pay men and women equally. So, we’d better get going now.” We read the 2017 report from the World Economic Forum, this report rates progress for gender parity in four key areas:     Economic Participation and Opportunity Educational Attainment Health and Survival Political Empowerment Overall, the report did say, “On current trends, the overall global gender-gap can be closed in exactly 100 years across the 106 countries covered since the inception of the Report, compared to 83 years last year.     Marc Benioff said gender equality is a total package with four components:   Equal opportunity Equal advancement Equal pay Me too – preventing sexual harassment Lesley Stahl said, ”We had the #MeToo women speak up, and now we've had a rash, small rash, but a rash of women speaking out and saying, "I'm not paid the same." It's interesting that it's coming at the same time as #MeToo. It's as if women are gaining muscles.” Ellen Kullman, the former CEO of DuPont, found one thing was holding women back – especially when it came to promotions -  unconscious bias. For example, when men have kids – their pay increased by an average of 6%, when women have kids, their pay decreased, on average, by 6%.  Tami:  What is unconscious bias?  The University of California, San Francisco has an excellent explanation on their website.  Bias is a prejudice in favor of or against one thing, person, or group compared with another usually in a way that’s considered to be unfair. Biases may be held by an individual, group, or institution and can have negative or positive consequences. There are two types of biases:     Conscious bias (also known as explicit bias) and     Unconscious bias (also known as implicit bias) It is important to note that biases, conscious or unconscious, are not limited to ethnicity and race. One’s age, gender, gender identity,   physical abilities, religion, sexual orientation, weight, and many other characteristics are subject to bias. Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing. Unconscious bias is far more prevalent than conscious prejudice and often incompatible with one’s conscious values. Certain scenarios can activate unconscious attitudes and beliefs. For example, biases may be more prevalent when multitasking or working under a time pressure. Here is the Harvard University link where you can take an Implicit Association Test.    There is Unconscious bias training to help people recognize when they may be biased, inappropriately.  Some examples of this were seen just this last week as a result of an incident in a Starbucks in Philadelphia.  Now, the Starbucks corporation plans to close 8,000 stores, across the country, on May 29th.   This is because a Starbucks manager, in Philly, called the police to report two black men were sitting in the store, waiting on a friend.  As a result, the topic of unconscious bias training has been in the news a lot. This type of training can be very useful, and it will be interesting to see what the impact will be at Starbucks.   Companies could do their own research and find “Unconscious bias” training courses that have made a difference and then offer training.  However, companies should be careful – if it is a course that is only a guy standing in front of powerpoint slides, it may be a waste of money, in the end.   A good version of this training should include discussion, interaction and role-based modeling and exercises so that people recognize when they are making biased decisions that they did not expect to make. Ellen Kullman, the former DuPont CEO is making a difference for women.  She is now the co-chair, along with Jewelle Bickford, and Sandra Beach Lin, of “The Paradigm for Parity.”  Jewelle Bickford is a Partner and Wealth Advisor at Evercore Wealth Management. Together, they are leading a coalition of business leaders dedicated to addressing the gender gap.  According to The Paradigm for Parity® website, the coalition is made up of CEOs, senior executives, founders, board members, and business academics who are committed to achieving a new norm in the corporate world: one in which women and men have equal power, status, and opportunity. Their ultimate goal is to achieve full gender parity by 2030, with a near-term goal of women holding at least 30% of senior roles.  If you are interested in their action plan, they have a lot of information on their website and they also have a tool kit to help businesses make necessary changes to bring equality to the workplace.   Their roadmap includes the following 5 steps:   Minimizing Unconscious bias Significantly increasing the number of women in senior operating roles, with a goal of 50/50 Measuring targets at every level and setting measurable goals. Basing career progress on Business results and performance, not on presence.  Give men and women more control over how and where they work, whenever possible. Find ways to be more flexible to meet employee needs.    Identifying women on high potential and give them SPONSORS as well as MENTORS.  Men who are still the majority of leaders have a huge responsibility to advocate for women.   Time Machine:   In this segment each week we will give a few points about women that have accomplished a lot! We also will discuss a bit about what was happening to women during the time periods. Someone we think you would like to know more about is:   Sheryl Sandberg   She was born on August 28th, 1969. When she graduated from high school she had a 4.6 grade point average and was ninth in her class. She then went on to Harvard where she majored in Economics. In the reference linked in the show notes it said that, “She studied the role that economic inequality plays in spousal abuse and [she] founded a group called Women in Economics and Government, which, she says, was created ‘to get more women to major in government and economics.’’. After she graduated she went to work for Lawrence Summers as a research assistant for the World Bank. After she had worked for Summers for a couple of years she decided to go to Harvard Business School, and there she received her M.B.A. Then she chose to work for Summers again but this time as the chief of staff, since he was then the Treasury secretary for the Clinton administration. She worked there until 2001 and then decided to try her hand in Silicon Valley! Google soon showed interest in her and Sheryl decided to work with them because of their mission, “to make the world’s information freely available” and with that she stayed with them up until 2008 when she decided to join Facebook. She became the company’s chief operating officer. Where she has helped them prosper! She has been rewarded well by Facebook and in 2014 she made it onto the billionaire's list. She also decided to create a book titled ‘Lean In:Women, Work, and the Will to Lead’, and this book helped create a sight called LeanIn.org that helps women aim to be the best them! She is one incredible woman! Inspirational Quote of the Week: “Let’s be very clear: Strong men - men who are truly role models - don’t need to put down women to make themselves feel powerful. People who are truly strong lift others up. People who are truly powerful bring others together.” -Michelle Obama If we can all try and help each other rather than trying to push past people to get to the top we will be unstoppable! I have seen people in my day to day life that are just like the first part of this quote, but it is amazing when I see someone who wants to give you a helping hand. Those people are the ones that you remember and want to strive to be more like. So here’s a challenge for the week: Help someone new out that you wouldn’t have thought to help before, you won’t regret it! Book Review: Genuine driven women read lots of books!  We’ll make sure to recommend a book each week that will inspire you or help you on your journey to success! This week’s book is: The Go-Giver By Bob Burg and John David Mann If you’d like to buy this book in any format, including the audiobook version for less than $10.00, click this link:  https://amzn.to/2JpfsRd The Go-Giver tells the story of an ambitious young man named Joe who yearns for success. Joe is a true go-getter, though sometimes he feels as if the harder and faster he works, the further away his goals seem to be. Desperate to land a key sale at the end of a bad quarter, he seeks advice from the enigmatic Pindar, a legendary consultant referred to by his many devotees sim­ply as the Chairman. Over the next week, Pindar introduces Joe to a series of “go-givers”: a restaurateur, a CEO, a financial adviser, a real estate broker, and the “Connector” who brought them all together. Pindar’s friends teach Joe the Five Laws of Stratospheric Success and help him open himself up to the power of giving. Joe learns that changing his focus from getting to giving—putting others’ interests first and continually adding value to their lives—ultimately leads to unexpected returns. Imparted with wit and grace, The Go-Giver is a classic bestseller that brings to life the old proverb “Give and you shall receive.” Click the link to buy the book (available in several formats):   https://amzn.to/2JpfsRd We genuinely Want to know! (Listener questions and feedback) This is the section where you ask questions, let us know what’s on your mind or just say hello!   Are you driven to succeed? Email us at genuinedrivenwomen@gmail.com or call us at (724) DRIVEN-2 or  (724) 374-8362 and leave a voice message. We’ll use your voicemails on a future podcast! Outro: The Genuine Driven Women podcast is produced every week for your inspiration, education and enjoyment.  The show notes, and so much more, can be found at genuinedrivenwomen.com. Please subscribe to this show via iTunes, Spotify, iHeartRadio, or Google Play to receive ongoing weekly motivation to turn those dreams into goals and to reach YOUR version of success!   We’d love for you to take a couple minutes to write a review on iTunes or where ever you are listening, which will help us to reach our goal to connect with girls, young ladies, and women who need just this kind of inspiration each week.  You can also follow us on Facebook at Facebook.com/genuinedrivenwomen/, Instagram, Twitter or Linkedin to join the conversation, get to know us better, and to find about all the new things we will be announcing in the months to come. Ok, ladies - it’s time to get out there and be the best YOU that YOU can be!  

In part two of Roxanne’s sit-down with James Forman Jr., the two dive further into James’ first book Locking Up Our Own: Crime and Punishment in Black America. Forman tells us his first-hand story of the criminal justice system from his experience as a public defender and shares his incredulity over his results of Harvard’s Implicit Association Test in this season finale. Learn more about your ad choices. Visit megaphone.fm/adchoices

  See the value of diversity and boost your career with a balanced approach to your professional capability. One of the greatest challenges I face in my mission to help people like you grow and drastically improve health and safety is to bring our message to people who aren’t seeking it out, but who would benefit greatly from growing themselves.  You might know someone like that - do them a favour and tell them about Safety on Tap, and what you get out of it.  But Don't tell them not just to take your word for it, check out this recent review on iTunes: HSE Improver says 5 starts Virtual Mentor! "The Safety on Tap podcast has been a revelation for me during my long commute. It is akin to a probing mentor, generating thought as it dissects across disciplines, with health and wellbeing at its core. Some of the episodes such as the recent cast on bullying have opened up my mind, and the technique that Andrew uses to flip threat discussions into opportunities has already reaped rewards in my own continuing professional development. I would like to say a big thanks to Andrew and enjoy hearing more of your great work. " If you appreciate what we're creating here at Safety on Tap, you can also spread the word by submitting a review on iTunes or Stitcher - I am always humbled and appreciative of the feedback I get. Today's guest is Kelly Lovely, an accomplished health and safety professional, mentor and coach through Bookenz Leadership, not to mention a director on the Board of the Safety Institute of Australia.  Here we go:   I mentioned the Implicit Association Test which would provide your unconscious bias, you really need to take at least one of these tests: https://implicit.harvard.edu/implicit/australia/takeatest.html Kelly was also kind enough to create an e-book just for you, which describes the bookenz game in more detail.  You can access that here: [thrive_leads id='1516'] And speaking of improving yourself, I wanted to let you know that our friends at Art of Work have released new dates for their Master Classes across Australia, the UK and New Zealand. If you haven't heard of them, Art of Work is the company to go to if you're looking for practical support in implementing safety differently principles within your organisation. If you visit their website at artofwork.solutions, you'll see a range of Master Classes that will help you to shift the conversation away from controls and constraints and towards a more proactive and appreciative approach.  

In this episode, I talk to Rich Mendelson about diversity, performance management, education, research, and the halo effect. Episode Links: Rich on TwitterRich on LinkedInKeiser UniversityTake an Implicit Association Test from Harvard

Is there a part of ourselves that we don't acknowledge, that we don't even have access to and that might make us ashamed if we encountered it? We begin with a woman whose left hand takes instructions from a different part of her brain. It hits her, and knocks cigarettes out of her hand and makes her wonder: who is issuing the orders? Is there some other "me"in there I don't know about? We then ask this question about one of the central problems of our time: racism. Scientific research has shown that even well meaning people operate with implicit bias - stereotypes and attitudes we are not fully aware of that nonetheless shape our behavior towards people of color. We examine the Implicit Association Test, a widely available psychological test that popularized the notion of implicit bias. And we talk to people who are tackling the question, critical to so much of our behavior: what does it take to change these deeply embedded concepts? Can it even be done?

Darren takes a deep dive into the Implicit Association Test to see if it really does measure our unconscious levels of prejudice and assess implicit bias. Cristina explores whether there’s a chance she may get arrested if she takes photos of the night-lit Eiffel Tower on an upcoming trip to Paris. Finally, Adam explores a common news story that comes up around St. Patrick’s Day regarding Irish slavery in America.

Jesse and Brittany discuss recent events at Costco, Ben from California's voicemail regarding the Virginia shooting, Rowan County Clerks Casey and Kim Davis' continued refusal to provide marriage licenses in their counties, reports that suggest Ashley Madison was just a bunch of dudes talking to each other, Dollemocracy '16 featuring Dan From California's confusion about... The post I Doubt It #152 – “Costco Savior/Germs, VA Shooting Voicemail, Rowan County & Ashley Madison Follow-Up, Dollemocracy '16 w/ Donald Trump, Hillary Clinton, and Bernie Sanders, Pew Research Center's Implicit Association Test Data, and John Cena is Takin' Care of Biz.” appeared first on I Doubt It Podcast.

It’s our back to school episode. We pick up in the middle of a conversation about the order of the months of the calendar and then turn to our main topic: how to teach law. With Mehrsa Baradaran we delve into why classes might turn on you, how to manage the awkward student-teacher relationship, and presumptions of competence and incompetence. We dig into Mehrsa’s Teaching While Woman blog post and all our experiences with privileges, failures, and successes. First names, last names, cold-calling? Authenticity, professionalism, and, obviously, nudist colonies. Also: Mehrsa’s aspiration to be the Postmaster General and Joe’s to be, somehow, a “Lord High Chancellor." This show’s links: Mehrsa Baradaran’s faculty profile and last appearance on Oral Argument The Solar Hijra calendar and the Islamic calendar Mehrsa Baradaran, Teaching While Woman Lyrissa Lidsky, Ten (okay, Nineteen) Tips for New Law Professors Jodi Kantor, Harvard Business School Case Study: Gender Equity Wikipedia on Implicit association testing Project Implicit Paul Ford, How to Be Polite Christian’s imagined monocle-based approach to formality in the classroom: The Postmaster General and Executive Leadership Team (note: The current Postmaster General is Patrick Donahoe.) About the office of the Postmaster General (including information concerning the first Postmaster General, no spoilers, but…) Special Guest: Mehrsa Baradaran.

In 2012, an interdisciplinary team of scientists at the University of Oxford reported that, based on their clinical experiment, the beta-blocker drug, Propranolol, could reduce implicit racial bias among its users. Whites were given a single oral dose of the drug, then asked to complete the Implicit Association Test, a reliable measure of racial prejudice. Relative to the placebo, those who were given Propranolol experienced no indicators of implicit racial bias. Though the researchers warned of the danger in biological research being used to make a “more moral society,” they also asserted “such research raises the tantalizing possibility that our unconscious racial attitudes could be modulated using drugs.” Shortly after the experiment, an article in Time Magazine, citing the study, asked the question that frames our project: Is racism becoming a mental illness? My new book project traces the genealogies of race and racism as psychopathological categories from mid-19th century Europe and the United States up to the aforementioned clinical experiment at the University of Oxford. Using historical, archival, and content analysis, we provide a rich account for how the 19th century ‘Sciences of Man’, including anthropology, medicine, and biology, used race as a means of defining psychopathology at the very beginning of modern clinical psychiatry and subsequently how these claims about race and madness became embedded within claims of those disciplines that deal with mental health and illness. Finally, we describe the contemporary shift in explaining racism occurring since the end of World War II – from that of a social, political, and cultural consequence to that of a pathological byproduct.

For the last 15 years, Brian Nosek has been studying the hidden biases, preferences and thought patterns that lurk just below the threshold of self-awareness. Those unconscious attitudes are often at odds with our conscious account of ourselves, yet they may influence our outlook, our choices and even our actions. One of the tools Nosek and colleagues have used to expose latent racial preferences and other forms of bias is a simple online test, the Implicit Association Test, or IAT. In this edition of the show, I take the test myself and talk to Brian about implications of his research for our understanding of the mind, decisionmaking, politics and society.

Stereotyping - prejudice - discrimination. Explicit vs. implicit attitudes. Attitude measurement. Implicit Association Test.