Podcasts about implicit association test

My guest today is Lee Jussim , Distinguished Professor of Psychology at Rutgers and one of social psychology's most persistent internal critics. And he's also a fellow Substacker, so go and check out his excellent publication Unsafe Science on Substack after the podcast. I highly recommend it.For decades, Jussim has challenged a powerful story inside his own field. Social psychology often treated stereotypes as false by definition, implicit bias as a hidden force explaining discrimination, and ordinary human judgment as something suspect — something experts had to diagnose and correct.Jussim's work points in the opposite direction. He argues that many demographic stereotypes are in fact statistically accurate, that this is one of the largest and most replicable findings in social psychology, and that the Implicit Association Test does not measure what its strongest proponents claimed it measured: hidden racism that reliably predicts discriminatory behavior. Ordinary people, in his telling, often read social reality far better than the discipline wanted to believe.In this conversation, we talk about stereotype accuracy, implicit bias, DEI, academic conformity, and what happens when a science built to study bias becomes blind to its own.It is an American debate, but not only an American one. Much of what Lee Jussim describes is just as relevant to Swedish universities and research: ideological consensus passing as expertise, fragile findings hardening into policy, and the difficulty of questioning either.Check out Lee Jussim's publication Unsafe Science:Find him on X: @psychrabbleOberoende endast tack vare erVi är nu över 25 000 prenumeranter här – och antalet växer stadigt. Rak höger med Ivar Arpi och Under all kritik ligger båda konsekvent på topp-20 bland nyhetspoddar i Sverige. Det är helt och hållet er förtjänst – tack för det!Skillnaden mot de flesta andra på topplistan är tydlig: medan de har public service-miljarder eller stora tidningshus med presstöd och annonsintäkter i ryggen, så har vi bara er. Konkurrensen är snedvriden, men ni har visat att det går att bygga något nytt. Vi är helt självständiga – tack vare er.Som ni märkt har vi nu tagit nästa steg med en videosatsning, som kommer ge ännu mer innehåll för betalande prenumeranter framöver. Redan i dag får du flera poddavsnitt i veckan – ofta med video – och minst en text, ibland fler.Vill du vara med och bygga vidare? Bli betalande prenumerant genom att klicka på den gröna knappen.Den som vill stötta oss på andra sätt än genom en prenumeration får gärna göra det med Swish, Plusgiro, Bankgiro, Paypal eller Donorbox.Swishnummer: 123-027 60 89Plusgiro: 198 08 62-5Bankgiro: 5808-1837Utgivaren ansvarar inte för kommentarsfältet. (Myndigheten för press, radio och tv (MPRT) vill att jag skriver ovanstående för att visa att det inte är jag, utan den som kommenterar, som ansvarar för innehållet i det som skrivs i kommentarsfältet.) This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.enrakhoger.se/subscribe

We're very sorry about the disrupted service over this summer! It's been hectic with work and a house move and various things. To tide you over, here's a formerly paywalled episode: our very first one.…If you've ever done a diversity training session at work, you'll almost certainly have learned about unconscious bias, microaggressions, stereotype threat, and trigger warnings. Prejudice, racism, and trauma are apparently simmering constantly, just under the surface of our conscious minds.It turns out that each of these concepts has been subject to a lot of scientific research. It also turns out, perhaps unsurprisingly, that they're all extremely controversial. In this first paid-subscriber-only episode of The Studies Show, Tom and Stuart look at each of them in turn and try to decide which of them—if any—stand up to scrutiny.To listen to the full version of this episode and see the show notes, you'll need to be a paid subscriber to The Studies Show podcast on Substack. See below, or go to www.thestudiesshowpod.com/subscribe, for the options.If you're already a paid subscriber: thank you!Show Notes* Unconscious bias:* The Implicit Association Test at Harvard* The 2019 meta-analysis on experiments that try to change implicit, explicit, and behavioural biases* Article by Patrick Forscher, meta-analysis co-author, on unconscious bias training in CapX* Equality & Human Rights Commission Report on unconscious bias training* Microaggressions:* Original 2007 American Psychologist paper on microaggressions* Scott Lilienfeld's 2017 critique of microaggression research* His article in Aeon summarising the critique* Response to Lilienfeld by Monnica Williams* Lilienfeld's reply to Williams* Stereotype threat:* In the UK, girls now do better than boys at maths* 2015 meta-analysis on sex-related stereotype threat for maths* 2018 follow-up study by the same authors* 2019 meta-analysis on sex- and race-related stereotype threat* Planned meta-analysis on the decline effect in stereotype threat research* Trigger warnings:* The 2023 meta-analysis on trigger warning research* Scott Alexander on “The Wonderful Thing About Triggers”* Jonathan Haidt and Greg Lukianoff's book The Coddling of the American MindCreditsThe Studies Show is produced by Julian Mayers at Yada Yada Productions. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.thestudiesshowpod.com/subscribe

Today's episode features guest host Michael Upshall (guest editor, Charleston Briefings) who talks with Brian Nosek,  Executive Director, Center for Open Science. Brian is co-founder of three different non-profit organizations: The Center for Open Science, Project Implicit and the Society for the Improvement of Psychological Science, all of which are centered around advancing research and education on implicit bias, improving research culture, transparency, integrity and reproducibility.   He also co-developed the Implicit Association Test, a method that advanced research and public interest in implicit bias. Brian is also a social psychologist and professor of psychology at the University of Virginia. In this interview, he talks about these roles and how they intersect. https://www.linkedin.com/in/mupshall/ https://www.linkedin.com/in/brian-nosek-682b17114/ Keywords:  #COS #OpenScience #OpenSource #OpenResearch #Research #ResearchCulture #FutureOfResearch #ScientificIntegrity #Reproducibility #Transparency  #ResearchIntegrity #BehavioralScience #ImplicitBias #SocialPsychology #AcademicResearch #OpenAccess #HigherEducation #LibraryInnovation #Innovation #LibraryJobs #career #collaboration #scholcomm #ScholarlyCommunication #libraries #librarianship #LibraryNeeds #LibraryLove #ScholarlyPublishing #AcademicPublishing #publishing #LibrariesAndPublishers #podcasts

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

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.

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.

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

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

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 ...

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  

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!

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!

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 ...  

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.

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.