Podcasts about Mahzarin Banaji

Is it true that you can't teach an old dog new tricks? Absolutely not; Research shows that people can and do make dramatic shifts at nearly every life stage. Sometimes that change is intentional and other times it happens without our awareness. In this episode, host Samantha Laine Perfas speaks with psychiatrist Bob Waldinger, educator Rick Weissbourd, and experimental psychologist Mahzarin Banaji about how embracing change can lead to a better life.

 Discriminatory and racial behavior may be learned in children as young as three years old, according to Mahzarin Banaji (a psychologist, brain researcher, and racism and physical prejudice expert from Harvard University).  Children are quick to demonstrate racist behavior and form connectivity between negative biases following exposure to episodes of discrimination.Become a supporter of this podcast: https://www.spreaker.com/podcast/racism-white-privilege-in-america--4473713/support.

Mahzarin Banaji and Frank Dobbin wrote "Why DEI Training Doesn't Work—and How to Fix It" in the Wall Street Journal. Key TakeawaysOver the last 50 years in America, conscious prejudice has improved significantly but implicit bias has not.DEI training fails when they 1) use implicit-bias education to shame trainees for holding stereotypes and 2) seek to solve the problem of bias by invoking the law to scare people about the risk of letting bias go unchecked."Making people feel ashamed can lead them to reject the message. Thus people often leave diversity training feeling angry and with greater animosity toward other groups (“There's no way I'm biased!”). And threats of punishment, by the law in this case, typically lead to psychological “reactance” whereby people reject the desired behavior (“Nobody's telling me what I can't say!”). This kind of training can turn off even supporters of equal-opportunity programs."Training programs should empower managers to counter biases."DEI training can't squelch implicit bias; nothing short of changing people's life experiences can do that. But when done right, implicit-bias education can alert students to the fact that people committed to equality nonetheless hold biases. And that knowledge can, in turn, motivate them to reshape their workplaces to counter discrimination by democratizing key parts of the career system."Leadership Voyagesite: leadership.voyageemail: StartYourVoyage@gmail.comyoutube: https://www.youtube.com/@LeadershipVoyagelinkedin: https://www.linkedin.com/in/jasonallenwick/, https://www.linkedin.com/company/leadership-voyage-podcast/music: by Napoleon (napbak)https://www.fiverr.com/napbakvoice: by Ayanna Gallantwww.ayannagallantVO.com========== Instacart - Groceries delivered in as little as 1 hour. Free delivery on your first order over $35.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

Learn more about Jeffrey Pfeffer and where you can buy or listen to his books: JeffreyPfeffer.com EPISODE 25 – Dana Carney, Professor & Director of the Institute for Personality and Social Research at UC Berkeley's Haas School of Business SHOW NOTES: Dana Carney, a world-leading expert on body language, is a professor at the Haas School at UC Berkeley who also runs the Institute of Personality and Social Research. She shares the most up-to-date tips on the strategic use of body language and facial gestures to persuade other people about your power or an issue. In this episode, you'll learn about: Why people respond to others based on how they look The data shows that taller and good-looking people make more money The why and how people look and come across through gestures The 43 cues that have nothing to do with power The 9 cues that have everything to do with power How to differentiate between who has power and who does not What, in addition to access to and control over resources, creates power What to be careful of if you're taller or bigger Non-selfish, pro-social reasons for mastering your body language Myths and facts around eye contact Why Anna Wintour wears sunglasses to fashion shows The visual dominance ratio Behavioral nudge action planning Physiognomic cues that influence power Why body language, how people look, and the gestures they make are so important Nonverbal communication within the animal kingdom GUEST BIO: Dana R. Carney is a Professor and the Director of the Institute for Personality and Social Research at the University of California, Berkeley in the Haas School of Business. She is also an affiliate Professor in the Department of Psychology and the Department of Cognitive Sciences. Carney is one of the world's leading experts on nonverbal behavior.  Professor Carney's fresh, modern approach to nonverbal behavior has made her the go-to figure in this space, serving as a consultant for corporate seminars, and academic gatherings. From Blackrock Advisors to the Los Alamos National Lab, Carney has consulted private equity, tech firms, and small businesses alike, in addition to speaking at many academic conferences and at most major Universities in the U.S. and beyond. Carney's catchy and informative videos on nonverbal behavior have skyrocketed her account practically overnight, @danarosecarney, to 64K followers over a half a million total likes. She has been featured in Men's Health, Time Magazine, Forbes India, Reader's Digest, Quartz, World Bank Blogs, Business Insider, Entrepreneur, Muse and many more (NYT, WSJ, etc.). Prior to serving on the faculty at UC Berkeley, Carney was an Assistant Professor at Columbia University's Graduate School of Business. She was a postdoctoral fellow at Harvard in the Psychology Department working with esteemed colleagues such as Mahzarin Banaji (implicit bias expert and author of the bestselling book Blindspot) and Wendy Berry Mendes. She received her PhD in Experimental Psychology from Northeastern University (working with the world's expert on the link between nonverbal communication and power, Judith A. Hall) and her master's degree at California State University (working with the world's experts on the link between nonverbal communication and each anxiety and social skills, Jinni A. Harrigan and Ronald E. Riggio, respectively). She received her B.A. from the University of San Francisco (working with one-half of the team of Maureen O'Sullivan and Paul Ekman—the world's leading experts for over 60 years on the nonverbal cues associated with and accurate detection of deception). Professor Carney is currently in the final stages of writing a popular book on nonverbal behavior. Nonverbal communication is, at once, much more complex and much more interesting than the media would have the public believe. https://www.linkedin.com/in/danarosecarney   Produced by The MunnAvenuePress.com  

In the second part of our series on implicit bias, we explore the relationship between beliefs and behaviors. We also talk with psychologist Mahzarin Banaji about whether research on implicit bias tells us more about groups than it does about individuals.To learn more:Project ImplicitOutsmarting Implicit BiasHow do your beliefs about the world shape your reality, and your well-being? Be sure to listen to our recent episode about primal world beliefs for insights on that question. And if you enjoy our work, please consider supporting it. Thanks!

Would you consider yourself to be prejudiced against people who are different from you? Most of us would say no. But in the late 1990s, researchers created a test to measure biases that may be hidden from our conscious minds. Millions of people have taken it since, and not everyone likes what they've discovered. This week, we launch a two-part look at implicit bias with psychologist Mahzarin Banaji. We ask how is it that we can hold negative stereotypes — without being aware of them.To learn more:Project ImplicitOutsmarting Implicit BiasDid you hear all the episodes in our Happiness 2.0 series? Be sure to check out our conversation about awe, and how we can cultivate more of it in our lives. And if you like our work, please consider supporting it. Thanks!   

This week in the China Shop, Micah Kessel, CEO of Empathable stops by for an interesting discussion on empathy and how it can affect the bottom line of corporations of any size. Micah also shows us how to spot companies with poor culture by looking into retention rates and explains how poor empathy disproportionately affects people who aren't part of the majority. We also discuss why typical trainings are ineffective and how Empathable is taking a different approach as it works with companies like Cisco, Meta and Altria.About Micah:For nearly two decades, Micah J. Wonjoon Kessel has designed empathic experiences applying research on the science of emotions. Pioneering behavioral design in the Netherlands, he advised on experiential concepts with organizations such as Google, Disney, Microsoft, and projects for flourishing across social divides with the Finnish and Swedish governments, and the Diabetes Fund.  Currently, Micah is Design Lead at Dr. Lisa Feldman Barrett's neuroscience lab, IASLab, at Northeastern Psychology, and at Dr. Mahzarin Banaji's implicit bias research lab at Harvard Psychology. He applies this research as Executive Director of Empathable, which has created a facilitated experience and an app that is changing the paradigm of how we learn through experience, resulting in increasing empathy while decreasing bias and polarization on an organizational and national scale.Under Micah's direction, Empathable's team is a winner of the Harvard Culture Lab Innovation Fund Award in 2020, granted by their joint council of Diversity, Inclusion, and Belonging. The Empathable Experience has been shared with over 100 organizations, including the National Association of Diversity Officers in Higher Education, at the Black in Design Conference, and multiple Fortune 50 companies. He has presented his work at Harvard Medical School, the Society for Neuroscience and Creativity, The Boston Museum of Science, Darden School of Business, and was a 2019 Byron fellow. Micah speaks English, German, Italian, Dutch, Flemish, and some French and enjoys speaking and writing on the topic of experience and subjective realism. Guest Links:Empathable WebsiteMicah Kessel's WebsiteSocial Links:Follow Empathable on TwitterFollow Empathable on InstagramFollow Empathable on LinkedInIf you enjoyed this week's guest, check out our directory for other amazing interviews we've done in the past!If you like our show, please let us know by rating and subscribing on your platform of choice!If you like our show and hate social media, then please tell all your friends!If you have no friends and hate social media and you just want to give us money for advertising to help you find more friends, then you can donate to support the show here!Paypal donation linkChina Shop Links:2 Bulls DiscordChina Shop MerchGuest DirectoryAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Psychology and neuroscience have proven that our minds do things on autopilot. These shortcuts (or heuristics) are laden with unconscious biases, which are juxtaposed to our self identity as a “good” person; one that isn't racist, sexist or homophobic. Dolly Chugh believes we should set a higher standard for ourselves by being good-ish people. By implementing a Growth Mindset, a concept pioneered by Carol Dweck, we don't hang on too tightly to our identity. We learn to change, and to be taught and to grow.   Dolly Chugh is an award-winning associate professor and social psychologist at the Stern School of Business at New York University. Her research focuses on the “psychology of good people”. How and why most of us, however well-intended, are still prone to race and gender bias, as well as what she calls “bounded ethicality.”     Kurt and Tim sat down with Dolly for this episode in Spring 2021 to talk about the concept of “good-ish” which is a central theme to her book The Person You Mean to Be: How Good People Fight Bias. In subsequent episodes we have referenced Dolly's interview and work many times, so we wanted to republish her episode so you can enjoy listening to her insights again.   In our conversation with Dolly we learn about her beautiful analogy of headwinds and tailwinds that describe the invisible biases and systemic issues that many people in our world face. She explains the “Hmmm Framework” that she came up with after the January 6th Attack on the Capitol. And, of course, we discuss music and how Dolly incorporates it into her teaching and her writing.   In our focused Grooving Session, Tim and Kurt extract the meaningful ways that we can apply Dolly's work into our everyday lives. We summarize the key parts of our interview with her and how we can each challenge ourselves to find our good-ish groove!   What You Will Learn from Dolly Chugh  (2:41) Speed round questions (4:12) What is the difference between good and good-ish?  (9:09) Why is a growth mindset so difficult? (12:28) Why we should integrate psychology more into our educational and political systems (15:48) How systemic racism and unconscious bias are related (29:12) Hmmm Framework and thought experiments (34:04) How do we discover our own blind spots? (38:58) How Dolly incorporates music into her teaching and writing (43:21) Applications from our interview with Dolly in our Grooving Session: Step back and be intentional, use “when...then…” statements. Don't hold on so tightly to our identity and the status quo. Thought experiments to unveil our own ignorance.  The Harvard Implicit Association Test (IAT). Self audit - look at our library, our magazines, our TV shows, what we talk about with friends. How are we showing up in the world? Are we being intentional with where we put our effort? © 2022 Behavioral Grooves   Links Dolly Chugh: http://www.dollychugh.com/about-dolly  Dolly Chugh, The Person You Mean to Be: How Good People Fight Bias https://amzn.to/35tGwMe  Carol Dweck, Mindset, The New Psychology of Success https://amzn.to/3wDv10I  Episode 196: Living Happier By Making the World Better with Max Bazerman https://behavioralgrooves.com/episode/living-happier-by-making-the-world-better-with-max-bazerman/ Mahzarin Banaji https://psychology.fas.harvard.edu/people/mahzarin-r-banaji  Molly Kern https://www.molly-kern.com/  Happy Days https://www.youtube.com/watch?v=Ee0gziqT2Yk&ab_channel=ChiefScheiderChiefScheider  Grey's Anatomy https://youtu.be/dSGLObjyFvA  Steve Martin and Nuala Walsh, Episode 209: GAABS and Improving the Future for Every Applied Behavioral Scientist https://behavioralgrooves.com/episode/improving-the-future-for-every-applied-behavioral-scientist/ Katy Milkman, How to Change https://amzn.to/3wDZHzc  Confronting the legacy of housing discrimination https://www.cbs.com/shows/cbs_this_morning/video/vLnaRgBIed_ph_NxZa2ZaivfdC_FeD1f/white-americans-confront-legacy-of-housing-discrimination/  Harvard Implicit Association Test https://implicit.harvard.edu/implicit/  Alec Lacamoire https://en.wikipedia.org/wiki/Alex_Lacamoire  Lake Wobegon Effect https://en.wikipedia.org/wiki/Lake_Wobegon  Episode 214: Observing the Non-Obvious: How to Spot Trends Around You with Rohit Bhargava https://behavioralgrooves.com/episode/the-non-obvious-rohit-bhargava/   Musical Links Hamilton “Alexander Hamilton” https://youtu.be/VhinPd5RRJw  In the Heights “Blackout” https://youtu.be/T0V2cCjf1Tk  Something Rotten! “A Musical” https://youtu.be/1KFNcy9VjQI  Bruno Mars “The Lazy Song” https://youtu.be/fLexgOxsZu0  38 Special “Hold On Loosely” https://www.youtube.com/watch?v=vJtf7R_oVaw  Buffalo Springfield “For What It's Worth” https://youtu.be/80_39eAx3z8 

Katie Couric is renowned and award-winning journalist, producer, and best-selling author. Katie is currently the Founder of Katie Couric Media, a multimedia news and production company. Katie also publishes the daily newsletter "Wake Up Call" From 2013 to 2017, Katie was Yahoo's Global News Anchor. Katie has been a host on all 3 major US TV networks — NBC News from 1989 to 2006, CBS News from 2006 to 2011, and ABC News from 2011 to 2014 — and in her early career she was an assignment editor for CNN. In addition to her TV news anchor roles , Katie has also hosted the Today show and 60 Minutes, and in 2004 Katie was also inducted into the Television Hall of Fame. In this conversation from the 2021 P&G Alumni Global Conference, Katie sat down with Marc Pritchard, P&G's Chief Brand Officer, to share their vision of a fairer and more equitable world through media and advertising. Katie speaks of the importance of accurate portrayals, images, and representation — influenced by the work of Mahzarin Banaji - who we've also featured on this podcast — on how our brains are hardwired to make associations and connections. Katie spoke of growing up with women only portrayed as stay-at-home moms and having to insist that she would not just cover cooking or fashion shows. You'll enjoy this candid conversation between two of the industries' biggest leaders in media - on the importance of change - and understanding.

The idea that people have biases that operate below the level of conscious thought is uncomfortable. But decades of research have found that many people who would never consciously agree with prejudiced statements against Black people, LGBTQ people or women can nonetheless harbor implicit biases toward these groups and others. Mahzarin Banaji, PhD, one of the pioneers of implicit bias research, talks about where implicit biases come from, the difference between implicit bias and prejudice, and which biases have lessened – and which have not – in recent years.     Links     Mahzarin Banaji, PhD     Speaking of Psychology Home Page  

John Jost talks about his childhood, education, cowboys and Indians, the psychology of political conservatism and system justification, the horseshoe theory of political orientation, ideological asymmetries, political polarization, capitalism, fear of socialism, the existence of racial microaggressions, being misunderstood by the left and the right, and the work of Ezra Klein, Mahzarin Banaji, Joshua Greene, Kurt Gray, Dan Kahan, Jonathan Haidt, and Jordan Peterson. My links: Substack: https://ideassleepfuriously.substack.com Patreon: https://www.patreon.com/Ideas_Sleep Twitter: https://twitter.com/Ideas_Sleep

“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

Your video and workplace media can have a big impact on users, but is it affecting everyone in the same way? Understanding how your media choices represent people and their experiences can help you select more diverse and inclusive images and videos that impact everyone more effectively. Jess Jackson, Racial Equity Strategist, and Megan Torrance, CEO, both of TorranceLearning, join this episode of The Visual Lounge to explain how to incorporate a diversity, equity, inclusion, and belonging (DEIB) mindset into your video and workplace media decisions. They also talk about the unique position and responsibility creators, instructional designers and those in learning and development roles have for instilling DEIB approaches within organizations. Learning points from the episode include: What is diversity, equity, inclusion and belonging? Why instructional designers and learning and development departments are vital to spreading the DEIB message How organizations (including small businesses) can embrace more inclusive and diverse practices Three key things to consider when making media choices Different approaches for tackling representation within your organization Recommended diversity, equity, and inclusion resources Important links and mentions: Resource guide: https://torrancelearning.ac-page.com/crew-workshop-access-your-resource-guide (https://torrancelearning.ac-page.com/crew-workshop-access-your-resource-guide) Torrance Learning: https://www.torrancelearning.com/ (https://www.torrancelearning.com/) Megan's Twitter: https://twitter.com/mmtorrance (https://twitter.com/mmtorrance) Jessica's Twitter: https://twitter.com/learnsjess (https://twitter.com/learnsjess) So You Want to Talk About Race by Ijeoma Oluo: https://www.amazon.com/You-Want-Talk-About-Race/dp/1580056776 (https://www.amazon.com/You-Want-Talk-About-Race/dp/1580056776) Blindspot: Hidden Biases of Good People by Mahzarin Banaji and Anthony Greenwald: https://www.amazon.com/Blindspot-Hidden-Biases-Good-People/dp/0553804642 (https://www.amazon.com/Blindspot-Hidden-Biases-Good-People/dp/0553804642) The Harvard Implicit Association Test: https://implicit.harvard.edu/implicit/takeatest.html (https://implicit.harvard.edu/implicit/takeatest.html) Camtasia asset library: https://library.techsmith.com/camtasia (https://library.techsmith.com/camtasia) Snagit asset library: https://library.techsmith.com/snagit (https://library.techsmith.com/snagit) Learn more about the TechSmith Academy https://academy.techsmith.com/?utm_source=podcast&utm_medium=social&utm_campaign=visuallounge&utm_content= diversityinclusioninvideo (here). To read the blog post on the topic or watch the video, go to: https://www.techsmith.com/blog/diversity-inclusion-in-video (https://www.techsmith.com/blog/diversity-inclusion-in-video)

In this episode of the MGMA Insights podcast, we're joined by Jessica Ellis-Wilson (https://www.linkedin.com/in/jessicaelliswilson). Jessica is a CMPE, as well as a consultant, speaker, and coach who has found through research that "Many of our daily pain points like isolation, societal disparities and inequities, and systemic bias can be assuaged – if not eliminated – by embracing empathy, compassion, and kindness for ourselves and those around us." Resources for this episode: • Compassionomics (https://www.compassionomics.com/) by Stephen Trzeciak and Anthony Mazzarelli • The Empathy Effect (https://empathetics.com/the-empathy-effect/) by Helen Riess • Blind Spot: Hidden Biases of Good People (https://www.amazon.com/Blindspot-Hidden-Biases-Good-People/dp/0345528433/) by Mahzarin Banaji and Anthony Greenwald • Jessica Ellis-Wilson's website: (https://www.pmalconsulting.com/) Sponsors: Thanks to MDVIP and to CareCloud for sponsoring this week's show. CareCloud's free revenue cycle assessment uncovers billing mistakes, so you can see how to claim every last dollar. Get your free assessment by visiting carecloud.com/assessment. MDVIP's fee-based wellness program provides a better, more personalized primary care experience for patients and physicians alike while providing consistent, stable revenue to your practice. Learn how your group can increase patient satisfaction and loyalty by visiting mdvip.com/patientloyalty If you like the show, please rate and review it wherever you get your podcasts. If you have topics you'd like us to cover or experts you'd like us to interview, email us at podcasts@mgma.com or find us on Twitter at twitter.com/MGMAInsightsPod. MGMA Insights is presented by Decklan McGee, Rob Ketcham, and Daniel Williams. Stay safe and thanks for listening.

Do you think of yourself as a “good” person? Most of us do. You probably show others kindness and respect—no matter their age, gender, sexuality, or race, right? But our unconscious biases are often more powerful than we realize. In fact, mountains of evidence show the extent to which implicit bias is ingrained in our police departments, doctor's offices and hiring committees, often to the detriment of marginalized groups. Our listener this week, Tim, has spent a lot of time thinking about his privilege as a cisgender white man and how it affects his work and his community. While he believes he no longer harbors any conscious prejudice, he's still struggling to uncover and combat his implicit biases. On this episode of How To!, guest host Celeste Headlee talks with Mahzarin Banaji, a psychologist at Harvard and the author of Blindspot: Hidden Biases of Good People. She has some tips on how to interrogate our gut feelings and consciously change the way we see people who are different from us.  If you liked this episode, check out “How To Fight Racism in Your Town.”  Do you have a problem you can't get out of your head? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Slate Plus members get bonus segments and ad-free podcast feeds. Sign up now. Learn more about your ad choices. Visit megaphone.fm/adchoices

Do you think of yourself as a “good” person? Most of us do. You probably show others kindness and respect—no matter their age, gender, sexuality, or race, right? But our unconscious biases are often more powerful than we realize. In fact, mountains of evidence show the extent to which implicit bias is ingrained in our police departments, doctor's offices and hiring committees, often to the detriment of marginalized groups. Our listener this week, Tim, has spent a lot of time thinking about his privilege as a cisgender white man and how it affects his work and his community. While he believes he no longer harbors any conscious prejudice, he's still struggling to uncover and combat his implicit biases. On this episode of How To!, guest host Celeste Headlee talks with Mahzarin Banaji, a psychologist at Harvard and the author of Blindspot: Hidden Biases of Good People. She has some tips on how to interrogate our gut feelings and consciously change the way we see people who are different from us.  If you liked this episode, check out “How To Fight Racism in Your Town.”  Do you have a problem you can't get out of your head? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Slate Plus members get bonus segments and ad-free podcast feeds. Sign up now. Learn more about your ad choices. Visit megaphone.fm/adchoices

*Don't forget to rate, review, and subscribe to the podcast!* Hi everyone! Thank you so much for coming back to listen to another episode. This week I'm talking to Justin Graves about ableism, micro aggressions, and how we can support the community of people with disabilities. I loved recording this episode. Justin is always fun to talk to and I think this was a great start to a new chapter with Purple Diary. Please go watch the video version and subscribe to the YouTube channel! Justin, thank you SO much for being my guest this week. I cannot express how much it means to me that you took the time to record this WHILE IN THE HOSPITAL. I hope you're feeling better soon. You're the best! Link to video podcast: https://youtu.be/ad7JNQeNte4 IG: @bydaniellerichardson Email: danielletrichardson@gmail.com (contact me if you want to be on an episode or if you have any feedback/episode ideas!) Justin's IG: @hesonwheels Recommended Books: Disability Visibility by Alice Wong, Blind Spot by Anthony Greenwald and Mahzarin Banaji, A Disability History of the United States by Kim E. Nielsen, Together by Vivek Murthy Recommended IG Accounts: @diversability @disabilityinsight @aapdofficial Special thanks to Dara Michelle and Mayah Dyson for allowing me to use their work for the podcast! They're so talented! Everyone go support their art! Dara's art: drawnbydara.com -- You can order prints, stickers, etc and you can get personal commissions! Mayah's music: @mayahdyson & mayahdyson.com -- check out her new single called I Won! Thank you so much for listening. Talk to y'all next week

Dolly Chugh is an award-winning associate professor and social psychologist at the Stern School of Business at New York University. Her research focuses on the “psychology of good people”. How and why most of us, however well-intended, are still prone to race and gender bias, as well as what she calls “bounded ethicality.”   Dolly sits down with Kurt and Tim on this episode, to talk about the concept of “good-ish” which is a central theme to her book The Person You Mean to Be: How Good People Fight Bias https://amzn.to/35tGwMe. Psychology and neuroscience have proven that our minds do things on autopilot. These shortcuts (or heuristics) are laden with unconscious biases, which are juxtaposed to our self identity as a “good” person; one that isn't racist, sexist or homophobic. Dolly believes we should set a higher standard for ourselves by being good-ish people. By implementing a Growth Mindset, a concept pioneered by Carol Dweck, we don't hang on too tightly to our identity. We learn to change, and to be taught and to grow. In our conversation with Dolly we learn about her beautiful analogy of headwinds and tailwinds that describe the invisible biases and systemic issues that many people in our world face. She explains the “Hmmm Framework” that she came up with after the January 6th Attack on the Capitol. And, of course, we discuss music and how Dolly incorporates it into her teaching and her writing. In our focused Grooving Session, Tim and Kurt extract the meaningful ways that we can apply Dolly's work into our everyday lives. We summarize the key parts of our interview with her and how we can each challenge ourselves to find our good-ish groove! What You Will Learn from Dolly Chugh  (2:41) Speed round questions (4:12) What is the difference between good and good-ish?  (9:09) Why is a growth mindset so difficult? (12:28) Why we should integrate psychology more into our educational and political systems (15:48) How systemic racism and unconscious bias are related (29:12) Hmmm Framework and thought experiments (34:04) How do we discover our own blind spots? (38:58) How Dolly incorporates music into her teaching and writing (43:21) Applications from our interview with Dolly in our Grooving Session: Step back and be intentional, use “when...then…” statements. Don't hold on so tightly to our identity and the status quo. Thought experiments to unveil our own ignorance.  The Harvard Implicit Association Test (IAT). Self audit - look at our library, our magazines, our TV shows, what we talk about with friends. How are we showing up in the world? Are we being intentional with where we put our effort? © 2021 Behavioral Grooves Links Dolly Chugh: http://www.dollychugh.com/about-dolly  Dolly Chugh, The Person You Mean to Be: How Good People Fight Bias https://amzn.to/35tGwMe  Carol Dweck, Mindset, The New Psychology of Success https://amzn.to/3wDv10I  Episode 196: Living Happier By Making the World Better with Max Bazerman https://behavioralgrooves.com/episode/living-happier-by-making-the-world-better-with-max-bazerman/ Mahzarin Banaji https://psychology.fas.harvard.edu/people/mahzarin-r-banaji  Molly Kern https://www.molly-kern.com/  Happy Days https://www.youtube.com/watch?v=Ee0gziqT2Yk&ab_channel=ChiefScheiderChiefScheider  Grey's Anatomy https://youtu.be/dSGLObjyFvA  Steve Martin and Nuala Walsh, Episode 209: GAABS and Improving the Future for Every Applied Behavioral Scientist https://behavioralgrooves.com/episode/improving-the-future-for-every-applied-behavioral-scientist/ Katy Milkman, How to Change https://amzn.to/3wDZHzc  Confronting the legacy of housing discrimination https://www.cbs.com/shows/cbs_this_morning/video/vLnaRgBIed_ph_NxZa2ZaivfdC_FeD1f/white-americans-confront-legacy-of-housing-discrimination/  Harvard Implicit Association Test https://implicit.harvard.edu/implicit/  Alec Lacamoire https://en.wikipedia.org/wiki/Alex_Lacamoire  Lake Wobegon Effect https://en.wikipedia.org/wiki/Lake_Wobegon  Episode 214: Observing the Non-Obvious: How to Spot Trends Around You with Rohit Bhargava https://behavioralgrooves.com/episode/the-non-obvious-rohit-bhargava/ Musical Links Hamilton “Alexander Hamilton” https://youtu.be/VhinPd5RRJw  In the Heights “Blackout” https://youtu.be/T0V2cCjf1Tk  Something Rotten! “A Musical” https://youtu.be/1KFNcy9VjQI  Bruno Mars “The Lazy Song” https://youtu.be/fLexgOxsZu0  38 Special “Hold On Loosely” https://www.youtube.com/watch?v=vJtf7R_oVaw  Buffalo Springfield “For What It's Worth” https://youtu.be/80_39eAx3z8 

With Dario Cristiano This episode is brought to you in cooperation with Advance. Understanding that equality in the workplace starts at home, several companies offer parental leave programs for men that go beyond the current legal requirements of two weeks. Sadly though, such offers are often not used by men for fear of the professional consequences to their careers. Yet, studies have shown that when fathers take paternity leave, mothers return to work more easily, female employment is higher, and the earning gap between men and women is lower. And, as the French INSEE Institute analyzed, although men in 2010 spend more time with their children, so do women. Leading to inequalities that remain largely the same: and women still spending twice as much time on household chores and care activities compared to men. P&G, the company behind brands like Pampers, Ariel, Gillette, or Oral-B, with Headquarters in Geneva,created the #Sharethecare program to address just that and has heavily invested in encouraging their employees to take advantage of this program. Dario Cristiano, the Site HR Director at the Geneva Headquarter of P&G, was one of the first to take advantage of this program that allows new fathers or domestic partners in same-sex couples, 8-week fully paid leave within the first 18 months of the child being born or adopted. In my conversation with him, he talks about what it meant for him as well as what fears he had and how he overcame them. “I was the first person in my whole family, my circle of friends, even at P&G I was one of the first to take [the parental leave]. It came with a lot of unknowns about what it would mean for me. But after I convinced myself, I had the feeling I had to convince everyone else around me, my manager, my colleague that it was the right thing for me.” What you will learn · How taking parental leave can serve you in a professional setting by teaching you new skills, such as resilience, leading in uncertainty, problem-solving, patience, foresight, … · About the four key moments before and after the parental leave: The Decision-Making, The Request, The Leave, The Return to Work · Obvious things are underestimated in their impact Tips · Listen more, be open to learn · Don't let society dictate what is right for you · Get educated about Dominant Culture, Unconscious Bias, Privilege (see resources below) Resources About P&G and their #Sharethecare Program: · P&G - Shifting Cultural Norms - Gender Equality Begins at Home - We advance Cas Study Other resources to continue the Equality & Inclusion journey learning on Dominant Culture, Unconscious Bias, Privilege · Blind Spot by Mahzarin Banaji and Anthony Greenwald · Fair Play: A Game-Changing Solution for When You Have Too Much to Do (and More Life to Live) by Eve Rodsky · Thinking, Fast and Slow by Daniel Kahneman · What Works by Iris Bohnet Further resources can be found on the Fish in the Boardroom website Find Dario online LinkedIn Procter & Gamble Biography Dario Cristiano joined Procter & Gamble 12 years ago in his Home Country, Italy. Over those years, he has been working in Italy and Switzerland in a variety of roles in the Human Resources function. Dario is currently Human Resources Director for Geneva Business Center and is a committed partner on Equality & Inclusion activities at P&G.

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

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

For full show notes and information about the hosts, please visit www.leahchapman.org/podcasts/s5e6In this episode Andrew & Leah interview Jay Medenwaldt about what psychology can contribute to apologetics. We talk about Jay’s conversion to faith and how he began studying apologetics & psychology. We learn about what psychology brings to apologetics tactics, the design argument, and having better conversations.The segments are presidential election themed from non-human candidates to charitable actions across party lines.Jay Medenwaldt is a social psychology Ph.D. student at Baylor, has an M.Div. in apologetics, ethics, and biblical studies, and M.A. in psychological sciences. Jay served in the Air Force for nine years as a behavioral scientist, which included teaching (intro to psychology and leadership psychology) at the Air Force Academy and conducting research.Support:Patreon: www.patreon.com/leahdchapmanOne-Time Gift: www.leahchapman.org/donateLet’s get social!Follow me on…Instagram: www.instagram.com/apologeticssimplifiedFacebook: www.facebook.com/apologeticssimplifiedTwitter: www.twitter.com/ApoloSimplifiedLet’s get social!Follow us on…InstagramFacebookTwitterConnect with Jay:Facebook: www.facebook.com/PsychApologistInstagram: www.instagram.com/psychapologist/Twitter: www.twitter.com/jaymedenwaldtWebsite: http://www.jaymedenwaldt.com/Recommend Resource:How to Win Friends & Influence People by Dale Carnegie: https://www.amazon.com/dp/0671027034?tag=apologetics08-20&linkCode=osi&th=1&psc=1Thinking, Fast and Slow by Daniel Kahneman: https://www.amazon.com/dp/0374533555?tag=apologetics08-20&linkCode=osi&th=1&psc=1Predictably Irrational by Dan Ariely: https://www.amazon.com/dp/0061353248?tag=apologetics08-20&linkCode=osi&th=1&psc=1Blindspot: Hidden Biases of Good People by Mahzarin Banaji & Anthony Greenwald: https://www.amazon.com/dp/0345528433?tag=apologetics08-20&linkCode=osi&th=1&psc=1Influence: Science & Practice by Robert Cialdini: https://www.amazon.com/dp/0205609996?tag=apologetics08-20&linkCode=osi&th=1&psc=1Guests and their recommended resources may or may not reflect the views of Leah or Andrew.

In this episode, we discuss the book "Blindspot: Hidden Biases of Good People", by Mahzarin Banaji and Anthony Greenwald. You may expect some new psychology vocabulary and a lot of discussion about stereotyping and its potential harms. If you wish to take the implicit association test (IAT) , here's a link where you can do so: https://implicit.harvard.edu/implicit/takeatest.html

In this episode, I go in-depth with Mahzarin Banaji on her life story. Mahzarin started off just about as far away from life as a Harvard professor as you can imagine. And while she's a superstar of social psychology now, her introduction to the field was a chance encounter with a set of the five volume Handbook of Social Psychology, which she haggled down to a dollar per book at a random market in a train station. She's a truly fascinating human being, as well as a top-notch scientist. More info: codykommers.com/podcast

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

Hosts Jay & Arjun discuss the power of the collective unconscious and finding self-worth through our shared history.Tune in to learn about the science of becoming more aware, how to go from "vision board" to abundances, how to overcome projections and stereotypes, and the importance of re-connecting with the Earth and the Universe.If you enjoy this podcast, please share it with someone you know, rate it 5 stars, and subscribe on Apple Podcasts and Spotify.Connect with @risinglaterally on YouTube, Twitter, and Instagram.Thinkers Referenced In This Episode:Lacy PhillipsSigmund FreudCarl JungAlan WattsEckhart TolleArkan LushwalaNoam ChomskyThomas BerryBooks Referenced In This Episode:"Blindspot: Hidden Biases of Good People" by Mahzarin Banaji and Anthony G. Greenwald"The Hierarchy of Heaven and Earth" by Douglas Harding

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

Megan and Cristina speak with Janelle Tarasewicz, principal consultant at Aperture-EQ, https://apertureeq.com about implicit bias in the workplace. This enlightening conversation references several books worth reading including White Fragility by Robin DiAngelo and Blindspot: Hidden Bias of Good People by Anthony Greenwald and Mahzarin Banaji.

In this episode, Jen is joined by her friend and colleague Kaya Mindlin to discuss the Bhagavad Gita and how to fully and authentically show up for social justice while staying true to one’s dharma. In this sweeping conversation that, at times, adopts the atmosphere of a workshop, Jen and Kaya discuss:how to embrace the discomforts of learning, the setting and themes of the Bhagavad Gita, what is yoga, understanding the mind through the lens of the Gunas, what the Vedas can tell us about the origins of implicit bias and how we can overcome them, ancestral work, and how the Gunas shed light on some of the ways we may be missing the mark when it comes to our activism. About Guest Host, Kaya MindlinKaya Mindlin is a Yoga therapist and educator who has been teaching the “softer side of yoga” for 19 years. Her background includes thousands of hours of in-depth study with masters in the Vedic Tradition - including Therapeutic Yoga, Ayurveda, Vedic Astrology, Sanskrit and Yogic Texts, Vedanta and Tantra. Kaya makes traditional teachings powerfully meaningful for yogis living a modern life. Her warm and intelligent approach inspires dedicated yogis and teachers in every aspect of life. Kaya's students are often longtime seekers who resonate with her storytelling, technical acumen and mothering bhava. She is committed to supporting spiritual growth and resolving misleading messages in the popular Yoga world through her programs. Kaya lives in the Pacific Northwest with her husband, Vedic Astrologer Michael Manzella and their children.Links & Resources MentionedKaya’s Website & Instagram The Nectar of the Gita Online CourseUse Coupon Code skillfulmeanspodcast20 for 20% offBlindspot: Hidden Biases of Good People by Mahzarin Banaji & Anthony GreenwaldImplicit Social Attitudes Test from Project Implicit, Harvard UniversityResmaa Menakem on On Being with Krista Tippet~~You can find us on Facebook and Instagram, or send us your comments at feedback@skillfulmeanspodcast.com.

Mathematical models of the world — be they in physics, economics, epidemiology — capture only details that researchers notice and deem salient. Rather than objective claims about reality, they encode (and thus enact) our blind spots. And the externalities created by those models — microscopic pathogens invisible to the naked eye, or differences in the social network structures of two neighborhoods, or food webs disrupted by urban development — have a way of biting back when we ignore them. Structural inequality created by an insufficient model jeopardizes not just the ones left off the map, but the entire systems in which they participate. Science fiction author Philip K. Dick put it well when we said that “Reality is that which, when you stop believing in it, doesn’t go away.” Ultimately, ecological and social justice is dependent on our rigorous empiricism and our dedication to describing all the relevant dimensions of our complex world.Welcome to COMPLEXITY, the official podcast of the Santa Fe Institute. I’m your host, Michael Garfield, and each week we’ll bring you with us for far-ranging conversations with our worldwide network of rigorous researchers developing new frameworks to explain the deepest mysteries of the universe.In this episode, Santa Fe Institute President David Krakauer returns to talk about the latest essays in SFI Transmission series, to shed light on the crucial under-examined margins of our maps — and how good science both enables and demands us to do better.If you value our research and communication efforts, please consider making a one-time or recurring monthly donation at santafe.edu/podcastgive … and/or consider rating and reviewing us at Apple Podcasts. Thank you for listening!Read the essays we discuss in this episode:David Krakauer and Dan Rockmore on out-evolving COVID-19Jon Machta on the noisy equilibrium of disease containment & economic painBrian Enquist on how pandemics rapidly reshape the evolutionary & ecological landscapeMelanie Moses and Kathy Powers on models that protect the vulnerableVisit our website for more information or to support our science and communication efforts.Join our Facebook discussion group to meet like minds and talk about each episode.Podcast Theme Music by Mitch Mignano.Follow us on social media:Twitter • YouTube • Facebook • Instagram • LinkedInMentioned in this episode:Melanie Moses, Kathy Powers, Brian Enquist, Jon Machta, Dan Rockmore, David Krakauer, Michael Garfield, Edgar Allan Poe, Auguste Dupin, Dan Brown, Vera Rubin, Kent Ford, Fritz Zwicky, Robert Koch, Martinus Beijerinck, Charles Darwin, Jennifer Doudna, CRISPR, Cory Doctorow, Peter Singer, William Hamilton, Lauren Ancel Meyers, Caroline Buckee, David B. Kinney, Kurt Wiesenfeld, Chao Tang, Per Bak, Cris Moore, Sidney Redner, Manfred Laubichler, William Gibson, François de Liocourt, Andrey Kolmogorov, Geoffrey West, Andy Dobson, Jessica Flack, Steve Lansing, Nicolas Rashevsky, Darcy Wentworth Thompson, Mahzarin Banaji

Today, we pivoted a bit to share resources on the intersection of mindfulness, Buddhism, anti-racism, and collective healing. We focus on the major voices, most of them people of color, shining a light on the social justice issues facing spiritual communities and how to overcome them. Books: The Way of Liberation: A Practical Guide to Spiritual Enlightenment by Adyashanti Blindspot: Hidden Biases of Good People by Mahzarin Banaji & Anthony GreenwaldAwakening Together: The Spiritual Practice of Inclusivity & Community by Larry YangGood Citizens: Creating Enlightened Society by Thich Nhat HanhMindful of Race: Transforming Racism from the Inside Out by Ruth KingRadical Dharma: Talking Race, Love, and Liberation by Rev. angel Kyodo williams and Lama Rod Owens with Jasmine SyedullahIn Inner Work of Racial Justice: Healing Ourselves & Transforming Our Communities Through Mindfulness by Rhonda V. MageePeople:Rev. Gini Gerbasi, rector of St. John’s Episcopal Church in Washington, D.C., on Twitter Larry YangPlum Village Global SanghaAlice WalkerRuth King Lama Rod Owens (Instagram)Rev. angel Kyodo williamsRhhonda V MageeStatement from Ty Powers, co-founder of the Insight Yoga Institute.Additional Exploration:Implicit Social Attitudes Test from Project Implicit, Harvard UniversityBackground on “Beloved Community,” coined by philosopher-theologian Josiah Royce, popularized by Dr. Martin Luther King, Jr., and used by spiritual communities when cultivating anti-racist culture.Alice Walker, American novelist, poet, and social activist, in conversation with Pema Chodron.White Awake is an online platform focused on social justice education for people who are classified as “white”. Arise Sangha (Awakening through Race, Intersectionality, and Social Equity) is a community of mindfulness practitioners and monastics in the Plum Village tradition.Talk to us: feedback@skillfulmeanspodcast.com

Mahzarin Banaji is an award-winning experimental psychologist and professor at the Department of Psychology at Harvard University. Her research explores […]

STUDENT SPOTLIGHT: I speak with two McLean High School Seniors, Saya and Becca, about their new class Combating Intolerance and the importance of breaking down stereotypes. Subscribe to the podcast on iTunes so you know when my next episode is released and leave a review because your feedback counts! Podcast website: http://invitationstolearn.com/ Twitter: @MrsLanghorne Email: invitationstolearn@gmail.com Show Notes: Blindspot: Hidden Biases of Good People by Mahzarin Banaji - https://www.amazon.com/Blindspot-Hidden-Biases-Good-People/dp/0345528433/ref=asc_df_0345528433/?tag=hyprod-20&linkCode=df0&hvadid=312021251979&hvpos=1o1&hvnetw=g&hvrand=2965188745652816546&hvpone=&hvptwo=&hvqmt=&hvdev=c&hvdvcmdl=&hvlocint=&hvlocphy=9008140&hvtargid=pla-448850335102&psc=1

Welcome back! On this episode, I interview Amber McColl. She is a former Army Intelligence officer who transitioned in 2015. Amber launched her career at EY as a Senior Consultant. She excelled in that role for two years and then transitioned to an Operations Manager position. Much of our conversation centers around career management and the secret to managing your career. She highlights some key steps she took to find success early in her career, some things she's done recently to continue her success and some thoughts she has about where she will may take her career in the future. Amber provides some great insight that you can use as you are managing your career. She also recommended the book Blind Spot by Mahzarin Banaji. She said the book has helped her focus on inclusive leadership. To learn more about JMO transitions and business success with Cameron-Brooks, visit our website and check out PCS to Corporate America. You can also follow us on Facebook, Instagram, LinkedIn, and Twitter.

Unconscious racial bias can influence what we see, what we do, and what we remember. These are topics that Jennifer Eberhardt, author of the book, Biased: Uncovering the Hidden Prejudice that Shapes What We See, Think, and Do, has been studying for over twenty years. In one of her studies, participants were shown either black or white human faces and then asked to identify a crime-related versus a neutral object. She found that, “black faces facilitated the detection of the crime object, whereas the white faces inhibited their detection of those very same crime objects.” Jennifer’s research led her to work with police departments, prison inmates, and companies. In each case, she couples awareness instruction with actions people can take. For example, she helped one company address online bias in reporting suspicious people in their neighborhood by shifting their response from “if you see something, say something” to “if you see something suspicious, say something specific.” Jennifer is a Professor of Psychology at Stanford University and a recipient of a 2014 MacArthur “genius grant.” She has been elected to the National Academy of Sciences and the American Academy of Arts and Sciences and was named one of Foreign Policy’s 100 Leading Global Thinkers. She is co-founder and co-director of SPARQ, a Stanford "do tank" that brings together researchers and practitioners to address significant social problems. The Host You can learn more about Curious Minds Host and Creator, Gayle Allen @CuriousGayle and www.gayleallen.net. Episode Links Blindspot by Mahzarin Banaji and Anthony Greenwald Language from Police Body Language Footage Shows Racial Disparities in Officer Respect Scientific racism Jennifer’s 2014 MacArthur Fellow video The Racist Trope that Won’t Die by Brent Staples When Resumes are Made ‘Whiter’ to Please Potential Employers by Bourree Lam Whitened Resumes: Race and Self-Presentation in the Labor Market by Sonia K. Kang, Katherine A. DeCelles, Andras Tilcsik, and Sora Jun Simple Ways to Support the Podcast If you enjoy the podcast, there are three simple ways you can support our work. First, subscribe so you’ll never miss an episode. Second, tell a friend or family member. You’ll always have someone to talk to about the interview. Third, rate and review the podcast wherever you subscribe. You’ll be helping listeners find their next podcast. A Short List of Places Where You Can Find Curious Minds Spotify iTunes Tunein Stitcher Google Play Overcast

Episode 36: Part 2 - Procrastination: Time and tide waits for no one Music: “Just A Blip” by Andy G. CohenFrom the Free Music ArchiveReleased under a Creative Commons Attribution International License https://www.smithsonianmag.com/science-nature/why-procrastination-is-good-for-you-2102008 - Life seems to happen at warp speed. But, decisions, says Frank Partnoy, should not. In his new book, Wait: The Art and Science of Delay, Partnoy claims that when faced with a decision, we should assess how long we have to make it, and then wait until the last possible moment to do so. Should we take his advice on how to “manage delay,” we will live happier lives.  Historically, for human beings, procrastination has not been regarded as a bad thing. The Greeks and Romans generally regarded procrastination very highly. The wisest leaders embraced procrastination and would basically sit around and think and not do anything unless they absolutely had to. "Neither a wise nor a brave man lies down on the tracks of history to wait for the train of the future to run over him." – Dwight D. Eisenhower - The idea that procrastination is bad really started in the Puritanical era with Jonathan Edwards’s sermon against procrastination and then the American embrace of “a stitch in time saves nine,” and this sort of work ethic that required immediate and diligent action. If you look at recent studies, managing delay is an important tool for human beings. People are more successful and happier when they manage delay. Procrastination is just a universal state of being for humans. We will always have more things to do than we can possibly do, so we will always be imposing some sort of unwarranted delay on some tasks. The question is not whether we are procrastinating, it is whether we are procrastinating well. - Some scientists have argued that there are two kinds of procrastination: active procrastination and passive procrastination. Active procrastination means you realize that you are unduly delaying mowing the lawn or cleaning your closet, but you are doing something that is more valuable instead. Passive procrastination is just sitting around on your sofa not doing anything. That clearly is a problem. - Lehman Brothers had arranged for a decision-making class in the fall of 2005 for its senior executives. It brought four dozen executives to the Palace Hotel on Madison Avenue and brought in leading decision researchers, including Max Bazerman from Harvard and Mahzarin Banaji, a well-known psychologist. For the capstone lecture, they brought in Malcolm Gladwell, who had just published Blink, a book that speaks to the benefits of making instantaneous decisions and that Gladwell sums up as “a book about those first two seconds.” Lehman’s president Joe Gregory embraced this notion of going with your gut and deciding quickly, and he passed copies of Blink out on the trading floor. The executives took this class and then hurriedly marched back to their headquarters and proceeded to make the worst snap decisions in the history of financial markets. -Question one is: what is the longest amount of time I can take before doing this? What time world am I living in? Step two is, delay the response or the decision until the very last possible moment. If it is a year, wait 364 days. If it’s an hour, wait 59 minutes. Most of us would say that a professional tennis player is better than an amateur because they are so fast. But, in fact, what I found and what the studies of superfast athletes show is that they are better because they are slow. They are able to perfect their stroke and response to free up as much time as possible between the actual service of the ball and the last possible millisecond when they have to return it. "Take time to deliberate; but when the time for action arrives, stop thinking and go in."– Napoleon Bonaparte - Most people are taught that you should apologize right away. But I was surprised to find that, in most cases, delayed apologies are more effective. If you’ve wronged a spouse or partner or colleague in some substantive, intentional way, they will want time to process information about what you’ve done. If you acknowledge what you did, and delay the apology, then the wronged party has a chance to tell you how they feel in response, and your apology is much more meaningful. - Just take a breath. Take more pauses. Stare off into the distance. Ask yourself the first question of this two-step process: What is the maximum amount of time I have available to respond? When I get emails now, instead of responding right away, I ask myself this. We need a shift in mindset away from snap reactions toward delay. Innovation goes at a glacial pace and should go at a glacial pace. "The habit of always putting off an experience until you can afford it, or until the time is right, or until you know how to do it is one of the greatest burglars of joy. Be deliberate, but once you’ve made up your mind–jump in."- Charles R. Swindoll

Jacob Ward is a tech journalist and Burggruen Fellow at Stanford; he's writing a book about AI and behavioral science. In his research, he's been concerned to note that people have been handing off critical decision-making processes to AI, which risks long-term damage to humans' cognitive abilities. As far as ethics in AI development, Jacob shares his idea that people's cognitive functionings should be treated as a finite natural resource, and companies should be responsible for their extractive models.   Show notes Conversation with Jacob Ward, tech journalist (1:01) The Burggruen Fellowship (1:06) Stanford's Center for Advanced Study in the Behavioral Sciences (CASBS) (1:25) Daniel Kahneman, psychologist whose research involved decision-making and behavioral economics (1:41) Richard Thaler, economist and professor of behavioral science and economics (1:46) Jacob Ward's portfolio of work includes Wired and Al-Jazeera (4:22) Mahzarin Banaji, psychologist whose work focuses on implicit bias (4:56) The “weak perfection” principle (12:44) The vaccine courts illustrate the “make an omelette, break a few eggs” idea (14:25) Learned Hand was a judge and philosopher who coined the “Hand rule” to calculate negligence (16:20) Survey: one-fourth of Americans have no emergency savings (18:53) How to define ethical AI (19:30) Artefact's tarot cards of tech can help product founders anticipate the impact their product will have on society (20:35)   “Eyeroll, please” (24:48) Why it's a fallacy to tell founders, “Don't raise too much money.” (25:37)   Listener question From our subreddit, reddit.com/r/allturtles: With the pace of improvement seen from the likes of Boston Dynamics, when do you see the dexterity problem being solved in such a way that robots come out of the labs and niche applications and into everyday life?   We want to hear from you Please send us your comments, suggested topics, and listener questions for future All Turtles Podcast episodes. Voicemail: +1 (310) 571-8448 Email: hello@all-turtles.com Twitter: @allturtlesco with hashtag #askAT For more from All Turtles, follow us on Twitter, and subscribe to our newsletter on our website.

Many of us strongly identify as supporters of equality, diversity and inclusion. Yet Dolly Chugh’s research suggests that by holding on to this identity too tightly, we may not live up to our own expectations. Dolly is the author of the book, The Person You Mean to Be: How Good People Fight Bias, suggests An award-winning Professor of Social Psychology at NYU’s Stern School of Business, Dolly encourages us to aim for “good-ish” over good, that is, to view ourselves as works-in-progress, so that we can stay open to making mistakes and learning from them. Through stories of ordinary people doing just that, Dolly gives us the mindset, the language, and the actions we can take to become the people we want to be. In this interview we talk about: Why wanting to be seen as good people makes it harder for us to become better people The connection between seeing ourselves as “good-ish” and holding a growth mindset How learning from our mistakes involves listening more deeply and asking more questions What our social media contacts can reveal about how diverse and inclusive our networks actually are How our biases limit what we notice and what we process How the concept of headwinds and tailwinds can help us understand systemic bias Uncoupling diversity from inclusion How diversity focuses on numbers while inclusion asks whether those numbers count How small, inclusive acts add up How opportunities initiated by people in power can transform headwinds into tailwinds The 20/60/20 rule for deciding when and how to engage as an ally Why an audience of undecided listeners may be the reason to engage with people resistant to issues of diversity and inclusion How personal, humanizing stories of diversity and inclusion often change minds more effectively than cold, hard facts Links to Topics Mentioned in the Podcast http://www.dollychugh.com/ @DollyChugh Rick Klau Carol Dweck and fixed vs growth mindset Perrin Chiles and Adaptive Studios Story of revival of Project Greenlight in 2014 Brittany Turner Implicit Association Test MeToo Movement Max Bazerman Blindspot by Mahzarin Banaji and Anthony Greenwald Debby Irving and headwinds and tailwinds Bootstrap narrative The myth of meritocracy African Americans and the G.I. Bill Susan Lucia Annunzio If you enjoy the podcast, please rate and review it on iTunes - your ratings help others find their next podcast. For automatic delivery of new episodes, be sure to subscribe. And thank you for listening and sharing! Thank you, as well, to our producer and editor, Rob Mancabelli, and to our logo designer, Vanida Vae. www.gayleallen.net LinkedIn @GAllenTC

An architect of the science of implicit bias. How our conscious minds are ahead of our less conscious minds. Letting go of “I’m a bad human being” — moving out of the realm of guilt, into the realm of good. How fast can we lose fear? The science of implicit bias is one of the most promising fields for animating the human change that makes social change possible. The social psychologist Mahzarin Banaji is one of its primary architects. She understands the mind as a “difference-seeking machine” that helps us order and navigate the overwhelming complexity of reality. But this gift also creates blind spots and biases as we fill in what we don’t know with the limits of what we do know. This is science that takes our grappling with difference out of the realm of guilt and into the realm of transformative good. Mahzarin Banaji is Richard Clarke Cabot Professor of Social Ethics in the department of psychology at Harvard University and a 2018 inductee into the National Academy of Sciences. She is the co-author of “Blindspot: Hidden Biases of Good People” and co-founder of Project Implicit, an organization aimed at educating the public on implicit bias.

The science of implicit bias is one of the most promising fields for animating the human change that makes social change possible. The social psychologist Mahzarin Banaji is one of its primary architects. She understands the mind as a “difference-seeking machine” that helps us order and navigate the overwhelming complexity of reality. But this gift also creates blind spots and biases as we fill in what we don’t know with the limits of what we do know. This is science that takes our grappling with difference out of the realm of guilt and into the realm of transformative good. This interview is edited and produced with music and other features in the On Being episode “Mahzarin Banaji — The Mind Is a Difference-Seeking Machine.” Find more at onbeing.org.

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

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

How can we become more aware of our own biased thinking? Mahzarin Banaji helps us uncover biases and stereotypes ingrained since childhood.

Innovators often invent the future and some do so by rethinking the past. For example, innovative historical researchers not only help us understand what happened yesterday, they improve how we respond to those issues today. Ibram Kendi is one of those researchers. In his book, Stamped from the Beginning: The Definitive History of Racist Ideas in America, he uncovers the history of racist ideas in America. Winner of the 2016 National Book Award, his research reveals that racist policies fuel ignorance and hate, rather than the other way around. His findings challenge what many of us were taught to believe about racism in America today and the strategies we use to address it. Highlights from our conversation include: How racist ideas stem from racist policies that reinforce power structures History shows that 200+ years of educating and persuading away racism has been less impactful than eliminating racist policies How uplift suasion has worked against blacks by making them believe they are responsible for the racist ideas of others Why there is a very real mutual interest in working against racism, sexism, homophobia, and poverty to eliminate one and all of these isms How eliminating racist policies and disparities are key to eliminating racist ideas The fact that racist ideas connote racial hierarchy while anti-racist ideas connote racial equality How misleading statistics and unscientific approaches reinforce negative stereotypes around predominantly black neighborhoods How the academic achievement gap is a racist idea Three perspectives on our ongoing historical debate on race - segregationism, anti-racism, assimilation - and what they mean for blacks How W.E.B DuBois helped us recognize that black striving for suasion and uplift maintains false notions of black inferiority How Angela Davis taught us about the complexities of our identities in terms of gender, race, class, sex, age, etc How scientific racism served to reinforce notions of black inferiority How even after scientific racism was disproven by biologists and geneticists those in power wanted to fixate on any tiny percentage of difference to reinforce superiority How the debates we are having today about race are not new and are informed by a long history of racist policies in the US that allow those in power to argue that blacks are inferior How the US government sought to use deportation to evict freed slaves Links to Topics Mentioned in this Podcast @DrIbram http://www.ibram.org/ Jefferson Davis Weapons of Math Destruction by Cathy ONeil How the Academic Achievement Gap is a Racist Idea by Ibram Kendi Cotton Mather Thomas Jefferson William Lloyd Garrison W. E. B. DuBois Double consciousness Angela Davis Intersectionality Bill Clinton Blindspot: Hidden Biases of Good People by Mahzarin Banaji and Anthony Greenwald If you enjoy the podcast, please rate and review it on iTunes - your ratings make all the difference. For automatic delivery of new episodes, be sure to subscribe. As always, thanks for listening! Thank you to Emmy-award-winning Creative Director Vanida Vae for designing the Curious Minds logo, and thank you to Rob Mancabelli for all of his production expertise! www.gayleallen.net LinkedIn @GAllenTC

Surprised by the election? Us too. Psychologist Mahzarin Banaji thinks our unconscious biases might explain the difference between the public’s expectations and the results.

Trump promised to bring back jobs from China and Mexico. But, according to MIT researcher Andrew McAfee, not only are those jobs not coming back - they don’t even exist anymore. No matter who you voted for, you were probably surprised by Trump’s triumph. Psychology professor Mahzarin Banaji thinks implicit bias might help us understand the difference between the polls and the actual results. A former reality TV star will be the 45th president of the United States. Columbia Law School’s Tim Wu explains how Donald Trump was able to capture our attention.

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

This Harvard psychologist's work has shown that most of us are racist, sexist, age-ist, class-ist, able-ist, and so on. Basically we're pre-destined to stereotype others. But, she says, that doesn't mean we can't retrain our brains to move past prejudices. A longer version of this interview appeared in Episode 7 of The Organist podcast: https://soundcloud.com/the-organist/mahzarin-banaji-ep-7-the

Angela Bahns reads from Blindspot: Hidden Biases of Good People, by Mahzarin Banaji and Anthony Greenwal, published by Delacorte Press. "One mind, two opposing preferences—one the product of her mind's reflective thinking, the other of the same mind's automatic associations."

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