Podcasts about project implicit

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/ 

Today's episode is the second in our “People First” series with guest host Marie Kopka. During this series, Inside the Castle will be celebrating unity, empowerment and the Corps great asset, our people! In this episode, Inside the Castle learns about the Institute for Water Resources Diversity, Equity, Inclusion, and Accessibility Council with Dr. Richard Nugent III, the DEIA Council Leader. A couple of resources mentioned in this podcast: Iliff: https://www.iliff.edu/dei/ Project Implicit: https://implicit.harvard.edu/implicit/aboutus.html

Join hosts Nicole and Shieva in this impassioned episode as they delve into the often overlooked yet crucial aspect of medical training - feedback. Nicole opens up about her personal journey of grappling with a loss of confidence following negative feedback, shedding light on the emotional toll it can take on medical trainees. Shieva provides valuable insights into the art of giving effective feedback to learners. Together, they explore strategies for fostering a constructive feedback culture within the challenging environment of medical training. The hosts discuss the intricate power dynamics between trainees and attendings and the role of implicit bias in evaluations for both medical students and residents. Tune in to listen to an interesting conversation about the current culture of giving feedback in medical training and how Nicole and Shieva hope to shift the learning environment to support and empower learners.   Articles: https://resident360.nejm.org/expert-consult/how-to-receive-and-deliver-high-quality-feedback https://resident360.nejm.org/expert-consult/improving-feedback-exchanges-with-residents https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0181659 https://journals.lww.com/academicmedicine/fulltext/2022/09000/association_between_resident_race_and_ethnicity.34.aspx To learn more about Project Implicit: https://www.projectimplicit.net/ Music by: Jindupe by Lauren Duski

Hace algo más de dos décadas hablaba en un artículo de una nueva prueba psicológica, inventada solo unos años atrás, que permitía averiguar los sesgos inherentes en nuestras creencias, incluso si nos empeñamos en negarlos. Es un tema que sigue muy de actualidad, probablemente amplificado además por las redes sociales en las que tantos están, por desgracia, tan enredados. ¿Qué es lo que realmente creemos de otras razas, de la religión, de la política, de la violencia? ¿Somos o no racistas por mucho que nos esforcemos en negarlo? ¿Somos negacionistas de nosotros mismos? Una prueba de asociación implícita se puso a disposición del público en general en el llamado Project Implicit, hoy una organización sin ánimo de lucro cuyo objetivo es educar al público sobre sus sesgos ocultos y proporcionar un “laboratorio virtual” para recopilar datos.

Hace algo más de dos décadas hablaba en un artículo de una nueva prueba psicológica, inventada solo unos años atrás, que permitía averiguar los sesgos inherentes en nuestras creencias, incluso si nos empeñamos en negarlos. Es un tema que sigue muy de actualidad, probablemente amplificado además por las redes sociales en las que tantos están, por desgracia, tan enredados. ¿Qué es lo que realmente creemos de otras razas, de la religión, de la política, de la violencia? ¿Somos o no racistas por mucho que nos esforcemos en negarlo? ¿Somos negacionistas de nosotros mismos? Una prueba de asociación implícita se puso a disposición del público en general en el llamado Project Implicit, hoy una organización sin ánimo de lucro cuyo objetivo es educar al público sobre sus sesgos ocultos y proporcionar un “laboratorio virtual” para recopilar datos.

We are so excited about this episode. Up first, you'll hear a conversation between Alli Strong-Martin and Carli Friedman, Director of Research at CQL (Council on Quality and Leadership). Carli talks about ableism; What it is? Why it's dangerous? And how to address changing it. During the conversation, Carli discusses an assessment that she encourages everyone to take, including, and especially, people who work in the disability space. So, in the second half of the episode, Andre Floyd and Tricia DePalatis did just that. They took the assessment and share their results. They discuss not feeling defensive, but using the tool as a means to encourage one another to be better. Episode Transcript! This podcast is produced by ANCOR, the leading voice in Washington, DC, for providers of services for people with disabilities. To learn more, visit ⁠ancor.org⁠. Show Notes: CQL Research  Most Disability Professionals are Ableist (June 6, 2023)  Aversive Ableism: Modern Prejudice Towards Disabled People by Carli Friedman, PhD  c-q-l.org  Project Implicit (created by Harvard) Implicit Association Test (IAT)   https://implicit.harvard.edu/implicit/takeatest.html Either create account or login as a guest, select language, then hit GO! Then, read the disclaimer page, click “I wish to proceed” and select the test you wish to take. The one mentioned in the episode is Disability IAT. ================= Intro and outro music provided by YouTube Audio Library Intro Music ⓒ V for Victory - Audionautix Outro Music ⓒ Dirt Rhodes - Kevin MacLeod

Professor Brian Nosek discusses the importance of courage and how to navigate difficult challenges and questions in science. Brian Arthur Nosek is a social-cognitive psychologist, professor of psychology at the University of Virginia, and the co-founder and director of the Center for Open Science. He also co-founded the Society for the Improvement of Psychological Science and Project Implicit. Brian Nosek received a Ph.D. in from Yale University in 2002 and is a professor in the Department of Psychology at the University of Virginia.

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

Join Dr Robert Kushner and Joe Nadglowski, CEO of the Obesity Action Coalition, for a discussion on how weight-based bias and stigma harm patients living with obesity, and how you can help. Relevant disclosures can be found with the episode show notes on Medscape (https://www.medscape.com/viewarticle/982630). The topics and discussions are planned, produced, and reviewed independently of advertisers. This podcast is intended only for US healthcare professionals. Resources Obesity Action Coalition https://www.obesityaction.org/ Joint International Consensus Statement for Ending Stigma of Obesity https://pubmed.ncbi.nlm.nih.gov/32127716/ Michigan Department of Civil Rights https://www.michigan.gov/mdcr/for-victims-of-unlawful-discrimination Income Inequality and Obesity Among US Adults 1999-2016: Does Sex Matter? https://pubmed.ncbi.nlm.nih.gov/34281016/ Prevalence of Obesity Among Adults, by Household Income and Education - United States, 2011-2014 https://pubmed.ncbi.nlm.nih.gov/29267260/ Weight Bias and Stigma: Impact on Health https://pubmed.ncbi.nlm.nih.gov/34749889/ Project Implicit https://implicit.harvard.edu/implicit/takeatest.html Weight Bias Internalization and Health: A Systematic Review https://pubmed.ncbi.nlm.nih.gov/29788533/

Join us as we chat about our experiences having overweight . . . we discuss representation of fatness in media, we debate whether or not it's necessary for fat people to portray fat characters in film, we explore our own implicit biases towards thinness, and we wonder about other myths about fat people that we have been trained to believe. It's a jam-packed episode! Listen and share your thoughts with us too!   **Show Notes** Books we mentioned: Bare by Susan Hyatt “You Just Need to Lose Weight”: And 19 Other Myths About Fat People by Aubrey Gordon Website we mentioned: Project Implicit (implicit.harvard.edu)

"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.  

Brian Nosek, has been at the center of the two most important recent social revolutions in academia. First is implicit bias where Brian co-founded Project Implicit http://projectimplicit.net/ based on a pretty incredible idea: that we don't do what we say we value. The concept of implict bias has really taken off and the practice of implicit bias detection and training has gone "way out in front of the research" as we discuss.While he was busy kicking off a fundamental change in our society (felt very strongly in academia) he decided to upend (and massively upgrade) the culture of research itself by discovering that huge swaths of empirical research fails to replicate. I'm no academic but I would find this terrifying if I was. As Brian says in the interview: "in some fields, people still don't like it an email from me" because that means he's about to try to replicate their work!How was Brian able to pull all this off? There's even a technology innovation hidden in all this that makes his work possible. He's a true innovator and an honor to have him on the show!show notes: https://notunreasonable.com/?p=7611youtube: https://youtu.be/NkKuF--5V60

How did attitudes about race, sexuality, age, or disability change in the last decade or so? In the United States, it appears that bias decreased across all explicit attitudes, but implicit biases decreased only for certain attitudes, including sexuality and race. Moreover, biases have remained stable for variables such as age or disability. What can these patterns of change tell us about our society and the different nature of certain attitudes?     Researchers examined more than 7 million implicit and explicit tests for an article published recently in Psychological Science. In this conversation, APS's Ludmila Nunes speaks with APS member Tessa Charlesworth, the article's lead author, an experimental psychologist, and currently a postdoctoral researcher at Harvard University.    To find your implicit attitudes about race, gender, sexual orientation, and other topics, check out the Project Implicit website at https://implicit.harvard.edu/implicit/.    To read the transcript, see here.

What a pleasure and a blast and super insightful to have Dr Steve Yacovelli (https://topdoglearning.learnworlds.com/) on the show to chat about Belonging and the importance of true DE&I efforts in the workplace (and the world).   (hint: employee retention, profit, innovation...you know, little things! *sarcasm*!)We talk aboutHow he helps people be more consciously inclusive leadersWhat inclusion is and how it impacts the bottom line and employee retentionWhy employees feeling like they belong is a vital piece of a productive teamHow to create a more inclusive workplaceA wider definition of diversityRussel!  (https://bit.ly/3weF7XS) To download a FREE COPY of Pride Leadership. Use coupon code :  PODONROCKSTAR at this link.   http://topdog.click/pridespeaks For the free MOP+SAM course is here to help eliminate silent collusion at work: https://topdog.click/mopsam Few things we reference in this episode: Project Implicit test to identify your unconscious bias  https://www.projectimplicit.net/To check out Dr Steve's books: https://topdoglearning.learnworlds.com/booksBryan Jennewein episode where he talks about making room at the table for everyone.    https://podcasts.apple.com/us/podcast/igniting-courage-podcast-episode-69-bryan-jennewein/id1444223443?i=1000466513043Jeremy Brody where he talks about the emotional intelligence to understand that he would never understand his gay daughter's life experience, and he didn't have to.  All he had to do was love her, support her and listen to her experience.  https://www.podchaser.com/podcasts/igniting-courage-with-anne-bon-761764/episodes/episode-103-jeremy-brodey-turn-78699779Dr. Steve Yacovelli (“The Gay Leadership Dude™”) is the Owner & Principal of  TopDog Learning Group, LLC – a learning and development, leadership, change management, and diversity and inclusion consulting firm based in Orlando, FL, USA, with affiliates across the globe. With over twenty-five years' experience in leadership, strategy, organizational learning, and communication, Steve is a rare breed of professional that understands the power of using academic theory and applying it to the corporate setting to achieve business results.  Oh, and he's quite fond of dogs, too.  YAY RUSSEL!!!  (no L wasting!)

In this episode, we explore a wealth of readily accessible resources and practical tips to go beyond just acknowledging ableism and eliminating ableist behavior, to actively supporting our disabled friends and colleagues.Show Resources: Bias Training: UW implicit bias training, which includes disability material (this is now required to be on search committees and is freely available to the UW community). Disability Attitudes Implicit Association Test (DA-IAT) freely available at Project Implicit hosted by Harvard. Project Implicit: https://implicit.harvard.edu/implicit/selectatest.htmResource Guide for Training on Disability Competence: A resource guide for PT and PTA faculty, clinicians, and students (December 2021)Learn about disability identity from a diversity perspective:Davis, Lennard J. (2013) "Introduction: Normality, power, and culture." The disability studies reader 4 : 1-14. Stella Young. “I am not your inspiration, thank you very much.” TED Talk (2014). Maysoon Zayid. “I have 99 problems… palsy is just one.” Ted Talk (2013)Adams-Spink, Geoff. “Social Model of Disability Animation.” (Nov. 7 2011). UW Resources:Bree Callahan, Tri-Campus ADA Coordinator, leading equity and compliance efforts for ADA/section 504The D Center – UW Seattle campus Deaf and Disability Cultural Center: Student Disability Commission: https://careers.uw.edu/organizations/asuw-student-disability-commission/ DO-IT: https://www.washington.edu/doit/ Disability Studies Program: https://disabilitystudies.washington.edu/ CREATE: https://create.uw.edu/ Other Groups of interest:Coalition for Disability Access in Health Science Education https://www.hsmcoalition.org/Stanford Medicine Alliance for Disability, Identity, and Equity https://med.stanford.edu/smadie/about.htmlDisability Rights Washington: https://www.disabilityrightswa.org/

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. 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. Suggested motives include promoting equity and building stronger relationships. Individual strategies include a focus on deliberate, conscious processing, intentionally focusing on perspective, and spending time with people who aren't like us. One structural strategy is especially practical and easy to implement: build in enough time for decision-making and don't make decisions in the heat of the moment.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. 

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. 

Episode 1 of our Anti-ableism and Disability Allyship in Medical Education Series. In this episode our guests, Drs. Heather Feldner and Heather Evans, guide us through foundational concepts of disability, ableism and allyship, unraveling important terminology, and emphasizing the importance of language. Show Resources:Bias Training: UW implicit bias training, which includes disability material (this is now required to be on search committees and is freely available to the UW community). https://depts.washington.edu/podscan/gcw/implicit-bias/?_ga=2.69121425.1218851216.1639665509-786956136.1638917014#/ Disability Attitudes Implicit Association Test (DA-IAT) freely available at Project Implicit hosted by Harvard. Project Implicit: https://implicit.harvard.edu/implicit/selectatest.htmResource Guide for Training on Disability Competence: A resource guide for PT and PTA faculty, clinicians, and students (December 2021): https://cdn.ymaws.com/www.aptahpa.org/resource/resmgr/communications/Resource_Guide_for_Training_.pdfLearn about disability identity from a diversity perspective:Davis, Lennard J. (2013) "Introduction: Normality, power, and culture." The disability studies reader 4 : 1-14.  Pdf online at:https://ieas-szeged.hu/downtherabbithole/wp-content/uploads/2018/02/Lennard-J.-Davis-ed.-The-Disability-Studies-Reader-Routledge-2014.pdf#page=1 Stella Young. “I am not your inspiration, thank you very much.” TED Talk (2014).  https://www.youtube.com/watch?v=8K9Gg164Bsw Maysoon Zayid. “I have 99 problems… palsy is just one.” Ted Talk (2013).http://www.ted.com/talks/maysoon_zayid_i_got_99_problems_palsy_is_just_one Adams-Spink, Geoff. “Social Model of Disability Animation.” (Nov. 7 2011). You Tube. Available at: https://www.youtube.com/watch?v=9s3NZaLhcc4 UW Resources:Bree Callahan, Tri-Campus ADA Coordinator, leading equity and compliance efforts for ADA/section 504The D Center – UW Seattle campus Deaf and Disability Cultural Center: https://depts.washington.edu/dcenter/ Student Disability Commission: https://careers.uw.edu/organizations/asuw-student-disability-commission/ DO-IT: https://www.washington.edu/doit/ Disability Studies Program: https://disabilitystudies.washington.edu/ CREATE: https://create.uw.edu/ CLIME symposium- Anti-ableism in Healthcare Education - join us on June 10th! https://clime.washington.edu/2022-clime-together-symposium-2/ 

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

In 2014, Zaylore Stout took a drive across the country. State line after state line, he found himself detouring to landmarks of the LGBT+ heroes and history in each new place. And so, like a travel guide through the LGBT+ past and present, Our Gay History in Fifty States was born.   Yes it's a book … but really … its an encyclopedia of facts and figures.  Encompassing all fifty states as well as Washington, DC, and island territories, Our Gay History in Fifty States documents the highs and lows of American LGBT+ history. In its pages, you'll learn about LGBT+ presidents and Two-Spirit warriors, the inclusive progression of the gay rights movement, iconic orange juice boycotts, and the true origin of vogue dancing. From the childhood homes of historical figures to the safe spaces of grassroots organizations, this book is filled with destinations for those on their own local or cross-country tours of the past.Zaylore serves as a fierce advocate on LGBT issues. Through his law firm, Zaylore Stout & Associates, LLC he's represented HIV+ and transgender employees who were discriminated against at work. He volunteers through the LGBT Law Clinic and serves on the board for RECLAIM, an LGBTQIA+ nonprofit. He also ran for City Council in St. Louis Park where he championed the call for the passage of a Gender Inclusion Policy to protect transgender and gender non-conforming youth in schools. In November 2017, he gave an impassioned speech at the Quorum's National Coming Out Day Luncheon alongside Judy Shepard. His law firm was recently selected by the Minneapolis St. Paul Business Journal for their Business of Pride award, and he was also won a contest putting him on the cover of Lavender Magazine.Zaylore Stout & Associates - http://www.stoutslaw.com/Our Gay History in 50 States - https://www.gay50states.com/Project Implicit - https://implicit.harvard.edu/implicit/takeatest.htmlSupport the show (https://www.buymeacoffee.com/TalesLGBTQ+)

I was recently reading the March/April 2022 issue of “Science Scope” a publication of the National Science Teaching Association.  In this issue, I read the section, “From the Editor's Desk,” written by Patty McGinnis.  She wrote an article entitled, “Implicit Bias Has No Room in the Classroom.”  The tendency for stereotype-confirming thoughts to pass spontaneously through our minds is what psychologists call implicit bias.  One way to cultivate an awareness of our own implicit biases is to participate in Harvard University's Project Implicit: https://bit.ly/3rpscjM The project website contains numerous tests designed for individuals to uncover their biases.

Joseph chats with Brian Nosek, co-Founder and Executive Director of the Center for Open Science. The Center's mission is to increase the openness, integrity and reproducibility of scientific research. Brian is also a professor of Psychology at the University of Virginia where he runs the Implicit Social Cognition Lab. Brian studies the gap between values and practices with the goal of understanding why the gap exists, its consequences and how to reduce it. Brian co-founded Project Implicit, a collaborative research project that examines implicit cognition - thoughts and attitudes that occur outside our awareness. In 2015, he was named one of Nature's 10 and to the Chronicle for Higher Education Influence list. He won the 2018 Golden Goose Award from the American Association for the Advancement of Science - only the 2nd time a psychologist has won the award. Brian received his PhD from Yale University in 2002. In this episode, Brian discusses his 2021 Annual Review piece titled Replicability, Robustness and Reproducibility in Psychological Science; the paper reflects on the progress and challenges of the science reform movement in the last decade. Brian and Joseph talk about measures researchers and institutions can take to improve research reliability; they also reimagine how we fund and publish studies, share lessons learnt from the pandemic, and share resources for learning more about the reform movement. Paper: Nosek, B. A., Hardwicke, T. E., Moshontz, H., Allard, A., Corker, K. S., Almenberg, A. D., ... & Vazire, S. (2021). Replicability, robustness, and reproducibility in psychological science. Accessible preprint: https://psyarxiv.com/ksfvq/

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

This week, we are joined by Nadine Fonseca, Founder and CEO of Mighty Kind, a publication company dedicated to providing anti-bias resources for parents and kids.  Nadine talks about how Mighty Kind focuses on kindness and compassion as the foundation for anti-bias learning, and why discussing these issues with our kids is more important than ever.  Learn more about Nadine and the work of Mighty Kind: www.mightykindkids.com IG: @mighytkindkids Take the Implicit AssociationTest sponsored by Project Implicit  test here: https://implicit.harvard.edu/implicit/takeatest.htmlConnect with us:Clubhouse: @Kaanji and @TaraallyceBecome a Podcast Patron: www.patreon.com/blackandwhitemomcastIG:@blackandwhitemomcastKaanji: @Kaanji_irbyTara: @Tatstar

In today's episode we are talking about Weight stigma. We discuss what is it, how often it occurs and how to overcome it. If you would like to take a test to see if you have implicit biases go to Harvard's Project Implicit to take the test. Click Here   For your free resource about Weight stigma click here: Click Here Link to the Youtube Channel: Click Here

The Ebonistas are joined by an honorary third Ebonista for Episode 19. What are the diversity and inclusion issues in colleges and workplaces across the nation? Where does misinformation start? The ladies discuss it all! Take a shot every time you hear the word "pipeline!"Sources: LinkedIn, USNews, Inside Higher ED, ENTtoday, Project Implicit

Welcome to our third episode where we dive into the burn out we're all experiencing at work and home, which is being dramatically escalated by the global pandemic and political upheaval taking place in many countries around the world. We discuss the impact gender and race has on individual burn out levels, what self-care really looks like and how companies can support their employees by addressing specific causes of burn out.- Official WHO information on burn out- Pre-COVID burn out statistics from July 2018 Gallup survey/report on Burn Out entitled "Employee Burnout, Part 1: The 5 Main Causes"- 2018 article in the National Library of Medicine on burn out gender pathways entitled "Gendered Pathways to Burnout: Results from the SALVEO Study- Pre-COVID statistics on women's burn out levels from October 2019 article in PR Newswire entitled "American Women Confronting Burnout At Epidemic Levels, According To New Harris Poll Commissioned By Meredith Corporation"- Pre-COVID statistics on household chore split from July 2019 article in the Independent entitled "Women Still Do Majority of Household Chores, Study Finds" - Post-COVID statistics on employee burn out from September 2020 article by Eagle Hill Consultancy entitled "Employee Burnout from COVID-19 on the Rise, With 58% of U.S. Workers Reporting Burnout"- Post- COVID statistics on stress levels from September 2020 article in the Harvard Business Review entitled "Preventing Burnout Is About Empathetic Leadership"- Post-COVID article on workplace burn out from the University of California entitled "Job burnout is a billion-dollar problem. Can we fix it, despite COVID-19?" - Post-COVID UK statistics & strategies taken from Robert Walters report entitled "Burning the Candle"- Post-COVID statistics on BIPOC/BAMER burn out & cultural taxation from June 2020 article in Fortune entitled "Beware of Burning Out Your Black Employees" AND 20 July article from Black on White TV entitled "People of Colour Face Burn Out As Companies Ask Them To Work For Free to Combat Racism"- Check out Project Implicit to understand your own implicit biases and help you start the journey of "un-learning"

As the Deputy General Counsel of Womble Bond Dickinson (US) LLP, Alison Bost advises hundreds of attorneys across the country regarding legal ethics, professional responsibility and risk management. During her TendingBar interview, Alison describes a legal career built on counseling other lawyers, and we delve into the challenges of managing potential conflicts of interest in a large firm that advises thousands of clients. In the wake of repeated tragedies involving unjustified killings of black Americans by police, the American public has spent most of 2020 engaged in renewed discussions about systemic racism. Unfortunately, the public debate often lacks a shared vocabulary or a conceptual framework necessary to make those discussions fruitful. Forward-thinking businesses and professional organizations, by contrast, have in recent years begun to recognize the importance of diversity within their ranks, as well as the persistence of systemic challenges facing diversity initiatives. Within Womble, Alison has therefore organized nationwide efforts to educate attorneys about the science of implicit bias -- certainly timely in today's climate. Most of our TendingBar interview discusses implicit bias, and we introduce viewers/listeners to Project Implicit (http://implicit.harvard.edu), the freely available online toolset created by a collaboration among professors at Harvard, the University of Virginia and the University of Washington. TendingBar recommends Project Implicit as a framework to teach and learn about implicit biases in a non-threatening and eye-opening way. With Alison’s leadership, Womble now participates in the Mansfield Rule, a nationwide program among law firms designed to interrupt and overcome the negative impacts of implicit bias in the law firm workplace. Mansfield-participating firms make commitments to include diverse candidates in all of their key hiring and promotion decisions (and other aspects of firm operations). Alison describes Womble’s participation, and we discuss the reality that diverse organizations demonstrate higher productivity (and higher profits). Key Discussion Moments (minutes:seconds) 2:30 From French Major to Lawyer 6:50 Taking Conflicts of Interest Seriously 14:00 Understanding Implicit Bias and the Legal Workplace 21:27 Project Implicit as a framework for teaching about implicit bias 27:35 The Mansfield Rule 34:30 Alison’s life advice for would-be lawyers?

We debate how implicit bias matters in the workplace & in government with expert, Dr. Elizabeth Haines, PH.D., Professor of Psychology at William Paterson University & Project Implicit. We discuss implicit v explicit bias and how it manifests as discrimination in the workplace and in real estate. 

Facebook has introduced new tools and features for Facebook Group Admins. Facebook is offering FREE online courses for those looking to learn more about Advertising on their platform. Facebook Introduced Rights Manager to help combat copyright infringement. Instagram and Facebook Messenger have a new update to make it easier for users to connect across platforms. This week’s Allyship Segment of the Week I share a test developed by the Project Implicit that will uncover your hidden biases. Catch all the links to these topics on our website: www.chilldigitalmarketing.com/weekinreview.

Lauren and Nathan discuss the racial disparities in the United States criminal justice system and the Supreme Court’s role in supporting and perpetuating this unequal system, which many have justifiably deemed as racist.Books Referenced:Frank R. Baumgartner, Derek A. Epp, & Kelsey Shoub, Suspect Citizens: What 20 Million Traffic Stops Tell Us About Policing and Race (2018).Klarman, Michael J., From Jim Crow to Civil Rights: The Supreme Court and the Struggle for Racial Equality (2005).Michael Tonry, Punishing Race: A Continuing American Dilemma (2011).Michelle Alexander, The New Jim Crow: Mass Incarceration in the Age of Colorblindness (2011).Cases Referenced:Brown v. Board of Education, 347 U.S. 483 (1954) (overruling Plessy and ruling that separate is inherently unequal).McCleskey v. Kemp, 481 U.S. 279 (1987) (reinforcing the purposeful discriminatory intent rule despite extremely strong evidence of disparate racial impact – virtually closing off all equal protections claims to sentencing).Pennsylvania v. Mimms, 434 U.S. 106 (1977) (allowing police to make drivers leave their cars during routine stops for officer safety).Plessy v. Ferguson, 163 U.S. 537 (1896) (establishing the doctrine of separate-but-equal which upheld the Jim Crow system for over fifty years).Washington v. Davis, 426 U.S. 229 (1976) (establishing the “purposeful discriminatory intent” requirement under equal protection law, largely ignoring disparate racial impact).Whren v. United States, 517 U.S. 806 (1996) (accepting police pre-textual stops as constitutional under the Fourth Amendment and pointing to the Fourteenth Amendment’s equal protection clause as recourse for racially discriminatory stops).Other Sources Referenced:Berkeley Law Death Penalty Clinic, WHITEWASHING THE JURY BOX: HOW CALIFORNIA PERPETUATES THE DISCRIMINATORY EXCLUSION OF BLACK AND LATINX JURORS (June 2020): HTTPS://WWW.LAW.BERKELEY.EDU/EXPERIENTIAL/CLINICS/DEATH-PENALTY-CLINIC/PROJECTS-AND-CASES/WHITEWASHING-THE-JURY-BOX-HOW-CALIFORNIA-PERPETUATES-THE-DISCRIMINATORY-EXCLUSION-OF-BLACK-AND-LATINX-JURORS/Bureau of Justice Statistics: https://www.bjs.gov/Harris, David A., Driving While Black: Racial Profiling On Our Nation's Highways, ACLU (1999): https://www.aclu.org/report/driving-while-black-racial-profiling-our-nations-highwaysJess Bravin, Breaking With Tradition, Some Judges Speak Out on Racial Injustices, WALL STREET JOURNAL, (June 13, 2020), https://www.wsj.com/articles/breaking-with-tradition-some-judges-speak-out-on-racial-injustices-11592060400Police Shooting Database 2015-2020, THE WASHINGTON POST, https://www.washingtonpost.com/graphics/investigations/police-shootings-database/Project Implicit, https://implicit.harvard.edu/implicit/aboutus.htmlRay Sanchez, Who was Sandra Bland, CNN (July 23, 2015), https://www.cnn.com/2015/07/22/us/sandra-bland/index.htmlRepresentative John Lewis, Address at the 2013 American Constitution Society Convention (Nov. 21, 2013), available at: https://www.acslaw.org/video/highlights-of-rep-john-lewis-speech-to-2013-acs-national-convention/ (last visited 8/5/2020). (Source of our introduction).

With Fall 2020 beginning mid-pandemic, mid-protest and mid-election cycle, it's more important now than ever to invite culture to inform our pedagogy, but doing it "right" can be daunting. Join host Dr. Allison Case as she sits down with two thought leaders on the topics of cultural attunement and responsiveness, NYU's Michele Crespo-Fierro and UNT Dallas College of Law's Angela Downes as they discuss what cultural attunement is, what information and tools you have available to you right now, how to use them to know, honor and connect with your students, and to be encouraged that it's not just about getting it right but making the effort that matters. Don't miss this powerful first episode of Pedagogo, Season 2. Show Notes and ResourcesView the infographic based on today's episode at examsoft.com/pedagogoAllison referenced Brené Brown's book, Dare to Lead, linked here: https://daretolead.brenebrown.com/Angela mentions the work of Gary Howard @ the Equity Institute. For more information: http://www.ghequityinstitute.com/index.htmlAngela references Harvard University's Project Implicit. You can find more information and tests here: https://implicit.harvard.edu/implicit/takeatest.html

In this episode, Jen and Sarah Jane take a look through the Buddhist lens at the mind. Specifically, they explore using mindfulness, being with discomfort, and taking responsibility as foundations for the necessary and ongoing work of recognizing and undoing our conditioning, including unconscious bias.Though this conversation is inevitably incomplete, it touches on several concepts that can serve as jumping off points to further our contemplation and engagement in a world where the dominant racial identity group must reckon with and right deeply rooted, systemic wrongs. Conversation includes:What mindfulness is and isn’tInternally and externally focused mindfulnessNot scratching the itch (being with discomfort)We are not our minds after all (thank goodness)The sausage-making effect of conditioningHow much control do we actually have?The almost inevitable “affective push” of feelingsPractices for seeing and slowing automatic mindQuestions we should not stop asking ourselvesRelated Links & Resources MentionedImplicit Social Attitudes Test from Project Implicit, Harvard University“The Buddha’s Original Teachings on Mindfulness” a Tricycle.com article containing Thanissaro Bhikkhu’s translation of the Satipatthana Sutta, the Four Foundations of Mindfulness.Metta Hour Podcast, Episode 87, where Sharon Slazberg interviews Ruth King on her work encouraging mindfulness to meet unconscious bias and more.Sarah Jane’s Introduction to Mindfulness & Compassion Online CourseYou can find us on Facebook and Instagram, or send us your comments at feedback@skillfulmeanspodcast.com. You can also get in touch with Jen and Sarah Jane directly.

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.

Dr. Mica Mitchell is a pediatric physical therapist and a professor at Methodist University in Fayetteville, NC. She serves as the APTA Pediatrics North Carolina State Pediatric Advocacy Liaison and is a member of the Diversity, Equity, and Inclusion workgroup within APTA Pediatrics. In part one of this this two-part series, we talked with Dr. Mitchell about the foundational concepts of diversity, equity, and inclusion, and how the understanding of these topics is paramount to practicing as a pediatric physical therapist or aspiring pediatric physical therapist. Dr. Mitchell describes how an understanding of diversity, equity, and inclusion propel us forward as clinicians and support our patients and clients during their time with us. Resources: Dr. Mica Mitchell on Twitter @MMitchellPCS APTA Diversity, Equity, and Inclusion: https://www.apta.org/apta-and-you/diversity-equity-and-inclusion Harvard's Project Implicit for implicit bias testing: https://implicit.harvard.edu/implicit/education.html Johns Hopkins Diversity Wheel: https://www.jhsph.edu/_archive/redesign-jhsph-edu/phase-3/diversity-and-inclusion/_images/wheel.jpg On Intersectionality: Essential Writings by Kimberlé W. Crenshaw: https://scholarship.law.columbia.edu/books/255/ As always, thanks for listening to the SNP Podcast where we talk about all things pediatric physical therapy for students and new professionals! If you liked our show, subscribe so you never miss a new episode! To connect with us in more ways than just this podcast, follow us on Instagram (@snp_appt) Twitter (@snp_appt) or Facebook (APTA APPT Students and New Professionals) Host: Chelsea Lasky-McFarlin, PT, DPT Music by Scott Miller

Episode #84: Building and Inclusive Business with Christina SackeyfioThis episode is the audio recording of a session that took place within the Mamas & Co. community. Our members were deeply affected by the events that led to the resurgence of the Black Lives Matter movement around the world. It was clear, that as an international organization, and one that prided itself in being inclusive, we had to step-up and give our members, and ourselves, the opportunity to learn what we didn't know and grow by providing the platform for us to engage in uncomfortable conversations and ask the difficult questions.We asked Christina Sackeyfio of Boldly Inclusive to help us navigate the sensitive and highly important issues of diversity, inclusion and belonging. It was essential that we, as business owners and leaders create spaces where everyone, clients and employees, belong and can thrive. Christina shared her 5 pillars of building an inclusive business as well as answered hard-hitting questions from our members.This was an eye-opening talk, and it gave resources to help our members become better educated in systemic racism, the steps to take in becoming better allies, and how they can become better leaders in their own communities. Links mentioned in during the session:Start with Why by Simon Sinek https://www.amazon.ca/Start-Why-Leaders-Inspire-Everyone/dp/1591842808/ref=tmm_hrd_swatch_0?_encoding=UTF8&qid=1592687618&sr=8-1ADKAR Model to Change Management https://www.prosci.com/adkar/adkar-modelSurvey Monkey https://www.surveymonkey.com/Project Implicit https://implicit.harvard.edu/implicit/ByBlacks.com https://www.byblacks.com/AfroBizWorld.com https://www.afrobizworld.com/The Muse https://www.themuse.com/Daniel Goleman: Three Kinds of Empathy http://www.danielgoleman.info/three-kinds-of-empathy-cognitive-emotional-compassionate/The Business of Thinking Big PodcastEpisode #81: Leadership & Inclusivity https://www.liannekim.com/blog/81White Fragility by Robin DiAngelo https://www.amazon.ca/White-Fragility-People-About-Racism/dp/0807047414White Privilege: Unpacking the Invisible Knapsack by Peggy McIntosh https://www.racialequitytools.org/resourcefiles/mcintosh.pdfChristina Sackeyfio, Boldly Inclusive http://www.boldlyinclusive.co/Christina's LinkedIn https://www.linkedin.com/in/christinasackeyfio/Christina's Twitter handle @BeEvenBolder https://twitter.com/BeEvenBolder

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.

What is BIPOC? Can I say "trans" without offending people? How many letters are supposed to be in LGBTQIA and what do they all mean?! In honor and recognition of Pride Month, Black Lives Matter, social justice, and minority mental health, Ashley and Andrea devote this podcast to highlighting the unique struggles faced by people who identify with multiple marginalized identities and talk about ways we can all be better allies.* Learning the language is an important first step if you want to engage in conversations about race, disparities, and justice. Ashley uses the UC Davis LGBTQIA Resource Center Glossary to define several words that keep popping up in the news and which ones are most appropriate to use. Andrea shares the Project Implicit website and the quizzes you can take to uncover your hidden biases about race, gender, age, disability, and more. There's also a 21 Day Racial Equity Challenge where you do one action to further your understanding of power, privilege, supremacy, oppression, and equity each day for 21 days. If you love checklists, definitely try Dr. John Raible's Checklist for Allies Against Racism. Read through the checklist to get a feel for what constitutes ally behavior on the part of anti-racists, and think about how often and how consistently you do any or all of them. Other great resources: The Angry Black Woman: The Do's and Don'ts of Being a Good Ally The White Ally Toolkit/Ally Conversation Toolkit helps anti-racism allies do their part in the fight against racism by empowering and equipping them with best practice communications skills based on listening, storytelling, and compassion. Racial justice educator and writer Debby Irving, on her website, gives us "a small sampling of what the racial justice community has offer." Safe Space Radio: Talking to White Kids About Race & Racism. MHA and NAMI have all the data you want related to Prevalence of Mental Health Conditions in Specific Populations. The Netflix documentary, 13th, reviews the Thirteenth Amendment and analyzes the criminalization of African Americans and the U.S. prison boom. If you want to donate, here's a list of Black Lives Matter and Black Lives Matter LGBTQ charities who need support. *Ashley and Andrea 100% recognize their privilege as white women and want to connect people with the experts and tools they need to engage in important conversations. Buy the book, There's an Elephant in Your Office, on our website elephantinyouroffice.com or on Amazon. Hire us to train your workforce on incorporating mental health into all kinds of businesses. Find us on social - Instagram @elephantinyouroffice; FB @ASJexplains

Dr, Dayna Johnson's review of how sleep is impacted by race is almost a year old; but it has never had more relevance than it does right now. Toward the end of the chat, you'll hear the one piece of data from the review that actually made Neil angry. Plus, we're joined by Dr. Michael Grandner in this first of his weekly visits to update us on the latest in sleep science. Some Key Takeaways: “So when you encounter experience discrimination or experience, an act of racism, you have a physiologic response, a stress response. And so then that can affect your sleep. When we sleep, there are many things that happen that are important for our health. So whether it's hormone secretion, whether it's rest for our blood vessels, whether it's our memory consolidation, when we have a disturbance to that it causes our sleep to be disturbed, and then we have a poor health outcome.” “So if it's memory, we're thinking about cognitive decline, for example, or if it's some damage to our cardiovascular system, we're thinking about a higher risk of harm – hypertension or cardiovascular disease. And so if we have some groups of or some populations such as African-Americans that are consistently encountering discrimination and racism, other stressors, they're they're regularly at this and experiencing the stress at this high level, and then consistently have disruptions to sleep, which interrupt these other factors. And so it's a linear effect. One thing happens and then another, and then you know, it affects your health overall.” “Black people tend to under-report insomnia. So they under-report problems with sleeping. Some of the reasons for sleep disparities – which date back to slavery times – were that pictures of black people sleeping were labeled as lazy. And so this stereotype has emerged, that if you sleep enough – but really the amount that you need in order to be healthy and operate and have a good quality of life – implies that you are being lazy.” LINKAPALOOZA Dr. Dayna Johnson's bio on the Emory University website Here's the link to the review referenced in the episode linking sleep quality with race. https://implicit.harvard.edu/implicit/takeatest.html (Click here for the Project Implicit test from Harvard that will privately and anonymously evaluate your unconscious biases.)

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

Hello happy Wednesday loves

After last episode featuring the unwaveringly positive and wonderful Jeff Sidner, I felt compelled to feature another Black Minneapolitan who has had a different experience with the MPD. Meet the also wonderful Elias Lemon. You can join him on Facebook here (make sure to include a note indicating you heard him on the show): https://www.facebook.com/elias.lemon.3 Instead of Three Good Things, here are Three Good Links to Help White People Get Smarter About Police Violence and Anti-Racism: 1. A very simple animated explainer on systemic racism. Basic enough for kids, clear enough for grownups who still deny its existence. https://www.facebook.com/watch/?v=2529359743953445 2. Project Implicit. You can take an implicit bias test here to see how bad yours is. https://implicit.harvard.edu/implicit/selectatest.html 3. NY Times Opinion Piece on why white people might think twice before sending those "comforting" texts to their black friend(s). https://www.nytimes.com/2020/06/05/opinion/whites-anti-blackness-protests.html Want to help Minneapolis with your wallet? Here are some good options: Reclaim the Block is devoted to defunding MPD and redirecting resources to solutions that will actually keep people safer. https://www.reclaimtheblock.org/ Campaign Zero is devoted to ending police violence. joincampaignzero.org We Love Lake Street has a fund to rebuild Lake Street and support the businesses who have been destroyed. shorturl.at/brxDV WBC and Northside Funders Group have started a fund to rebuild North Minneapolis. shorturl.at/dsxZ2 If you haven't subscribed yet, please do so wherever you find your podcasts and, of course, please rate and review the show in Apple Podcasts (or wherever you rate and review). Link to the US Apple Podcasts page here: podcasts.apple.com/us/podcast/feed/id1126574360 Darbi Worley is a seasoned voice actress talking for a living in London by way of NYC. www.darbiworley.com Follow her here: Insta: @darbiw Facebook: facebook.com/darbi

Listen and learn. I have been consumed by this effort for many days now and I’m so happy to report that it is making a difference in me. In just one week I understand more and I feel more confident and more able to initiate conversations and to articulate thoughts, feelings and invitations. Today’s episode is just that, an invitation. I’m so grateful to my friend, Renee Pearson for her generosity during a time of great mourning to speak with me and to share some of her perspective. My beautiful friend, Renee. Photo taken in 2007 when we travelled together to Australia and New Zealand. The more we listen and learn about race in our country, the more good we will be able to do and the more we will avoid the tendency to think that we can’t do anything to influence, let alone change injustice that we see. The first action I would love you to take after listening—especially if you are white—is to visit Project Implicit and take a test (or two or more). Here’s the link to the IAT page. From my brief experience on this website, I can tell you that this will be an eye-opening experience. I was not pleased with the outcome of the first test I took, but it gives me a place to start from. As you explore IAT you will better understand what your current associations are, so that you can gain greater perspective. ResourcesIf you or your family members need a refresher on Jim Crow laws, please click HERE. Here’s the PDF of Peggy McIntosh’s article, White Priviledge: Unpacking the Invisible Knapsack. This article by Mikki Kashtan has been so helpful to me as I begin digging into the concept of White Privilege. And the book, pictured here, by Dolly Chugh. Is, along with others on it’s way to me. I know from Reading Dolly’s article in The Harvard Business Review that I am going to rely heavily on her book. “Each of us have some part of our identity which requires little attention to protecting. For example, in America, if you are white or Christian or able-bodied or straight or English-speaking, these particular identities are easy to forget. It is just an ordinary way of being. Ordinary privilege is ordinary because it blends in with the norms and people around us, and thus, is easily forgotten.Just about every person in America has one form of this ordinary privilege or another. This is nothing to be ashamed of, or deny, even though it can often feel like an accusation. Ordinary privilege is actually an opportunity. Research repeatedly confirms that those with ordinary privilege have the power to speak up on behalf of those without it, and have particularly effective influence when they do. For so many of us looking for an opportunity to fight bigotry and bias in the workplace or in our broader culture, we may be missing the opportunity staring back at us in the mirror: using the ordinary nature of who we are as a source of extraordinary power.”Dolly Chugh Harvard Business Review So many WONDERFUL resources have been shared via social media over the last week. I encourage you to keep learning with books and podcasts. Renee mentioned both Black Lives Matter and Color of Change—click on either of these links to visit their websites. You can also follow them on Instagram. I failed to mention, but have LOVED the podcast, First Name Basis by Jasmine Bradshaw. Jasmine’s focus in on giving parents the tools they need to teach their children about race, religion and culture. Jasmine does an amazing job of simplifying and articulating sensitive issues. She shares sound research-based ideas and has so many fantastic suggestions. Please follow Jasmine on Instagram! We can do this. We can use our influence to bring more awareness to these BIG issues and I believe we can absolutely make SMALL changes in our own daily lives that will impact our families, our communities and our ultimately our country. I shared this statement from Michael Jordan, my niece, Nika’s recent Instagram post, and a post by Russell M. Nelson president of The Church of Jesus Christ of Latter-day Saints. Thank YOU for listening. As always, I’d LOVE to hear your thoughts!

Hi loves

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

This week, Denisha and Arin has the pleasure of being join by Dr. Kate Ratliff, Associate Professor of Psychology at the University of Florida and Executive Director of Project Implicit. In this episode, Dr. Ratliff, Denisha, and Arin discuss implicit bias, research on implicit associations, and Project Implicit as a leader in implicit bias research! We also release some pretty exciting news about a new project we will be releasing soon. We hope that you enjoy the conversation, as much as we enjoyed recording it. Please follow us on FB @BeautifulHumansCast or IG @BeautifulHumansChange

In this episode, Antonio talks with Kate Ratliff, associate professor of psychology and executive director of Project Implicit. Antonio and Kate consider why the IAT is a valuable tool for exploring biases and disrupting disparities. Tune in to find out what Kate loves about Gainesville!

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

Between the three of us, we have done a LOT of interviews. Some of our most memorable experiences come from our recruiting experience and the candidate interviews we’ve conducted along the way. It takes effort to be a good interviewer! And it is easy to be a jerky interviewer, without even meaning to be a jerk. In this episode, we provide some practical tips to help you avoid being a jerk to candidates. Key Takeaways: The best interviewers lead an interview in a way that brings out the best in a candidate. Who does it serve to try and sink them?? Then you’ll just have to keep interviewing more candidates! Prepare in advance and have your questions ready. Take the time to think about why you would ask particular questions - don’t simply ask them because you think they are standard and expected. And then, once you’ve asked the question, listen. Really LISTEN to the candidate’s answers. Who knows what kind of conversation you could have? Check your bias! Sarah suggests giving Project Implicit a try. https://implicit.harvard.edu/implicit/

This week, Anne Marie Labenberg joined us for an important conversation about social equity and implicit bias. She is the co-founder of RAISE consulting, a lifespan health advocacy consulting firm focused on underserved and underrepresented populations. Their primary areas of focus are women’s health, maternal mortality, infant mortality, and the effects of the opioid crisis on all populations. She is also an ambassador for The United State of Women, a national organization for any woman who sees that we need a different America for all women to survive and thrive — and wants to work collectively to achieve it. .   The first part of our conversation goes into the concept of equity, as opposed to equality, which is a big concept that spans a lot of areas of social justice. We referenced this image, so I’m sharing it here. I don’t know who to credit it to – it’s been going around social media for awhile. Please let us know if you know who the source is!       From there, she tells us about her work with RAISE consulting, why she views trauma as the true “gateway drug,” the white papers she’s written to influence change, and the curriculum she’s developed to teach people about implicit bias (the idea that we all have unconscious biases that influence our actions in moments of split-second decision making). She finishes the interview by sharing the story of her galvanizing moment – the childhood experience that put her on the path toward social justice work.   During the interview, she references a few useful resources:   This ACE (Adverse Childhood Experiences) quiz is a quick resource for determining the impact of childhood traumas on adulthood. Harvard’s Project Implicit will help you take a look at your own implicit biases and start to become conscious of the unconscious influences on your decision making. This Media Bias Chart shows the alignment of various media sources, and which ones are the most unbiased and true to the facts.   Visit the website to learn more about RAISE consulting, or you can visit them on Facebook, Instagram, and Twitter.   If you’re interested in learning more about the United State of Women, head over to their website, or visit them on Facebook and Instagram.   Our musician this week is Trinell’s Mad Scatter Music. Her music challenges the boundaries of jazz concepts, and the idea of genre-static music. The song is called “Wrong Turn,” and features Alicia Pyle on the piano. You can find her music on iTunes, Spotify, and Amazon, as well as Facebook and Instagram.   VERY special thanks to our sponsors, Steve Tyler and Radiance of Silverbirch Studios for giving us a space to record and helping us sound amazing. Thank you also to Rosalind & the Way for our gorgeous intro music, to Traci Henning-Kolberg for editing out our mistakes and making us sound fantastic. And to YOU for listening and supporting our project!   See you next week!

oday with have Brian Nosek on the podcast. Nosek is co-Founder and Executive Director of the Center for Open Science (http://cos.io/) that operates the Open Science Framework (http://osf.io/). The Center for Open Science is enabling open and reproducible research practices worldwide. Brian is also a Professor in the Department of Psychology at the University of Virginia. He received his Ph.D. from Yale University in 2002. He co-founded Project Implicit (http://projectimplicit.net/), a multi-university collaboration for research and education investigating implicit cognition–thoughts and feelings that occur outside of awareness or control. Brian investigates the gap between values and practices, such as when behavior is influenced by factors other than one’s intentions and goals. Research applications of this interest include implicit bias, decision-making, attitudes, ideology, morality, innovation, and barriers to change. Nosek applies this interest to improve the alignment between personal and organizational values and practices. In 2015, he was named one of Nature’s 10 and to the Chronicle for Higher Education Influence list. In this episode we discuss: The genesis of Project Implicit The current state of the field of implicit bias Overuses of the Implicit Association Test (IAT) The common desire people have for simple solutions The potential for misuse of the IAT for real-world selection How hard it is to study human behavior What the IAT is really capturing How the degree to which the IAT is trait or state-like varies by the topic you are investigating Cultural influences on the IAT Brian’s criticism of implicit bias training The latest state of the science on implicit bias How our ideologies creep in even when we are trying to be unbiased The difference between implicit attitudes and conscious attitudes  What would an equality of implicit associations look like? Why bias is not necessarily bad The genesis of The Reproducibility Project What are some classic psychological studies that haven’t replicated? The importance of having compassion for the scientist The importance of having the intellectual humility of uncertainty The importance of cultivating the desire to get it right (instead of the desire to be right) What is open science? What is #BroOpenScience? How hostility on social media can cause us to lose the view of the majority The importance of balancing getting it right with being kind to others

Dena Samuels is my friend and colleague. Dena is a Diversity, Equity & Inclusion Consultant and Coach who uses mindfulness to reduce unconscious bias at work and in the world. Dena has a long standing background in academia but wanted to come out of the classroom and into the world to shift the landscape of work. In this inspiring interview, learn how to increase safety and create true cultural inclusion by starting with leading from your entire self, heart, body, and wisdom.   Key Takeaways: [:01] Carley Hauck introduces herself as the founder of Living Well Awake, the new Shine podcast, and her upcoming new book — Shine- Ignite your inner game to lead consciously at work and in the world, available March 2020. [2:16] Carley introduces Dena Samuels, who shares the experiences that led her to work with diversity, inclusion, and belonging in the world. [9:36] How can we build relationships across our differences? You can begin by identifying just one individual in the group. [10:27] Belongingness and overcoming the negativity bias to achieve true cultural inclusion for your entire self. [18:12] Dena’s mindfulness practice suggestions include speaking, interactions, prayer, and more. [21:27] Linking mindfulness to inclusion and belonging starts with naming your limiting emotions so you can move forward from them. [27:18] Identify your biases with Harvard’s Project Implicit so that you can work on changing them even if you can’t eliminate them. [31:49] Handling microaggressions in the workplace — how you can mitigate and handle hard situations in a meaningful way. [35:05] Eliminating microaggressions can start with correct languaging and gentle intervention by calling people into greater mindfulness of their words. [42:35] Embracing the shadow versus the light — increase your self-compassion and inner belonging by understanding and accepting yourself before all else. [45:21] Interconnectedness and the environment — consider who will get hurt first and worst by natural accidents or poor practices. [51:05] Dena leads us through a mindfulness practice of supporting interconnectedness with the environment. [58:53] Wrapping up with Dena — start to cultivate belonging by admitting your shame and then showing up again.   Resources: Living Well Awake Website Living Well Awake newsletter www.livingwellawake.com/developing-people www.livingwellawake.com/executive-coaching Carley Hauck on Instagram Carley Hauck on LinkedIn Lead From Light Daily Rituals Dena Samuels The Mindfulness Effect: An Unexpected Path to Healing, Connection and Social Justice by Dena Samuels Project Implicit

In this episode, Caleb talks with social psychologist, Dr. Dolly Chugh, about unconscious bias, having healthy conversations about privilege, how to become the person you mean to be, and more. ------------- *Guest Links* ------------- [Dolly's website][1] [Dolly on Facebook][2] [Dolly on Twitter][3] [The Person You Mean to Be by Dolly Chugh][4] ----------------- *Links Mentioned* ----------------- [Work Rules! by Laszlo Bock][5] [Project Implicit by Harvard][6] ------------------------------------------- *The Learner's Corner Recommended Resource* ------------------------------------------- [RELEVANT Podcast: Episode 697: Social Club Misfits][7] [Pastor PreachersNSneakers Should Concern You by Sam Luce][8] ----------------- *Episode Sponsor* ----------------- Reach out to Sam Massey - sammassey77@gmail.com [Sam on Instagram][9] ----------------- *What We Learned* ----------------- The story behind Google's Laszlo Bock endorsing the book. What unconscious bias is. Everyone either has a headwind or tailwind. Research shows that the person with the headwind speaks up they are not taken as seriously as the person with the tailwind. How to have healthy conversations about privilege Light based conversations vs. heat based conversations The 20 / 60 / 20 Rules How to have healthy conversations on social media The difference between willful ignorance and willful awareness When we see humanity in others it gives us permission to see our own humanity. How to get started. The difference between a fixed mindset and growth mindset is a learning mindset. ------------------------ *New Episode Every Week* ------------------------ Thank you for listening to the Learner's Corner Podcast. We hope you'll join us for next week's episode. Until next time, keep learning and keep growing. [1]: http://www.dollychugh.com [2]: https://www.facebook.com/dolly.chugh.author [3]: https://twitter.com/DollyChugh [4]: https://www.amazon.com/gp/product/0062692143/ref=dbs_a_def_rwt_hsch_vapi_taft_p1_i0 [5]: https://www.amazon.com/Work-Rules-Insights-Inside-Transform/dp/1455554790/ref=sr_1_1?crid=22WMY5YCKP9FX&keywords=work%20rules%20insights%20from%20google%20laszlo%20bock&qid=1556496397&s=gateway&sprefix=work%20rules,aps,229&sr=8-1 [6]: https://implicit.harvard.edu/implicit/ [7]: https://relevantmagazine.com/podcast/social-club-misfits-2/ [8]: http://samluce.com/2019/04/pastor-preachersnsneakers-should-concern-you/ [9]: https://www.instagram.com/sammassey77/

Jonathan and Chris interview Brian Nosek, a professor of psychology and the co-founder and director of the Center for Open Science. They discuss problems and solutions in modern scientific research, such as committing scientists… to stick to a protocol.    Table of contents. 2:00 The culture of science.  4:18 Publications as currency for career advancement.  7:53 What researchers tell each other at the bar.  10:22 Cynicism.  12:48 The solution to climate change (not really).  18:24 The paper is advertising for the research.  22:16 Weaknesses of the peer review process.  23:58 One data set, many scientists, different conclusions.  27:29 Resistance to sharing.  29:52 The road to the Center for Open Science.  37:49 Signs of success.  44:10 The generational gap in openness.  46:55 Registered reports.    LINKS:   The Center for Open Science website: http://www.cos.io Project Implicit: https://implicit.harvard.edu/implicit/ For scientists, the Open Science Framework: http://www.osf.io   Theme music: "Troll of the Mountain Swing" by the Underscore Orkestra.   To contribute to The Body of Evidence, go to our Patreon page at: http://www.patreon.com/thebodyofevidence/.

This episode of Books and Ideas is an interview with Rhodes Perry, author of Belonging At Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization. Human beings are wired to be social, which means feeling like we belong is actually essential to our physical and emotional health. In this interview we discuss some of the obstacles to "Belonging at Work" and practical steps toward improvement. Rhodes also shares the Platinum Rule: Treating others like THEY want to be treated, which I think should be applied in all aspects of our life. Please join me for this thought provoking conversation and check out Rhodes' excellent podcast, The Out Entrepreneur. Links and References: Belonging At Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization by Rhodes Perry The Out Entrepreneur (one of my favorite podcasts) Project Implicit (free tests to uncover unconscious bias) Targeted Universalism Send me feedback at docartemis@gmail.com or post voice feedback at http://speakpipe.com/docartemis. Social Media Links: Twitter: @docartemis Facebook page: http://www.facebook.com/booksandideas  

This episode of Graying Rainbows is an interview with Rhodes Perry, author of Belonging At Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization. Human beings are wired to be social, which means feeling like we belong is actually essential to our physical and emotional health. In this interview we discuss some of the obstacles to "Belonging at Work" and practical steps toward improvement. Rhodes also shares the Platinum Rule: Treating others like THEY want to be treated, which I think should be applied in all aspects of our life. Please join me for this thought provoking conversation and check out Rhodes' excellent podcast, The Out Entrepreneur. Links and References: Belonging At Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization by Rhodes Perry The Out Entrepreneur (one of my favorite podcasts) Project Implicit (free tests to uncover unconscious bias) Targeted Universalism Send me feedback at grayingrainbows@gmail.com or post voice feedback at http://speakpipe.com/docartemis. Social Media Links: Twitter: @GrayingR Facebook page: https://fb.me/grayingrainbows Private Facebook Group: https://www.facebook.com/groups/grayingrainbows

ABOUT THIS EPISODE Talk of implicit bias has moved far beyond its origin in psychology. It's spread to law journals, it informs training in many workplaces (including one famous coffeeshop chain (https://news.starbucks.com/press-releases/starbucks-to-close-stores-nationwide-for-racial-bias-education-may-29)), and it's entered popular discourse. Does that ubiquity carry risks? What balls are we potentially taking our eyes off of when we focus on implicit bias? These are the kinds of issues addressed in my conversation with Jonathan Kahn, the James E. Kelley Chair in Tort Law at the Mitchell Hamline School of Law, and author of the book Race on the Brain. LINKS --Jonathan Kahn's Mitchell Hamline webpage (https://mitchellhamline.edu/biographies/person/dr-jonathan-kahn/) --Race on the Brain: What Implicit Bias Gets Wrong About the Struggle for Racial Justice, by Jonathan Kahn (https://www.amazon.com/Race-Brain-Implicit-Struggle-Justice/dp/0231184247) --Project Implicit (https://implicit.harvard.edu/implicit/) --"How the GI Bill left out African Americans," by David Callahan (Demos) (https://www.demos.org/blog/11/11/13/how-gi-bill-left-out-african-americans) --Racism Without Racists, by Eduardo Bonilla-Silva (https://www.amazon.com/Racism-without-Racists-Color-Blind-Persistence/dp/1442276231/ref=pd_lpo_sbs_14_t_0?_encoding=UTF8&psc=1&refRID=FVYNRHR64CMPPEK2PX0X) --"The American civil rights tradition: Anticlassification or antisubordination?" by Jack Balkin and Reva Siegel (https://law.yale.edu/system/files/documents/pdf/Faculty/Siegel_TheAmericanCivilRightsTraditionAnticlassificationOrAntisubordination.pdf) --"Chief Justice out to end affirmative action," by Jeffrey Toobin (CNN) (https://www.cnn.com/2013/02/28/opinion/toobin-roberts-voting-rights-act/index.html) --"Sotomayor accuses colleagues of trying to 'wish away' racial inequality," by Robert Barnes (Washington Post) (https://www.washingtonpost.com/politics/sotomayor-accuses-colleagues-of-trying-to-wish-away-racial-inequality/2014/04/22/e5892f90-ca49-11e3-93eb-6c0037dde2ad_story.html?utm_term=.703dbfd627fa) Special Guest: Jonathan Kahn.

Excuse Me, Your Bias is Showing - Episode 10 We all have biases lurking in our unconscious mind. These are our implicit biases, and they affect how we relate to patients and, in turn, how they relate to us. But if these biases are unconscious, how do we identify them? And is it possible to change them? We share our own experiences with implicit bias, and we hear Dr. Rupa Marya’s story that went viral on social media. Then we dive a little deeper with researcher and pediatric emergency medicine physician, Dr. Tiffani Johnson. Want to check your own biases? Take an implicit association test (IAT) through Project Implicit. Let us know what you found and let’s continue the discussion on social media, @empulsepodcast. If you’d like to keep your results more private, send us a comment on our website, ucdavisem.com. Hosts: Dr. Sarah Medeiros, Assistant Professor of Emergency Medicine at UC Davis Dr. Julia Magaña, Assistant Professor of Pediatric Emergency Medicine at UC Davis Guests: Dr. Tiffani Johnson, Pediatric Emergency Medicine Physician and Faculty at the Policy Lab at Children’s Hospital of Philadelphia (CHOP)  Special thanks to Dr. Rupa Marya and Bonnie Castillo for allowing us to use the audio from this video that was featured on NowThis Politics Resources: The Impact of Cognitive Stressors in the Emergency Department on Physician Implicit Racial Bias. Johnson TJ, Hickey RW, Switzer GE, Miller E, Winger DG, Nguyen M, Saladino RA, Hausmann LR. Acad Emerg Med. 2016 Mar;23(3):297-305. doi: 10.1111/acem.12901. Epub 2016 Feb 22. PMID: 26763939 Comparison of Physician Implicit Racial Bias Toward Adults Versus Children. Johnson TJ, Winger DG, Hickey RW, Switzer GE, Miller E, Nguyen MB, Saladino RA, Hausmann LR. Acad Pediatr. 2017 Mar;17(2):120-126. doi: 10.1016/j.acap.2016.08.010. Epub 2016 Sep 13. PMID: 27620844 Project Implicit - take an IAT! ******************************************************************* Join us in Maui for Emergency Medicine Hot Topics!  November 6-10, 2018. Registration is now open! Thank you to the UC Davis Department of Emergency Medicine for supporting this podcast and to Orlando Magaña at OM Audio Productions for audio production services. Dr. Tiffany Johnson (center)  

This week we decided to have a conversation on the importance of breaking our biases. Today's society can can be divisive and individuals are unwilling to engage in open dialogue with others whose opinions differ from their own. As a podcast, we are dedicated to creating spaces that foster honest & open dialogue, and we were super excited to have this conversation. Not only to inspire you to be better in your communication, but to challenge ourselves to be better as well.  Here are two articles for you to reference:  Active Listening: The Art of Empathetic Conversation published by Positive Psychology Program and Six Ways to Break Your Implicit Bias Patterns  published by the Culture Wizard. We also encourage you to take an implicit bias test, published Harvard University to reveal any hidden biases you may hold. Follow this link to see what may be underneath the surface: Project Implicit.  We questioned and discussed the root causes of certain biased attitudes in regards to race, politics, and religion, and what is at risk when we do not take the time to learn how to have productive dialogues with people that hold differing views.  We also noted, having a bias is not necessarily a negative thing. It only becomes problematic when you allow your bias to be a basis for discriminatory behaviors or judgmental actions towards certain groups or individuals in society. We hope this episode encourages you to do some self-inventory and reflect on our your own biases. The moment we are made aware of something, is the moment we are one step closer to changing it.

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.

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

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

Lab Director David Yokum and Executive Director of the Center for Open Science, Brian Nosek, discuss how the core principles of research are not part of daily practice, and they offer some ideas of how we might make them. ****************************** About our guest: Brian Nosek is co-Founder and Executive Director of the Center for Open Science that operates the Open Science Framework. COS is enabling open and reproducible research practices worldwide. Brian is also a Professor in the Department of Psychology at the University of Virginia. He received his Ph.D. from Yale University in 2002. He co-founded Project Implicit, a multi-university collaboration for research and education investigating implicit cognition--thoughts and feelings that occur outside of awareness or control. Brian investigates the gap between values and practices, such as when behavior is influenced by factors other than one's intentions and goals. Research applications of this interest include implicit bias, decision-making, attitudes, ideology, morality, innovation, barriers to change, open science, and reproducibility. In 2015, he was named one of Nature's 10 and to the Chronicle for Higher Education Influence list.

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