Title: Bias Literacy Program
Field(s) of Action: * Gender-inclusive / Gender-sensitive Organizational Culture
Objectives:A Bias Literacy Program is an evidence-based gender bias training offered in order to raise awareness and build competence in recognizing and mitigating the effects of gender bias in organizational practices and processes including selection and performance evaluation
Target Group(s): Faculty members / researchers / employees, could be customized for existing hiring committees, tenure committees, selection panels
Description: During the training, research on the pervasiveness of stereotype-based gender bias in decision-making and judgment is reviewed. The first module addresses the origins of bias as a habit, the second module promoted “bias literacy” by describing six kinds of stereotype-based gender bias, such as redefining credentials and stereotype priming, and the third module enhanced self-efficacy for overcoming gender bias by providing behavioral strategies, such as individuation, and by cautioning against counter-productive strategies such as a strong belief in one's ability to make objective judgments. Participants built positive outcome expectations by envisioning a link between their own actions and desired outcomes. “Breaking The Bias Habit” is an exemplary bias literacy program developed as part of an NSF ADVANCE grant to 6 STEMM schools at the University of Wisconsin-Madison (Carnes et al., 2012, 2015). A cluster-randomized trial of the training led to significant increases in gender bias awareness, in self-efficacy to promote gender equity, in positive perceptions of departmental climate, and in hiring rates of new female faculty (Devine et al., 2017).
More information:Website: https://wiseli.wisc.edu/workshops/bbh-beyonduw/
Carnes, M. et al. (2015): The Effect of an Intervention to Break the Gender Bias Habit for Faculty at One Institution: A Cluster Randomized, Controlled Trial. Academic Medicine, 90(2), 221-230. doi:10.1097/acm.0000000000000552
Carnes, M. et al. (2012): Promoting institutional change through bias literacy. Journal of Diversity in Higher Education, 5(2), 63-77. doi:10.1037/a0028128
Devine, P.G. et al. (2017): Breaking the Gender Bias Habit in Academic STEMM Departments: Hiring Outcomes from a Cluster-Randomized Bias Literacy Intervention. Journal of Experimental Social Psychology.  In press. doi:10.1016/j.jesp.2017.07.002

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