Can You Overcome Inbuilt Bias?

2014/08/20 Leave a comment

Interesting psych experiment, showing that appealing to higher motives less effective than more targeted tasking to reduce implicit biases:

Interestingly, most of the successful interventions were explicit about what they were trying to achieve and why. It’s important to remove the taboos around workplace discrimination and to educate people that bias is natural – what matters is that it doesn’t influence behavior. But worryingly, the majority of the successful interventions both associated black people with positive attributes and white people with negative attributes, reversing the natural direction of the white participants’ bias. Clearly reducing workplace bias by encouraging negativity towards a different group is not a solution.

The results of this comparison also raise an interesting question about the means of change and the outcome it achieves. Interventions which appealed to participants’ moral, conscious beliefs didn’t work, while those which targeted specific task behaviors – e.g. responding faster when black was paired with good – did. Some may argue that these interventions addressed the symptoms and not the cause. But in the workplace, when the ‘symptoms’ of implicit bias include unconsciously excluding and ostracizing others, addressing these behaviors may be a more effective use of time and resources than trying and failing to change the underlying beliefs which cause them.

It’s a tricky, emotive subject, but as more organizations wake up to the damaging consequences of implicit bias in terms of workforce engagement and performance, we can only hope for more research to shed light on how best to overcome it.

Can You Overcome Inbuilt Bias?.

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Bias-Free Hiring: Interview questions not to ask

2014/05/29 Leave a comment

An interesting but somewhat frustrating checklist of what to ask and what not to ask in interviewing candidates, as bias-free as possible. All too familiar to those of us in government, where the guidelines below are followed religiously and yet are deeply unsatisfying given the over-scripting that occurs. Sometimes it works out fine, sometimes less so:

  • Use the job description to identify the essential skills and abilities needed for the job. Determine which of these skills and abilities are best assessed through a written or practical test, through an interview, and from reference checks. From there, interview questions should be developed and clearly linked to the skills and abilities needed to do the job.
  • Develop the responses which you will look for in the candidates’ responses.
  • Attach a score to each question.
  • Use an interview panel when interviewing. Require each interviewer to write down each candidates’ responses to each question.
  • Ask each candidate the same questions.
  • After each interview, have the interview panel discuss the candidate’s responses and come to an agreed score for each question.

Bias-Free Hiring: Interview questions not to ask.

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Keller vs Greenwald: Why Not Both? « The Dish

2013/10/29 Leave a comment

A good discussion by Andrew Sullivan on open bias versus hidden bias, and his preference, as practiced by the Dish, for “biased and balanced”. Another illustration of the debate over bias and ideology, this time in the media:

But on the basis of this exchange, I think Glenn has the advantage. And that’s because his idea of journalism is inherently more honest – declaring your biases is always more transparent than concealing them. That’s why, I think, the web has rewarded individual stars who report and write but make no bones about where they are coming from. In the end, they seem more reliable and accountable because of their biases than institutions pretending to be above it all. In the NYT, the hidden biases are pretty obvious: an embedded liberal mindset in choosing what to cover, and how; and a self-understanding as a responsible and deeply connected institution in an American system of governance. These things sometimes coexist easily – as a liberal paper covering the Obama administration, for example, with sympathetic toughness. And sometimes, they don’t – as a liberal paper covering the Bush administration, for example, and becoming implicit with its newspeak.

Keller vs Greenwald: Why Not Both? « The Dish.

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