Unconscious bias and academia: understanding the invisible influence
During a faculty hiring meeting, a candidate’s credentials are discussed. One panelist comments, “Impressive credentials, but I just don’t feel this candidate will ‘fit’ into our team.” What does “fit” really mean? Often, it reflects our unconscious bias—subtle judgments shaped by stereotypes or comfort with what’s already familiar.
In Blindspot: Hidden Biases of Good People, Mahzarin R. Banaji and Anthony G. Greenwald describe unconscious bias as automatic assumptions that arise from our cultural, social, or personal experiences, often operating without our awareness. Such biases significantly affect academia, influencing hiring, promotions, evaluations, and interactions, thereby perpetuating inequities and restricting diversity.
Addressing unconscious bias is essential to create equitable and innovative academic spaces. Diverse teams perform better, but biases often hinder opportunities for underrepresented groups. Recognizing that everyone has biases is not an accusation but an acknowledgment of common human traits.
When we become aware of our biases, we can work to counteract them. Some common biases in academia include:
- Gender Bias: Assumptions about abilities or roles based on gender.
- Ethnic Bias: Unequal treatment based on ethnic or cultural background.
- Affinity Bias: Favoring individuals with similar experiences or backgrounds.
- Confirmation Bias: Interpreting evidence to confirm pre-existing beliefs.
- Status Quo Bias: Preferring traditional systems over innovative ideas.
What are five steps you can take to start working on unconscious bias?
- Self-Education: Learn about biases through training and resources.
- Reflecting on Decisions: Pause to consider potential biases in judgments.
- Diversifying Interactions: Seek connections with different perspectives.
- Standardizing Processes: Use objective criteria for decisions.
- Promoting Accountability: Encourage open discussions about bias.
By addressing unconscious bias, academia can create inclusive spaces that empower diverse talents to thrive.
For more inspiration watch this video by Institució CERCA
Sources
- Banaji, M. R., & Greenwald, A. G. (2013). Blindspot: Hidden Biases of Good People. New York: Delacorte Press.
- Columbia University Office of Diversity, Equity, and Inclusion. (n.d.). “Addressing Bias in Academia.” Retrieved from https://www.columbia.edu.
- Harvard University Implicit Bias Project. (n.d.). “Understanding Implicit Bias.” Retrieved from https://implicit.harvard.edu.
- Kahneman, D. (2011). Thinking, Fast and Slow. New York: Farrar, Straus and Giroux.
- Moss-Racusin, C. A., et al. (2012). “Science faculty’s subtle gender biases favor male students.” Proceedings of the National Academy of Sciences, 109(41), 16474-16479.
- Ohio State University Kirwan Institute. (2014). “State of the Science: Implicit Bias Review.” Retrieved from https://kirwaninstitute.osu.edu.
- Steele, C. M. (2010). Whistling Vivaldi: How Stereotypes Affect Us and What We Can Do. New York: W. W. Norton & Company.
- Tannen, D. (1990). You Just Don’t Understand: Women and Men in Conversation. New York: Ballantine Books.
- University of California Berkeley Diversity Office. (n.d.). “Bias and Its Impact on Academic Decisions.” Retrieved from https://diversity.berkeley.edu.
- University of Michigan Inclusive Teaching Initiative. (n.d.). “Unconscious Bias in Education.” Retrieved from https://crlt.umich.edu.
- Journal of Transcultural Nursing. University of Alabama. “Unconscious Bias: What is yours?” Norma Graciela Cuellar, PhD, RN, FAAN1