Carnes et al., 2015: Promoting gender equity and increasing gender bias awareness increased awareness, motivation, and action to remedy bias among faculty and marginally increased hiring of women over 2 years
Reference:
Carnes, M., Devine, P. G., Manwell, L. B., Byars-Winston, A., Fine, E., Ford, C. E., ... & Palta, M. (2015). Effect of an intervention to break the gender bias habit for faculty at one institution: a cluster randomized, controlled trial. Academic medicine: journal of the Association of American Medical Colleges, 90(2), 221.
Download PDFSummary:
An implicit-bias reduction program modeled on Devine et al. (2012) but focused on gender bias was randomized to math, science, and engineering departments. Over 3 days and 3 months, the intervention did not reduce bias among faculty, but it did raise awareness of and motivation to remedy bias, improved faculty members’ sense of fit and respect in the department, and, when at least a quarter of department faculty attended the program, increased self-reported actions to promote gender equity. Moreover, over the next two years the intervention marginally increased hiring of female faculty (Devine et al., 2017). In another study this program increased faculty hiring of women in math, science, and engineering departments (Forscher, 2016)
Psychological Process:
How?
Psychological Question Addressed
Do I associate other groups with negative qualities?Do I associate other groups with negative qualities?Psychological Question Addressed
Do I associate other groups with negative qualities?Psychological Process 2:
Psychological Process 3:
Social Area:
Intergroup relationships
Intervention Technique:
Prompting with information