Perspective-taking “can be very useful in assessing the emotional impact on individuals who are constantly being stereotyped in negative ways.”, The challenge in pursuing these strategies lies within each individual in your organization. Her son grew up in one of the most educated areas in the country, watched little TV and hardly seemed to notice race. During a lecture at Stanford in April, while standing under an image of Tamir Rice, a 12-year-old who was shot and killed by police in her hometown of Cleveland, Eberhardt made explicit the connection between her research and the events roiling the nation. View Jennifer Ristoff’s profile on LinkedIn, the world's largest professional community. "Because the worlds were so different, I just thought about race a lot and I thought about inequality a lot," she says. Eberhardt has been heavily involved with the Oakland Police Department—to the point that she's almost embedded, says Assistant Police Chief Paul Figueroa. In 2004, with her reputation yet to be widely established, she organized an unprecedented conference at Stanford on racial bias in policing, bringing together scores of academics from across the country with law enforcement officials from 34 agencies in 13 states. Self-awareness and accountability are crucial in overcoming implicit bias in the workplace. made this opportunity, which just didn't exist before. She and her colleagues are analyzing footage of thousands of encounters recorded with officers' body cameras in an attempt to parse the behaviors that lead to positive outcomes from those that spiral into problems. And indeed for a long time, Eberhardt would shrug off questions about how she deals with the bleaker aspects of her research. "I think we're going to find in the next few years that the standard will become that officers start learning about implicit bias when they are recruits," says Magnus, the Richmond police chief. Jennifer Eberhardt A social psychologist at Stanford University, Jennifer Eberhardt investigates the consequences of the psychological association between race and crime. It turned out that gender bias was acting as an unconscious barrier to more women joining. The talent evaluators mitigated their unconscious biases even further by asking musicians to remove their shoes before walking onto the stage behind the curtain because the process could be influenced by the sounds of heels walking across the stage. Even with her vast knowledge of the insidiousness of bias, Eberhardt was floored. Regardless of which method you choose, chances are you have made some bad decisions in your life. For instance, the findings about implicit race bias indicate that individuals will perceive as more ... decision-procedure in order to avoid potential biases - or new ways of checking each other’s decisions and holding each other accountable. She was giving the class a demonstration of the "fundamental attribution error," a well-documented tendency people have to explain the outcome of a situation by assigning undue credit to personality traits rather than external factors that may be at play. Afterward, Eberhardt asked the class to rate the sides for their level of general knowledge. How much would streetwise cops care what a social psychology professor had to say about the hidden reaches of racial bias? She attends staff meetings, gives feedback, tracks data and provides training. From the beginning of her career at Stanford in 1998 (which she began as a non-tenure-track professor), the now-tenured Eberhardt has coupled scholarship with a drive to bring her research into the world, typically through novel collaborations with officials in the criminal justice system. This is how it felt. "But no one connected these studies to what had happened at the beginning of the class period," Eberhardt later wrote in her dissertation. It means that bias-inviting procedures should be eliminated, such as the routine traffic stop, foot … "Bias can grow organically out of that," she says. Traditionally, musicians who were trying out for positions would come onto a stage and play in front of the talent evaluators. The answer, Eberhardt's work suggested, was largely in the subconscious. Reimagining workplace learning during COVID-19. Another method to offset biases involves matching job requirements and development opportunities with candidates’ knowledge, skills, and abilities. Eberhardt has been responsible for major contributions on investigating the consequences of the psychological association between race and crime through methods such as field studies and laboratory studies. Still, Eberhardt says focusing only on individual instances of racism, on getting rid of the "bad people," won't solve the problem. That realization led her to shift more of her energies from delineating the problem to finding solutions. For example, a stranger snaps at you for bumping into him at a supermarket—the initial reaction may be to label him a jerk, when in fact his response may be the result of poor sleep, a recent death of a loved one or severe stress at work. Her research has shown that police—black and white officers alike—are more likely to mistakenly identify black faces as criminal than white faces; that people show greater support for life sentences for juveniles when they read about a case involving a black defendant than when the case involves a white defendant; and that words associated with crime can cause people to instinctively focus on black faces. “The best we can do is a compromise: learn to recognize situations in which mistakes are likely and try harder to avoid significant mistakes when the stakes are higher.” Following this path will require you and your colleagues to understand the role of emotions as they relate to implicit bias and System 1 thinking. Inasmuch as the word “bias” suggests a negative connotation, efforts to raise awareness can be difficult since people do not like to think of themselves as “flawed.” Yet if your colleagues are aware that implicit bias exists and are aware of how it can significantly impact their decision-making, they can be better prepared to mitigate the impact. "I think she has changed the way we all think about the American dilemma of race.". Stanford University 2. Jennifer L. Eberhardt 1, Paul G. Davies 2, Valerie J. Purdie-Vaughns 3, Sheri Lynn Johnson 4 1 Department of Psychology, Stanford University 2 Department of Psychology, University of California, Los Angeles This is a guy who has a life sentence.". JENNIFER EBERHARDT: Well, I mean, I think—when we’ve done studies, we’ve asked people to rate faces, say, on how stereotypically black they … The assignment will involve answering questions that challenge you to assess how this project applied a social psychological approach to address a practical concern. Acknowledgments: First off, thanks to Josh Cavalier for the reviews and advice, and to Linda Bump Harrison, Jennifer Eberhardt, and everyone else at New Riders for the opportunity to work on such a wonderful book. "You will never hear me say, 'It's implicit so it's not your fault,'" he says. Dr. Jennifer Eberhardt, professor of psychology at Stanford University and MacArthur “genius” award recipient explains that although our brains are “wired” to see differences, research shows that self-awareness and thoughtful and deliberate decision making can help end the subtle and subjective discrimination we see and experience in our personal lives and workplaces. Another important step in mitigating implicit bias inside an organization is through teaching your colleagues about the different biases that exist. Cassino, Dan et al 2014). For learning leaders, this can affect people throughout an organization. Instead, she heard gasps, the loudest after she described an experiment that showed how quickly people link black faces with crime or danger at a subconscious level. "All over this country, black people are still finding themselves in situations where they feel the state does not fully protect them, where they feel the state does not fully register their pain," she said. And he didn't know why he thought it," she says. Jennifer L. Eberhardt Eyewitness misidentification is the primary cause of wrongful convictions in North America. Being more aware of how implicit bias can compromise your objectivity can activate System 2, which can have the effect of introducing conscious and deliberate thought into the decision-making process. The recent protests and tumult in response to police killings, she said, are part of the cost of not seeing—the price of our blindness to bias. Nobody wanted to mention what appeared to Eberhardt to be an obvious factor: As the result of drawing lots, the contestants had been white men, the quizmasters black women. Key to the training's appeal, Fridell says, is that it treats bias as a common human condition to be recognized and managed, rather than as a deeply offensive personal sin, an approach that makes cops less defensive. Inasmuch as the organizational leaders set the tone for the organizational culture, acceptance and buy-in from these individuals is paramount. The subjects were then asked to identify blurry images as they came into focus frame by frame. But the reach of implicit bias, arising from America's tortured racial history, from culture and from still pervasive inequities, is powerful, enduring and underrecognized, especially in the context of criminal justice. In one study capturing how high the stakes are, Eberhardt and her colleagues analyzed two decades' worth of capital murder cases in Philadelphia involving white victims and black defendants—44 cases in all. Research Report Looking Deathworthy Perceived Stereotypicality of Black Defendants Predicts Capital-Sentencing Outcomes Jennifer L. Eberhardt,1 Paul G. Davies,2 Valerie J. Purdie-Vaughns,3 and Sheri Lynn Johnson4 1Department of Psychology, Stanford University; 2Department of Psychology, University of California, Los Angeles; 3Department of Psychology, Yale University; … ), At Beachwood, by comparison, college seemed inevitable. Built by and for a journalist. This paper presents a systematic analysis of officer body-worn camera footage, using computational linguistic techniques to automatically measure the … During the hiring process, evaluate candidates based on a list of requirements for each role instead of evaluating candidates against each other: “This allows you to avoid contrast bias (or contrast effect): the tendency to compare candidates or employees to each other rather than comparing them to a preset company standard.” Moving to objective from subjective standards helps you to avoid the biases that are massaged by referring to “cultural fit” as well as “our type of candidate” justifications. "People would choose their friends based on how smart they were," she says. She began to realize she was feeling a toll, particularly after research for a 2008 paper she published with Goff and two others revealed persistent connections in people's minds between black people and apes. Intentions hardly mattered. Are there new methods of advertising job openings that will reach a more diverse group of applicants? Casino et al Wednesday June 10 (session 9)--Type 1 Implicit Measures Continued (Paper versions) *Bethany Alberson 2011. The conclusion seemed perverse: Someone seeking to mitigate racial disparities in sentencing might be best served by not pointing them out. According to Michael Levine of Psychology Today, rationality only represents about 20 percent of human decision-making. Thanks as well to Diana Johnson of Sorenson Media and Kymberlee Weil of FlashForward. Biased: Uncovering the Hidden Prejudice That Shapes What we See, Think, and Do by Jennifer L. Eberhardt; Blind Spot: Hidden Biases of Good People by Mahzarin R. Banaji & Anthony G. Greenwald; Move from silent bystander to an active ally. Penguin. “The human brain is a wonderful gift, but with success and tenure we are fooled into certainty and drawn away from humility,” writes Forbes contributor Michael Brainard. Implicit bias interferes with your decision-making, perceptions and behaviors every single day. Less often there's denial. In addition, proactive steps can be taken to implement policies and procedures that can remove or minimize systemic processes that inadvertently or inherently are affected by implicit bias. T he first time Jennifer Eberhardt presented her research at a law enforcement conference, she braced for a cold shoulder. If you continue to use this site we will assume that you are happy with it. If you ever have a chance of overcoming these hidden biases and muting their effects, you have to be aware that most of your decisions are made with System 1 automatic thinking. Stanford social psychologist Jennifer Eberhardt. A foundational building block to mitigate implicit bias is to raise awareness of its existence. Approximately 25 percent of the state prison population at the time was black. Eberhardt shows us how we can be vulnerable to bias but not doomed to live under its grip. by a team of Stanford University social psychologists led by Dr. Jennifer Eberhardt. When you make decisions, do you try to take a rational approach when weighing the potential positives and negatives of the choices available in order to make the best decision possible? Physical Address: 875 Line Street Moscow, Idaho. Her work raising awareness at the department about implicit bias has contributed to changes that include a new policy for foot pursuits. Jennifer Eberhardt, 2019. Are performance evaluation systems evaluated for gender neutrality?”, These same questions can be adjusted to account for racial and cultural differences that naturally occur in organizations due to things such as affinity bias, which is the tendency for people to hire, promote, and develop people that look, talk, and possess similar experiences. "No one wanted to personalize what was so easy to condemn in the abstract.". Jennifer Lynn Eberhardt (born 1965) is an African-American social psychologist who is currently a professor in the Department of Psychology at Stanford University. He includes himself in that group. Rather than follow a suspect into a backyard, Figueroa says, officers are now supposed to wait for backup, reducing the chances of a high-adrenaline confrontation in which biases can surface unchecked. has worked with police departments across the country to help them recognize implicit bias and understand racial disparities in policing. “Implicit Political Attitudes” Oxford Handbook of Political Communication. Book smarts were no longer something to hide, she says; they were social currency. Idaho Student Union Building 301. "Hearing it from that guy felt different. Police officers speak significantly less respectfully to black than to white community members in everyday traffic stops, even after controlling for officer race, infraction severity, stop location, and stop outcome. "She made it possible for those of us who cared about black lives to do work that was relevant to policy, but that social psychologists could recognize as their own," Goff says. In the 1980s, women made up approximately 10 percent of the total members in the country’s top orchestras. Her new home was a bike ride and a world away from her old neighborhood, a move enabled by her father, a mailman with an eighth-grade education who ran a successful side business in antiques and Tiffany glass. Consequential reflection can also lead to the generation of different perspectives, which can be another means to reduce the effects of implicit bias. Eberhardt’s team has been analyzing stop data since 2014 as part of the police department’s ongoing efforts to modernize procedures and improve community-police relations by using data-driven analysis: “Last night’s vote by two councilmembers that ended OPD’s contract with Stanford Professor Jennifer Eberhardt hurts all Oaklanders, and particularly … When employees are cognizant of the situations where implicit biases are most likely to be a significant factor in decision-making, awareness can potentially mitigate the nefarious effects. "For the first time in history, we'll be able to see firsthand how police officers make contact with the public and how those interactions unfold in real time," Eberhardt says. "No matter what we controlled for, the black defendants appeared to be punished in proportion to the blackness of their features," she said. More than a decade later, Eberhardt is no longer the anonymous academic she was then. When Eberhardt asked the students to discuss the unexpected result, silence fell over the normally chatty class. From racism to gender bias to affinity bias to confirmation bias, there are over 100 different decision-making biases that affect organizational processes in some manner or form. According to a 2017 Conversation article about a controversial internal memo written by an employee at Google, some of the questions leaders of companies should be asking themselves are: Do job advertisements use gender-neutral language? It wasn't the right fit, and Eberhardt was looking for a new direction when she was struck by an experience she had as a teaching fellow for a social psychology class. But Eberhardt has helped move the field's focus from the people with biased attitudes to the people targeted by those biases, and she has found ingeniously simple but powerful ways to make the problems with stereotyping apparent. How much demographic information should be requested on the application? Yet she also offers us tools to address it. Kriti Jain, an associate professor at IE Business School, suggests you can improve decision-making by deploying a technique called “consequential reflection,” which prompts people to reflect on the positive and negative consequences of their decisions. There were better facilities, better teachers and real expectations. Yet she was certain the vast majority of officers would sincerely recoil at the idea of policing with prejudice. Sam Scott is a senior writer at Stanford. In one experiment, subjects were subliminally shown black or white faces, then asked to identify a blurry image as it came into focus over 41 frames. In another study in 2012, commuters at a Bay Area train station were shown informational slides about the California prison system and then asked if they'd sign a petition in support of a proposed (and ultimately successful) amendment to lessen the severity of the state's Three Strikes law, which gives mandatory life sentences to certain repeat offenders. Mailing Address: 875 Perimeter Drive MS 2535 Moscow, ID 83844-2535 Sometimes it means asking ourselves whether our opinions would be the same if the person were a different race, gender, or religion or dressed in a different manner.”. "This is someone who is really out in the trenches working with police departments and the criminal justice system.". Eberhardt’s argument is very simple: in order to combat racism, we must confront our hidden racial biases. Or, are you more likely to go with your gut? For a profession dealing in split-second decisions, the implications were powerful. Jennifer Eberhardt: [00:20:34] So that's why — you know when we first started this study, a lot of neuroscientists thought we wouldn't find anything because they felt like face is a face and the brain just evolved to recognize faces because faces are important to us. Some of your best talent could leave if their concerns are not systematically addressed. But 45 percent of prisoners serving a life sentence under the Three Strikes law then were black. Personality & Soc. Looking back, Eberhardt says the subject of race first fascinated her when she was growing up as the youngest of five children in a predominantly African-American, working-class area of Cleveland called Lee-Harvard. On average, participants primed with black faces could identify a weapon nine frames sooner (middle-left) than those primed with white faces could (middle-right). Neither was Africa, the other response that was twirling in her head. Jennifer Eberhardt, a professor of psychology at Stanford University, suggests slowing down your thinking processes as a method to mitigate implicit bias: “There are lots of things we have at our disposal to manage the potential for bias, and one of those things is just slowing down. Social Psychologist Jennifer L. Eberhardt is investigating the subtle, complex, largely unconscious yet deeply ingrained ways that individuals racially code and categorize people and the far-reaching consequences of stereotypic associations between race and crime. In the end, she stood in front of the class and chose the answer she knew more about, Alabama and Georgia, to the laughter of her classmates. Training can certainly make people more aware of how implicit bias infiltrates an organization but until concrete action is taken, a number of employees will perceive a lack of procedural justice and fairness. She exposes racial bias at all levels of society--in our neighborhoods, schools, workplaces, and criminal justice system. “By discussing the unconscious biases and bringing them to a conscious level, everyone in the organization can be aware of how these can influence their decision-making while hiring, promotions, and mentoring,” writes Forbes contributor Pragya Agarwal. "Somehow she got us all together, and she got these major city chiefs and sheriffs to show up with an open mind," says Jack Glaser, a social psychologist at UC-Berkeley. . Social psychologist and professor of psychology at Stanford, Jennifer Eberhardt, Ph.D., will be coming to the Center for Performing Arts Concert Hall at 7 p.m. on March 19. "People need to have hope," she says. Much of Eberhardt's work has focused on revealing the wide-ranging consequences of those biases. It's not that the respondents were necessarily bigots or even bad people, Eberhardt says. Social psychology has a long history of studying stereotypes—it's been core to the field's interest for generations, says Hazel Markus, a professor in the Stanford social psychology department and a close colleague of Eberhardt's. A picture of post-racial America it is not. Psychol. He credits Eberhardt for pushing for the change. That awareness enables incremental change. © 2021 - Chief Learning Officer - CLO Media. “We must also recognize that the old adage, ‘trust your gut,’ may not prevent us from recognizing implicit bias,” writes Karen Steinhauser in “Everything is a Little Bit Biased.” “We must focus on how we form opinions about people. Readings by Eberhardt (2016) and Wallace et al. ", While other scientists have also made major advances in implicit bias research, it is Eberhardt who brought the science to police, says Fridell, who now heads her own business, which has trained law enforcement officers across the United States and Canada to recognize and mitigate their biases. 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