scholarly journals BDNF Polymorphism–Dependent OFC and DLPFC Plasticity Differentially Moderates Implicit and Explicit Bias

2011 ◽  
Vol 22 (11) ◽  
pp. 2602-2609 ◽  
Author(s):  
Chad E. Forbes ◽  
Joshua C. Poore ◽  
Aron K. Barbey ◽  
Frank Krueger ◽  
Jeffrey Solomon ◽  
...  
Keyword(s):  
Explicit Bias ◽  
Implicit And Explicit

The Impact of Primary Care Providers’ Bias on Depression Screening for Lesbian Women

2021 ◽  
pp. 152483992110660
Author(s):  
Shuying Sha ◽  
Mollie Aleshire
Keyword(s):  
Primary Care ◽  
Statistical Tests ◽  
Secondary Analysis ◽  
Primary Care Providers ◽  
Depression Screening ◽  
Lesbian Women ◽  
Care Providers ◽  
Explicit Bias ◽  
Implicit And Explicit ◽  
The Impact

Primary care providers’ (PCPs) implicit and explicit bias can adversely affect health outcomes of lesbian women including their mental health. Practice guidelines recommend universal screening for depression in primary care settings, yet the guidelines often are not followed. The intersection of PCPs’ implicit and explicit bias toward lesbian women may lead to even lower screening and diagnosis of depression in the lesbian population than in the general population. The purpose of this secondary analysis was to examine the relationship between PCPs’ implicit and explicit bias toward lesbian women and their recommendations for depression screening in this population. PCPs ( n = 195) in Kentucky completed a survey that included bias measures and screening recommendations for a simulated lesbian patient. Bivariate inferential statistical tests were conducted to compare the implicit and explicit bias scores of PCPs who recommended depression screening and those who did not. PCPs who recommended depression screening demonstrated more positive explicit attitudes toward lesbian women ( p < .05) and their implicit bias scores were marginally lower than the providers who did not recommend depression screening (p = .068). Implications for practice: Depression screening rates may be even lower for lesbian women due to implicit and explicit bias toward this population. Training to increase providers’ awareness of bias and its harm is the first step to improve primary care for lesbian women. Policies must protect against discrimination based on sexual orientation or gender identity.

scholarly journals A Service Learning Based Project to Change Implicit and Explicit Bias toward Obese Individuals in Kinesiology Pre-Professionals

Obesity Facts ◽  
2010 ◽  
Vol 3 (2) ◽  
pp. 117-126 ◽  
Author(s):  
Paul B. Rukavina ◽  
Weidong Li ◽  
Bo Shen ◽  
Haichun Sun
Keyword(s):  
Service Learning ◽  
Explicit Bias ◽  
Implicit And Explicit

scholarly journals Facing One’s Implicit Biases: From Awareness to Acknowledgment

2018 ◽  
Author(s):  
Adam Hahn ◽  
Bertram Gawronski
Keyword(s):  
Minority Groups ◽  
Minority Group ◽  
Implicit Bias ◽  
Affective Reactions ◽  
Implicit Biases ◽  
Explicit Bias ◽  
Group Members ◽  
Implicit And Explicit

Expanding on conflicting theoretical conceptualizations of implicit bias, six studies tested the effectiveness of different procedures to increase acknowledgment of harboring biases against minorities. Participants who predicted their responses towards pictures of various minority groups on future IATs showed increased alignment between implicit and explicit preferences (Studies 1-3), greater levels of explicit bias (Studies 1-3), and increased self-reported acknowledgment of being racially biased (Studies 4-6). In all studies, effects of IAT score prediction on acknowledgment were significant even when participants did not actually complete IATs. Effects of predicting IAT scores were moderated by non-prejudicial goals, in that IAT score prediction increased acknowledgment of bias for participants with strong non-prejudicial goals, but not for participants with weak non-prejudicial goals (Study 4). Mere completion of IATs and feedback on IAT performance had inconsistent effects across studies and criterion measures. Instructions to attend to one’s spontaneous affective reactions toward minority group members increased acknowledgment of bias to the same extent as IAT score prediction (Study 6). The findings are consistent with conceptualizations suggesting that (1) implicit evaluations are consciously experienced as spontaneous affective reactions and (2) directing people’s attention to their spontaneous affective reactions can increase acknowledgment of bias. Implications for theoretical conceptualizations of implicit bias and interventions that aim to reduce discrimination via increased acknowledgment of bias are discussed.

The Neuroscience of Gender Bias within Organisations: Implicit and Explicit Influences

2021 ◽  
Author(s):  
◽  
James Wicks
Keyword(s):  
Gender Bias ◽  
Complex Adaptive Systems ◽  
Adaptive Systems ◽  
Social Cognitive ◽  
Group Composition ◽  
Explicit Bias ◽  
Complex Adaptive ◽  
And Gender ◽  
Implicit And Explicit ◽  
The Relationship

<p>It has been 30 years since the metaphor of a ‘glass ceiling’ was introduced, yet progress to address gender bias in organisations has been slow. Within a context in which employment is rapidly changing and technologies are enabling new ways of working, gender bias in organisations remains a persistent and complex issue that requires new ways of thinking. This study integrates across two scientific disciplines: social cognitive neuroscience and complex adaptive systems, in order to examine the complex nature of gender bias in organisations and advance implications for practice.  The central proposition underlying this study is that the gender composition of a person’s ‘in-group’, that is the group of people one most closely relates to in a work setting, has implications for their level of gender bias. The relationship between in-group composition and gender bias is examined from implicit (unconscious) and explicit (conscious) bias perspectives. The composition of in-group is measured by homogeneity, size and trust, and is captured within an integrated instrument that includes measures of implicit and explicit bias.  The study is informed by the theory of interactive person construal. It is proposed that biases are a dynamic, continuously evolving phenomena emerging from top down and bottom up cues. Specifically, the essence of this research is the relationship between the neuroscientific dynamics of in-group and out-group differentiation within the human brain and the complex systemic nature of the modern workplace. The study endeavours to make a contribution to the understanding of how people who share common values and interests (ingroup) influence gender bias in organisations.  The research has been conducted in a professional services organisation. A group of people within the organisation were asked to participate in an online survey to capture implicit bias, explicit bias, composition of their in-group and demographic details. This research applied a quantitative survey methodology.  The aims of the study are to:  • examine the relationship between in-group composition and gender bias building from theoretical insights from neuroscience and complex adaptive systems theory,  • test both implicit and explicit attitudes towards gender bias,  • test the relationship between implicit and explicit measures of bias, and  • provide a contribution to theory and practice in relation to addressing the issue of gender bias in organisations.  It is concluded that there is a statistically significant association between in-group composition and the manifestation of implicit and explicit bias using a variety of measures. The model of in-group composition developed for this study could be used as a means to understand gender system dynamics. A dynamic systems model of bias is proposed based on the research variables and complexity ideas examined in the study. For organisations, this research has implications for how the issue of gender bias should be approached. Connecting ideas from social cognitive neuroscience and complex adaptive systems, this research highlights the interrelationship between recurring levels (neural, individual, group, organisation) within the bias system and the nature of interventions that may lead to enduring change.</p>

scholarly journals Six Lessons for a Cogent Science of Implicit Bias and Its Criticism

2019 ◽  
Vol 14 (4) ◽  
pp. 574-595 ◽  
Author(s):  
Bertram Gawronski
Keyword(s):  
Implicit Bias ◽  
Implicit Measures ◽  
Social Discrimination ◽  
Implicit Measurement ◽  
Implicit Biases ◽  
Explicit Bias ◽  
Current Article ◽  
Implicit And Explicit ◽  
And Behavior ◽  
Over Time

Skepticism about the explanatory value of implicit bias in understanding social discrimination has grown considerably. The current article argues that both the dominant narrative about implicit bias as well as extant criticism are based on a selective focus on particular findings that fails to consider the broader literature on attitudes and implicit measures. To provide a basis to move forward, the current article discusses six lessons for a cogent science of implicit bias: (a) There is no evidence that people are unaware of the mental contents underlying their implicit biases; (b) conceptual correspondence is essential for interpretations of dissociations between implicit and explicit bias; (c) there is no basis to expect strong unconditional relations between implicit bias and behavior; (d) implicit bias is less (not more) stable over time than explicit bias; (e) context matters fundamentally for the outcomes obtained with implicit-bias measures; and (f) implicit measurement scores do not provide process-pure reflections of bias. The six lessons provide guidance for research that aims to provide more compelling evidence for the properties of implicit bias. At the same time, they suggest that extant criticism does not justify the conclusion that implicit bias is irrelevant for the understanding of social discrimination.

The Social Psychology of Racially Biased Policing: Evidence-Based Policy Responses

2020 ◽  
Vol 7 (2) ◽  
pp. 107-114
Author(s):  
Kimberly Barsamian Kahn ◽  
Karin D. Martin
Keyword(s):  
Stereotype Threat ◽  
Racial Bias ◽  
Use Of Force ◽  
License Plate ◽  
Policy Responses ◽  
Reform Legislation ◽  
The Social ◽  
Explicit Bias ◽  
License Plate Readers ◽  
Implicit And Explicit

Police killings of unarmed African Americans, such as George Floyd in 2020, continue to cause nationwide protests and calls for change. Psychological science knows much about biased policing and can inform policy to promote equitable policing. Social psychology’s extensive findings on stereotyping, attitudes, and intergroup relations help clarify the role of officer racial bias. This article reviews implicit and explicit bias, race-crime stereotypes, intragroup bias, ingroup favoritism, stereotype threat, and dehumanization in policing interactions, all of which can lead to racially disparate use of force. Based on this science, some policy responses can mitigate bias: Officer level de-biasing training, body-worn cameras, automatic license plate readers, and federal policing reform legislation are discussed. The lack of a coordinated, national effort to collect and analyze police use of force data undermines tracking fatal incidents and bias therein, which are therefore harder to remediate.

The Neuroscience of Gender Bias within Organisations: Implicit and Explicit Influences

2021 ◽  
Author(s):  
◽  
James Wicks
Keyword(s):  
Gender Bias ◽  
Complex Adaptive Systems ◽  
Adaptive Systems ◽  
Social Cognitive ◽  
Group Composition ◽  
Explicit Bias ◽  
Complex Adaptive ◽  
And Gender ◽  
Implicit And Explicit ◽  
The Relationship

<p>It has been 30 years since the metaphor of a ‘glass ceiling’ was introduced, yet progress to address gender bias in organisations has been slow. Within a context in which employment is rapidly changing and technologies are enabling new ways of working, gender bias in organisations remains a persistent and complex issue that requires new ways of thinking. This study integrates across two scientific disciplines: social cognitive neuroscience and complex adaptive systems, in order to examine the complex nature of gender bias in organisations and advance implications for practice.  The central proposition underlying this study is that the gender composition of a person’s ‘in-group’, that is the group of people one most closely relates to in a work setting, has implications for their level of gender bias. The relationship between in-group composition and gender bias is examined from implicit (unconscious) and explicit (conscious) bias perspectives. The composition of in-group is measured by homogeneity, size and trust, and is captured within an integrated instrument that includes measures of implicit and explicit bias.  The study is informed by the theory of interactive person construal. It is proposed that biases are a dynamic, continuously evolving phenomena emerging from top down and bottom up cues. Specifically, the essence of this research is the relationship between the neuroscientific dynamics of in-group and out-group differentiation within the human brain and the complex systemic nature of the modern workplace. The study endeavours to make a contribution to the understanding of how people who share common values and interests (ingroup) influence gender bias in organisations.  The research has been conducted in a professional services organisation. A group of people within the organisation were asked to participate in an online survey to capture implicit bias, explicit bias, composition of their in-group and demographic details. This research applied a quantitative survey methodology.  The aims of the study are to:  • examine the relationship between in-group composition and gender bias building from theoretical insights from neuroscience and complex adaptive systems theory,  • test both implicit and explicit attitudes towards gender bias,  • test the relationship between implicit and explicit measures of bias, and  • provide a contribution to theory and practice in relation to addressing the issue of gender bias in organisations.  It is concluded that there is a statistically significant association between in-group composition and the manifestation of implicit and explicit bias using a variety of measures. The model of in-group composition developed for this study could be used as a means to understand gender system dynamics. A dynamic systems model of bias is proposed based on the research variables and complexity ideas examined in the study. For organisations, this research has implications for how the issue of gender bias should be approached. Connecting ideas from social cognitive neuroscience and complex adaptive systems, this research highlights the interrelationship between recurring levels (neural, individual, group, organisation) within the bias system and the nature of interventions that may lead to enduring change.</p>

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