Race and Gender Bias in Online Ratings: An Origins Story

2017 ◽  
Author(s):  
Brad N. Greenwood ◽  
Idris Adjerid ◽  
Corey M. Angst
Keyword(s):  
Gender Bias ◽  
Race And Gender ◽  
Online Ratings ◽  
And Gender

scholarly journals Little race or gender bias in an experiment of initial review of NIH R01 grant proposals

2018 ◽  
Author(s):  
Patrick S. Forscher ◽  
William Taylor Laimaka Cox ◽  
Markus Brauer ◽  
Patricia G. Devine
Keyword(s):  
Statistical Model ◽  
Gender Bias ◽  
Broad Spectrum ◽  
Black Male ◽  
White Male ◽  
Principal Investigator ◽  
White Female ◽  
Race And Gender ◽  
Grant Proposals ◽  
And Gender

Many granting agencies allow reviewers to know the identity of a proposal’s Principal Investigator (PI), which opens the possibility that reviewers discriminate on the basis of PI race and gender. We investigated this experimentally with 48 NIH R01 grant proposals, representing a broad spectrum of NIH-funded science. We modified PI names to create separate White male, White female, Black male, and Black female versions of each proposal, and 412 scientists each submitted initial reviews for three proposals. We find little to no race or gender bias in initial R01 evaluations, and additionally find that any bias that might have been present must be negligible in size. This conclusion was robust to a wide array of statistical model specifications. Pragmatically important bias may be present in other aspects of the granting process, but our evidence suggests that it is not present in the initial round of R01 reviews.

scholarly journals Race and Gender Bias in the Research Community on African Lions

2019 ◽  
Vol 7 ◽  
Author(s):  
Hans Bauer ◽  
Fikirte Gebresenbet ◽  
Martial Kiki ◽  
Lynne Simpson ◽  
Claudio Sillero-Zubiri
Keyword(s):  
Gender Bias ◽  
Research Community ◽  
Race And Gender ◽  
And Gender ◽  
African Lions

scholarly journals Academic Voice in Scholarly Writing

2017 ◽  
Author(s):  
Garry Gray
Keyword(s):  
Qualitative Research ◽  
Social Media ◽  
Gender Bias ◽  
Academic Science ◽  
Scholarly Writing ◽  
Race And Gender ◽  
And Gender ◽  
Voice In Writing

Tensions across disciplines and methodologies over what constitutes appropriate academic voice in writing is far from arbitrary and instead is rooted in competing notions of epistemology, representation, and science. In this paper, I examine these tensions as well as address current issues affecting academic voice such as gender bias and the rise of social media. I begin by discussing reflexivity in research and then turn to the ways in which personal-reflexive voice has been hidden and revealed by academic writers. I also illustrate how the commercialization of academic science intersects with the use of distant-authoritative voice in sometimes corrupting ways. I examine variations in academic voice as they relate to issues of researcher emotion, class, race, and gender. Finally, I discuss the scientization of qualitative research and resulting increased interaction between scholars of varying epistemological positions which I argue can increase attention to the epistemological underpinnings of academic voice.

scholarly journals Race and Gender Bias in Internal Medicine Program Director Letters of Recommendation

2021 ◽  
Author(s):  
Neil Zhang ◽  
Sarah Blissett ◽  
David Anderson ◽  
Patricia O'Sullivan ◽  
Atif Qasim
Keyword(s):  
Internal Medicine ◽  
Gender Bias ◽  
Qualitative Content Analysis ◽  
Program Director ◽  
Fellowship Program ◽  
Career Trajectory ◽  
Race And Gender ◽  
Convenience Sampling ◽  
And Gender ◽  
Letters Of Recommendation

ABSTRACT Background While program director (PD) letters of recommendation (LOR) are subject to bias, especially against those underrepresented in medicine, these letters are one of the most important factors in fellowship selection. Bias manifests in LOR in a number of ways, including biased use of agentic and communal terms, doubt raising language, and description of career trajectory. To reduce bias, specialty organizations have recommended standardized PD LOR. Objective This study examined PD LOR for applicants to a cardiology fellowship program to determine the mechanism of how bias is expressed and whether the 2017 Alliance for Academic Internal Medicine (AAIM) guidelines reduce bias. Methods Fifty-six LOR from applicants selected to interview at a cardiology fellowship during the 2019 and 2020 application cycles were selected using convenience sampling. LOR for underrepresented (Black, Latinx, women) and non-underrepresented applicants were analyzed using directed qualitative content analysis. Two coders used an iteratively refined codebook to code the transcripts. Data were analyzed using outputs from these codes, analytical memos were maintained, and themes summarized. Results With AAIM guidelines, there appeared to be reduced use of communal language for underrepresented applicants, which may represent less bias. However, in both LOR adherent and not adherent to the guidelines, underrepresented applicants were still more likely to be described using communal language, doubt raising language, and career trajectory bias. Conclusions PDs used language in a biased way to describe underrepresented applicants in LOR. The AAIM guidelines reduced but did not eliminate this bias. We provide recommendations to PDs and the AAIM on how to continue to work to reduce this bias.

Race and Gender Bias in the Administration of Corporal Punishment

1990 ◽  
Vol 19 (3) ◽  
pp. 378-383 ◽  
Author(s):  
Steven R. Shaw ◽  
Jeffery P. Braden
Keyword(s):  
Gender Bias ◽  
Corporal Punishment ◽  
Race And Gender ◽  
And Gender

scholarly journals Discrimination of faces of the same and other race and gender modulated by familiarity

Psihologija ◽  
2013 ◽  
Vol 46 (1) ◽  
pp. 45-59 ◽  
Author(s):  
Vesna Barzut ◽  
Suncica Zdravkovic
Keyword(s):  
Gender Bias ◽  
Recognition Accuracy ◽  
The Other ◽  
Significant Drop ◽  
Race Bias ◽  
Race And Gender ◽  
The Face ◽  
Classical Effect ◽  
And Gender ◽  
First Time

This study aimed to replicate, for the first time on Serbian population, the own-race bias (ORB), a classical effect from the face perception domain. The ORB was additionally contrasted with familiarity and the own-gender bias (OGB). Recognition accuracy for own race faces was higher in comparison both to African (Z=3.29, p<0.01) and Asian faces (Z= 2.59, p<0.01). The introduction of famous faces led to a significant drop in the ORB. However, in all of the conditions a ?seen before? effect was measured, suggesting better recognition for own race faces, independent of familiarity. The OGB was obtained for own-race faces (?2(28, 7) = 119, 34 p <0, 05), while there were no differences in recognition accuracy between the own and the other-race faces of the other gender. These results imply that the ORB could be explained, at least partially, by the OGB. However, these results were obtained on an exclusively female sample.

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