Computer Science – Performance
Scientific paper
May 2010
adsabs.harvard.edu/cgi-bin/nph-data_query?bibcode=2010aas...21620201s&link_type=abstract
American Astronomical Society, AAS Meeting #216, #202.01; Bulletin of the American Astronomical Society, Vol. 41, p.845
Computer Science
Performance
Scientific paper
We all have biases, and we are (for the most part) unaware of them. In general, men and women BOTH unconsciously devalue the contributions of women. This can have a detrimental effect on grant proposals, job applications, and performance reviews. Sociology is way ahead of astronomy in these studies. When evaluating identical application packages, male and female University psychology professors preferred 2:1 to hire "Brian” over "Karen” as an assistant professor. When evaluating a more experienced record (at the point of promotion to tenure), reservations were expressed four times more often when the name was female. This unconscious bias has a repeated negative effect on Karen's career. This talk will introduce the concept of unconscious bias and also give recommendations on how to address it using an example for a faculty search committee. The process of eliminating unconscious bias begins with awareness, then moves to policy and practice, and ends with accountability.
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