carp sfsu

Workplace Diversity with Dr. Rabelo | February 12/13

Examining Identity: Bias & Privilege

1. overview | Reflection Paper #1

2. activity | icebreaker

3. review | stereotyping and bias

4. 15 minute break

5. self-reflection | privilege awareness

6. discussion | talking about racism

7. Reminders

Agenda

MGMT 640 with Dr. Rabelo Spring 2019 Week 3

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REFLECTION PAPER #1

1. Synthesize and critically analyze topics from W1 – W4

2. Develop written communication skills

3. Learn how to read and evaluate empirical research

4. Engage in critical thinking

5. Practice summarizing and paraphrasing arguments

6. Receive and reflect on performance feedback

REFLECTION PAPER #1

Objectives

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See iLearn for:

● Template

● Guidelines

● Articles (choose 1)

REFLECTION PAPER #1

Guidelines

● Guidelines

● SFSU Campus Academic Resource Program

○ HSS 344 | Mon-Thurs 4:00-8:00; Fri 11:00-2:00

○ Writing Skills handouts

● SFSU Learning Assistance Center

○ HSS 348 | Mon-Thurs 9:00-4:00; Fri 9:00-12:00

REFLECTION PAPER #1

Resources

MGMT 640 with Dr. Rabelo Spring 2019 Week 3

© Verónica Caridad Rabelo. Do not circulate. 3https://ilearn.sfsu.edu/ay1819/mod/url/view.php?id=464521https://ilearn.sfsu.edu/ay1819/mod/resource/view.php?id=464522https://ilearn.sfsu.edu/ay1819/mod/resource/view.php?id=464522https://carp.sfsu.edu/https://carp.sfsu.edu/content/helpful-handoutshttps://lac.sfsu.edu/

STEREOTYPING & BIAS

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In most cases, bias is automatic, unconscious, and unintentional

What is bias?

automatic unconscious unintentional

● situations activate stereotypes

example:

● outgroup faces activate amygdala (fear/anxiety)

● especially when stressed, tired, distracted, etc.

● subliminal

● outside our awareness

example:

● blinking

● eye contact

● intention does not matter

● implicit attitudes often contradict explicit attitudes

example:

● “I’m not racist” (explicit)

● automatic association between white/good (implicit)

sources: Bargh et al., 1996; Dovidio et al., 1997

MGMT 640 with Dr. Rabelo Spring 2019 Week 3

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● Part of a larger system of inequity (base of pyramid of oppression)

● Bias can create stereotype threat and self-fulfilling prophecies

● Bias affects how people treat job applicants, coworkers, leaders

○ attraction

○ recruiting

○ hiring

○ training + develop

○ retention

○ promotion

Implicit Bias in the Workplace

stereotype beliefs about

a group’s characteristics

“ ____ people are ___ “

prejudice feelings toward groups,

or members of those groups

ingroup favoritism warmth, liking

outgroup derogation discomfort,

fear, mistrust, disgust, hatred

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Stereotype Content Model

sources: https://www.researchgate.net/publication/258111051_In_Psychology_of _Stereotypes_STEREOTYPES_AS_ATTRIBUTIONS/figures?lo=1 & https://uxdesign.cc/the-stereotype-content-model-a-social-psychology-t heory-as-a-framework-for-brand-perception-and-affc5b26532d

● Stereotypes can be

○ explicit: you deliberately think about and report

○ implicit: relatively inaccessible to conscious awareness

■ can be slight, moderate, or strong

■ may even contradict conscious beliefs

● IAT measures associations that are learned from culture

● We can (un)learn stereotypes and implicit attitudes

What does the IAT measure?

MGMT 640 with Dr. Rabelo Spring 2019 Week 3

© Verónica Caridad Rabelo. Do not circulate. 7https://www.researchgate.net/publication/258111051_In_Psychology_of_Stereotypes_STEREOTYPES_AS_ATTRIBUTIONS/figures?lo=1https://www.researchgate.net/publication/258111051_In_Psychology_of_Stereotypes_STEREOTYPES_AS_ATTRIBUTIONS/figures?lo=1https://uxdesign.cc/the-stereotype-content-model-a-social-psychology-theory-as-a-framework-for-brand-perception-and-affc5b26532dhttps://uxdesign.cc/the-stereotype-content-model-a-social-psychology-theory-as-a-framework-for-brand-perception-and-affc5b26532d

Implicit Attitudes Test (IAT) Advantages

● Implicit (can counteract social

desirability, self-serving bias)

● High reliability

● Easy to administer

Disadvantages

● Sensitive to stress, blood

pressure, cognitive load

● Compares 2 groups at a time

(intersectionality?)

● Cannot reduce bias, racism

1. Awareness and education, such as the IAT

● caveat: that bias is unconscious does not alleviate responsibility to manage bias

2. Conscious effort and practice (vs. suppression) and intergroup contact

● example: if you have an implicit preference for young people, can try to be

friendlier toward elderly people or spend time volunteering together

3. Seek positive and/or counter-stereotypical media (e.g., social media makeover)

4. Manage stress, distractions, and cognitive load

5. Dismantle systemic racism and promote equal economic opportunities

6. Additional ideas?

How can we challenge or eradicate bias?

source: https://implicit.harvard.edu/implicit/faqs.html

MGMT 640 with Dr. Rabelo Spring 2019 Week 3

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PRIVILEGE

privilege is unearned

advantage derived from

one’s group membership

sources: McIntosh, 1998, White privilege: Unpacking the invisible knapsack;

Phillips & Lowery, Herd invisibility: The psychology of racial privilege

https://doi.org/10.1177/0963721417753600

My work is not about blame,

shame, guilt, or whether one is a

“nice person.” It’s about observing,

realizing, thinking systemically and

personally. It is about seeing

privilege, the “up-side” of

oppression and discrimination.

It is about unearned advantage,

which can also be described as

exemption from discrimination.

MGMT 640 with Dr. Rabelo Spring 2019 Week 3

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1. Recognize and learn about areas where you hold power and marginalization

2. Think about hierarchies within oppressed groups

(e.g., colorism, citizenship, able-bodied-ness, cisgender/heterosexual privilege)

3. Listen to other people without equating experiences / no “oppression olympics”

4. Be patient with yourself; manage guilt, defensiveness, shame, etc.

5. Focus on the goal (e.g., use privilege for greater empathy and social change)

Marginalized People Have Privilege, Too!

source: Michal “MJ” Jones, https://everydayfeminism.com/2014/12/the-privileged-oppressed/?fb_ref=Default&fb_source=message

● Privilege 101: A Quick and Dirty Guide

● Use Your Everyday Privilege to Help Others

● A Conversation on Race Is a Horrible Goal

● 4 Uncomfortable Thoughts You May Have When Facing Your Privilege

● How Can You Use Your Privilege To Help Others?

● Two Powerful Ways Managers Can Curb Implicit Biases

● What Well-Intentioned White People Can Do About Racism

● How to overcome our biases? Walk boldly toward them (TEDx Talk)

IF YOU WANT TO DIG DEEPER…

MGMT 640 with Dr. Rabelo Spring 2019 Week 3

© Verónica Caridad Rabelo. Do not circulate. 10https://everydayfeminism.com/2014/12/the-privileged-oppressed/?fb_ref=Default&fb_source=messagehttps://everydayfeminism.com/2014/09/what-is-privilege/https://hbr.org/2018/09/use-your-everyday-privilege-to-help-othershttps://scottwoodsmakeslists.wordpress.com/2015/11/11/a-conversation-on-race-is-a-horrible-goal/comment-page-1/?fbclid=IwAR2oyIPj6BjTWDosRPhBWCn1zzdeiRC2YhF6gIZTj9hmFtbtoEBBkiPdxu8https://everydayfeminism.com/2015/01/uncomfortable-thoughts-privilege/?fb_ref=Default&fb_source=messagehttp://lookdifferentmtv.tumblr.com/post/124154033640/how-can-you-use-your-privilege-to-help-othershttps://hbr.org/2018/10/two-powerful-ways-managers-can-curb-implicit-biaseshttps://www.psychologytoday.com/us/blog/culturally-speaking/201608/what-well-intentioned-white-people-can-do-about-racismhttps://www.ted.com/talks/verna_myers_how_to_overcome_our_biases_walk_boldly_toward_them/transcript#t-40805

SFSU RESOURCES

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REMINDERS

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Item Estimated Time

📖 When your resume is (not) turning you down: Modelling ethnic bias in resume screening

45-60 minutes

📋 Homework #4 Hiring Discrimination 30 minutes

Section 02 (Wednesday) due by 3 pm Wednesday February 20

Suggested preparation | Reflection Paper #1 Item Estimated Time

📖 catch up on reading + note-taking on discussion questions 60 minutes

📖 review guidelines for Reflection Paper #1 10 minutes

📝 brainstorm ideas + outline Reflection Paper #1 30 minutes

1. What is résumé screening bias?

2. Why does résumé screening bias occur?

3. How does résumé screening bias occur at

different stages of the hiring process?

i. Stage I

ii. Stage II

iii. Stage III

When your resume is (not) turning you down: Modelling ethnic bias in resume screening

DISCUSSION QUESTIONS

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4. How do these theories explain how hiring discrimination occurs?

a. taste-based discrimination theory

b. theories of group position, realistic group conflict, competition

c. statistical discrimination theory

d. relational demography theory

e. social categorization / social identity theory

f. stereotype content model

g. racism (old-fashioned + modern)

h. motivation to respond without prejudice

i. authoritarianism, social dominance orientation

When your resume is (not) turning you down: Modelling ethnic bias in resume screening

DISCUSSION QUESTIONS

5. What are some interventions to avert résumé screening bias?

a. screening tools (anonymization, personalization, standardization)

b. decision-makers (selection, training, accountability, algorithms)

c. context (recording, targeted recruitment, employment)

When your resume is (not) turning you down: Modelling ethnic bias in resume screening

DISCUSSION QUESTIONS

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reading estimate: 45-60 minutes

* focus on pages 1-12 (until “5 | DISCUSSION”)

● Get started early + look over discussion questions (DQs)

● Divide article + notes into sections based on DQs

● Use SQ3R Reading + Note-Taking Strategy:

Survey, Question, Read, Recite, Review

● Take notes on DQs + areas of confusion

When your resume is (not) turning you down: Modelling ethnic bias in resume screening

TIPS | READING + NOTES

HOMEWORK #4 iLEARN QUIZ

● Open-note quiz on iLearn

● Untimed; 2 attempts

● Cannot start and stop (i.e., need to complete in 1 sitting)

● To prepare:

○ read article before taking quiz

○ take notes on discussion question

due by 3 pm day of next class

HOMEWORK PREVIEW

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