In this paid-exclusive episode, the hosts dive into the controversial topics of unconscious bias, microaggressions, stereotype threat, and trigger warnings in diversity training. They explore the history and impact of unconscious bias training, discuss the concept of implicit bias and the use of the Implicit Association Test, and explore different types of prejudice and measuring behavioral bias.
Unconscious bias and the Implicit Association Test (IAT) are widely discussed in diversity training, but the validity and accuracy of these measures can be questionable.
Diversity training requires careful consideration beyond contrived measures, as addressing discrimination and prejudice involves complexity and nuanced approaches.
Deep dives
Unconscious Bias and Implicit Association Test
The podcast episode discusses the concept of unconscious bias and the Implicit Association Test (IAT). The hosts explain that unconscious bias refers to the implicit processes that occur in our brains and can lead to prejudice and discriminatory behavior. The IAT is a psychological test that measures implicit biases by assessing the speed of our responses to different stimuli. The hosts highlight that while the test can reveal associations between certain groups and positive or negative concepts, it does not necessarily indicate genuine prejudice or racism. They reference a meta-analysis that examined various studies on implicit and explicit prejudice and found distinct categories: implicit bias, explicit bias (measured through self-reporting), and behavioral bias (actual actions reflecting prejudice). However, measuring behavioral prejudice in experiments is challenging, leading to somewhat contrived measures in research settings.
Diversity Training and Potential Solutions
The episode addresses diversity training and the potential solutions suggested to address issues related to diversity, such as trigger warnings, unconscious bias training, stereotype threat, and microaggressions. The hosts compare the opening anecdote about the suggestion of Ivermectin and hydroxychloroquine as COVID treatments to the way potential solutions are proposed for diversity issues. They emphasize that questioning the evidence behind these solutions does not imply denying the existence of sexism or racism. The hosts discuss the idea that diversity training aims to tap into unconscious thought processes and influence explicit thinking and behavior. They also mention that some methods, including computerized approaches, have been developed to address unconscious bias in diversity training.
Unreliable Measures and Complexity of Diversity Issues
In this episode, the hosts discuss the reliability of measuring unconscious bias and diversity-related issues. They acknowledge that while many individuals might have experienced diversity training that includes the Implicit Association Test, the validity and accuracy of these measures can be questionable. They mention that people's reactions in a controlled experiment setting do not necessarily reflect actual behavioral prejudice in real-world scenarios. The hosts touch upon the challenge of measuring explicit bias, as it relies on self-reporting, and measuring behavioral prejudice, as it is difficult to monitor individuals outside the experimental setting. They conclude that the complexity of diversity issues requires careful consideration, beyond relying solely on contrived measures and simplified approaches in addressing discrimination and prejudice.
If you’ve ever done a diversity training session at work, you’ll almost certainly have learned about unconscious bias, microaggressions, stereotype threat, and trigger warnings. Prejudice, racism, and trauma are apparently simmering constantly, just under the surface of our conscious minds.
It turns out that each of these concepts has been subject to a lot of scientific research. It also turns out, perhaps unsurprisingly, that they’re all extremely controversial. In this first paid-subscriber-only episode of The Studies Show, Tom and Stuart look at each of them in turn and try to decide which of them—if any—stand up to scrutiny.
To listen to the full version of this episode and see the show notes, you’ll need to be a paid subscriber to The Studies Show podcast on Substack. See below, or go to www.thestudiesshowpod.com/subscribe, for the options.
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