February 2023
When we work with "unconscious bias"
"Disparity findings" and implementation of "preventative measures" are powerful concepts:
Greenwald et al (2022,p.33) are making a well-developed proposal:
"A six-item organizational self-test
1. Does your organization have data that allow
determination of whether its employees are
receiving equal treatment?
2. Does your organization have data that allow
determination of whether those to whom it provides services are receiving equal treatment?
3. Does your organization have someone with sufficient data-analysis skills to identify existing
disparities and determine whether they are
discriminatory?
4. Does your organization have an officer who has
oversight for all DEI activities—someone who
would know enough about your organization to
answer the three preceding questions?
5. Has your organization ever identified a previously unrecognized discriminatory disparity?
6. Has your organization ever followed up on evidence for a discriminatory disparity by (a) implementing fixes expected to eliminate that disparity
and (b) determining the extent to which the
disparity was eliminated?
An organization that can answer yes to all of the first
four questions can be judged well positioned to deal
with DEI concerns. An organization that can answer yes
to all six questions might be judged worthy of an award."
References:
Day.M., (1014). https://www.ukrlp.co.uk/
Greenwald AG;Dasgupta N;Dovidio JF;Kang J;Moss-Racusin CA;Teachman BA; (no date) Implicit-bias remedies: Treating discriminatory bias as a public-health problem, Psychological science in the public interest : a journal of the American Psychological Society. U.S. National Library of Medicine. Available at: https://pubmed.ncbi.nlm.nih.gov/35587951
/ (Accessed: February, 2023).
​
February 2023
When we work with "unconscious bias"
"Disparity findings" and implementation of "preventative measures" are powerful concepts:
Greenwald et al (2022,p.33) are making a well-developed proposal:
"A six-item organizational self-test
1. Does your organization have data that allow
determination of whether its employees are
receiving equal treatment?
2. Does your organization have data that allow
determination of whether those to whom it provides services are receiving equal treatment?
3. Does your organization have someone with sufficient data-analysis skills to identify existing
disparities and determine whether they are
discriminatory?
4. Does your organization have an officer who has
oversight for all DEI activities—someone who
would know enough about your organization to
answer the three preceding questions?
5. Has your organization ever identified a previously unrecognized discriminatory disparity?
6. Has your organization ever followed up on evidence for a discriminatory disparity by (a) implementing fixes expected to eliminate that disparity
and (b) determining the extent to which the
disparity was eliminated?
An organization that can answer yes to all of the first
four questions can be judged well positioned to deal
with DEI concerns. An organization that can answer yes
to all six questions might be judged worthy of an award."
References:
Day.M., (1014). https://www.ukrlp.co.uk/
Greenwald AG;Dasgupta N;Dovidio JF;Kang J;Moss-Racusin CA;Teachman BA; (no date) Implicit-bias remedies: Treating discriminatory bias as a public-health problem, Psychological science in the public interest : a journal of the American Psychological Society. U.S. National Library of Medicine. Available at: https://pubmed.ncbi.nlm.nih.gov/35587951
/ (Accessed: February, 2023).
​