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 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). 































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