In the Promotion and Tenure process David Reed Implicit Bias In the Promotion and Tenure process David Reed Professor of Horticulture Associate Dean for Graduate Programs and Faculty Development DW Reed, 2018

Implicit Bias or Unintentional Bias Represents the unconscious mental models we have about social groups. Specifically, refers to the favorable or unfavorable attitudes or stereotypes that affect our unconscious assessment of others. These biases are automatic, normal and natural They have been formulated and emerged from your upbringing and lifetime of experiences. DW Reed, 2018

Areas where Implicit Bias has been clearly demonstrated Gender: male vs female vs transgender; potential (male) vs performance (female) Race/Ethnicity: Caucasian vs. African American vs. Hispanic vs. Asian vs. American Indian Sexual Orientation Age Graduate Admissions DW Reed, 2018

Implicit vs Explicit Implicit Bias Explicit Bias Unconscious Likely, you are not aware Explicit Bias Conscious Likely, you are aware, even though you may hide it DW Reed, 2018

Potentially, which is most damaging? Implicit vs Explicit Explicit Bias Conscious Implicit Bias Unconscious Potentially, which is most damaging? DW Reed, 2018

Potentially, which is in your power to correct or minimize? Implicit vs Explicit Explicit Bias Conscious Implicit Bias Unconscious Potentially, which is in your power to correct or minimize? DW Reed, 2018

Implicit Bias – How Correct? Unconscious immediate reaction without thought; unavoidable hidden programming – like a “virus” you probably do not know or believe you have the bias So how can you correct? Goal today: Give you techniques to minimize effect of implicit bias, if it exists. DW Reed, 2018

Remember: try weed-out your conscious beliefs Implicit Bias Self- Reflect Where might you have or have seen implicit bias in the Promotion and Tenure process? Maybe think “Big Picture” Where might you have or have seen implicit bias in developing professional opinions and respect of faculty , here and elsewhere? Remember: try weed-out your conscious beliefs DW Reed, 2018

Implicit Bias in Academe and Promotion and Tenure – Mostly Anecdotal Land grant system faculty teachers vs. researchers vs. extension specialists DW Reed, 2018

Implicit Bias in Academe and Promotion and Tenure – Mostly Anecdotal tenure-track vs. non-tenure track* *at TAMU termed Academic Professional Track DW Reed, 2018

Implicit Bias in Academe and Promotion and Tenure – Mostly Anecdotal Publications refereed vs. reviewed vs. non-refereed higher tier journal vs. lower tier journal highest tier journal vs. highest tier in my field publishing in my field vs. in my core science DW Reed, 2018

Federal vs. State vs. Internal vs. Industry Implicit Bias in Academe and Promotion and Tenure – Mostly Anecdotal Color on Money Federal vs. State vs. Internal vs. Industry DW Reed, 2018

Implicit Bias in Academe and Promotion and Tenure – Mostly Anecdotal Research Approach basic vs. applied scientific method vs. survey vs. case study quantitative vs. qualitative DW Reed, 2018

Implicit Bias in Academe and Promotion and Tenure – Mostly Anecdotal Field of Study biological science vs. physical science vs. social science STEM vs. non-STEM DW Reed, 2018

Implicit Bias in Academe and Promotion and Tenure – Mostly Anecdotal Rank and Experience junior vs. senior faculty DW Reed, 2018

Implicit Bias in Academe and Promotion and Tenure – Mostly Anecdotal Time in Rank near the average time in rank vs. “early” DW Reed, 2018

How Reduce Implicit Bias in P&T Process Taken from: Perna, L. W. 2001. Sex and race differences in faculty tenure and promotion. Research Higher Educ., 42, 541-567. Perna, L. W. 2005. Sex differences in faculty tenure and promotion: The contribution of family ties. Research in Higher Education, 46(3), 277-307. Trix, F., & Psenka, C. 2003. Exploring the color of glass: Letters of recommendation for female and male medical faculty. Discourse and society, 14, 191-220 Wenneras, D. and Wold, A. 1997. Nepotism and sexism in peer-review. Nature, 387, 341-343 DW Reed, 2018

How Reduce Implicit Bias in P&T Process Participate in a bias literacy workshop. Research provides evidence that educational interventions lead to a reduction in unconscious bias Recognize and accept that all of us have bias and assumptions, despite good intentions. Avoid considering yourself as “objective” Diversify P&T review committee membership by race, gender, rank, age, etc. Provides committee members with visible reminders of diversity. Increases group members’ motivation to respond equitably DW Reed, 2018

How Reduce Implicit Bias in P&T Process Discuss criteria that your review committee will use before evaluating candidates, and apply the criteria consistently. Develop and USE A RUBRIC: For all or each evaluator may develop their own rubric. Periodically evaluate the criteria and the manner the committee implements the review. Evaluate the entire package - USE A RUBRIC Devote sufficient time/attention to each candidate; minimize distractions; minimize time pressure. DW Reed, 2018

How Reduce Implicit Bias in P&T Process Recognize differential power/status of committee members & how it shapes group discussions; every member is 1/nth vote; facilitate balanced discussion. Use an inclusive rather than an exclusive mind-set. Look for why should be promoted rather than why should be denied. Causes more attention to the merits and less attention other factors Hold committee members responsible for fair and equitable evaluation, for decisions based on concrete information, not on vague assertions or assumptions. Dean will require reason(s) for votes. DW Reed, 2018

Remind all about Implicit Bias in P&T Process At the beginning of the Departmental P&T Meeting Realize the presence of Implicit Bias Maybe distribute Implicit Bias handout Remind all to Use a Rubric DW Reed, 2018

Remind all about Implicit Bias in P&T Process If you like, I would be willing to meet with your Departmental P&T Committee to heighten awareness of Implicit Bias in the P&T process. DW Reed, 2018