1. 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

2. 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

3. 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

4. Implicit vs Explicit Explicit Bias Implicit Bias conscious
therefore controllable
Implicit Bias
Unconscious
immediate reaction without thought; unavoidable
hidden programming ? – like a “virus” ?
you may not know you have the bias, so how control
Goal today: give you techniques to minimize effect
DW Reed, 2018

5. Remember: weed-out your conscious beliefs
Implicit Bias
Let’s 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 of faculty, here and elsewhere?
Remember: weed-out your conscious beliefs
DW Reed, 2018

6. 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

7. 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

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

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

10. 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

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

12. 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

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

14. 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

15. 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

16. 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

17. 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

18. 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