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According to a meta-analysis of 17 implicit bias interventions, counterstereotype training is the most effective way to reduce implicit bias. [14] In the area of gender bias, techniques such as imagining powerful women, hearing their stories, and writing essays about them have been shown to reduce levels of implicit gender bias on the IAT. [15]
For many, it is still seen as a tick-box exercise – an empty PR stunt to create the facade of a forward-thinking, inclusive company.
The four stages appeared in the 1960 textbook Management of Training Programs by three management professors at New York University. [2] Management trainer Martin M. Broadwell called the model "the four levels of teaching" in an article published in February 1969. [3]
The bias can be mitigated by having managers find common ground with the employee, thus priming the manager to see the employee as part of their in-group. [10] Firms can also counter the bias through implicit bias training and by having hiring and promotions be a data and metrics driven process.
Cognitive bias mitigation is the prevention and reduction of the negative effects of cognitive biases – unconscious, automatic influences on human judgment and decision making that reliably produce reasoning errors. Coherent, comprehensive theories of cognitive bias mitigation are lacking.
When coupled with cultural gaps, ED overcrowding, socioeconomic disparities and unconscious bias, it’s no surprise that women and minorities are 20-30% more likely to face medical and ...
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