Unconscious bias resources and references

M. Banaji, A. Greenwald. Blind Spot The hidden biases of good people. Delacorte 2013.

Daniel Kahneman. Thinking fast and slow. Farrar, Straus and Giroux 2011

Nicola Gaston. Why Science is Sexist. BWB Texts NZ 2015

The Ohio State University Kirwan Institute for the Study of Race and Ethnicity. State of Science: 2017 Implicit Bias Review, 2017

Cognicity offers an empirically research driven and industry validated approach to developing adaptive and inclusive organisations. They offer a range of on-line learning options, with the licensing fee available on request. Go to the Cognicity website. 

Kirwin Institute in partnership with the Schott Foundation for Public Education and the Ohio State University has developed a free implicit bias module series.

Three 30 minute introductory courses by SkillSoft; accessed through the University’s staff Career Tools portal.

• A video from the Royal Society about potential biases when making decisions. Visit Selection and unconscious bias.

• Four short videos from Cornerstone exploring; strategies to avoid bias, common biases and impact of biases, visit Improve inclusivity.

• 'Creating a level playing field' is a presentation with Professor Shelly Correll (Sociology, Standford University, Director of the Michelle R. Clayman Institute). She discusses how stereotypes act as a shortcut in information processing and how to support other women. Visit Creating a level playing field.

• The Ethics Centre, Australia, presents a brief Youtube video on Ethical decision-making.

Presentations and workshops on unconscious and implicit bias are available through the Equity Office -Te Ara Tautika.

Other resources are available to assist managers and academic heads ensure fair and equitable employment processes, including:

• Achievement relative to opportunity policy and procedures
• Flexible work policy
  
• Inclusive teaching and learning guidelines
  
• Prevention of bullying, harassment and discrimination guidelines
  
• Conflict of interest policy
  
• Human resource policy, guidelines and resources
  

This video series is a student-based initiative at The University of Auckland. It explores  experiences and perspective provided by Māori and Pacific students across a variety of academic disciplines.

1. Dasgupta, N. Implicit Ingroup Favoritism, Outgroup Favoritism, and Their Behavioral Manifestations. Social Justice Research June 2004, Volume 17, Issue 2, pp 143–169
2. Get the Facts: Implicit Bias and the AAUW Implicit Association Test on Gender and Leadership, Undated. 
   
3. R. Steinpreis; K. Anders; D. Ritzke. The impact of gender on the review of the curricula vitae of job applicants and tenure candidates: An empirical study... Sex Roles; Oct 1999; 41, 7/8; Research Library. pg. 509.
   
4. C Moss-Racusin, J. Dovidio, V Brescoll, M. Graham, J. Handelsman. Science faculty’s subtle gender biases favor male students Proceedings of the National Academy of Sciences of the United States of America. 109.41 2012.
   
5. M Gee Wilson, P Gahlout, L Liu and S Mouly. A rose by any other name: The effect of ethnicity and name on access to employment... Business Review. University of Auckland 7, 2, 2005.
   
6. A. Booth, A Leigh, E. Varganova. Does Racial and Ethnic Discrimination Vary Across Minority Groups? Evidence from a Field Experiment. 2010.
   
7. Bertrand, M. and Mullainthan, S. (2003). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. Working paper series, University of Massachusetts, 03-22.
8. Unconscious bias and education A comparative study of Māori and African American students. Houkamau, Carla ; Kingi, H ; Blank, A. 2016-04-05 https://researchspace.auckland.ac.nz/docs/uoa-docs/rights.htm
9. Gaston, N. Why Science is Sexist. BWB Texts NZ 2015.
   
10. M. Banaji, A. Greenwald. Blind Spot The hidden biases of good people. Delacorte 2013.
    
11. Four universities to trial name-blind applications, World University Rankings. Undated.
    
12. 'Blind' job applications: Victoria Government seeks to remove unconscious bias from employment, ABC News, 2016.
    
13. Civil service to start "name blind" recruitment of graduates in latest diversity push, Civil Service World, 2015.
    
14. T. Nielson, L Kepinski. Inclusion Nudges Guidebook. Inclusion Institute. 2016.
    
15. M. Duguid, Thomas-Hunt. Condoning stereotyping? How awareness of stereotyping prevalence impacts expression of stereotypes. Journal of Applied Psychology, Vol 100(2), Mar 2015, 343-359.
    
16. Long-term reduction in implicit race bias: A prejudice habit-breaking intervention, 2013.
    
17. Lynn M. Shore et al. Diversity in organizations: Where are we now and where are we going?, Human Resource Management Review 19, 2009, 117–133.
    
18. Reducing Implicit Racial Preferences: II. Intervention Effectiveness Across Time, 2016.
    
19. Asgari, S., Dasgupta, N, & G Cote. When does contact with successful ingroup members change self-stereotypes? A longitudinal study comparing the effect of quantity vs. quality of contact with successful individuals. Social Psychology, 2010, 41, 202-211