Welcome to the Nexus of Ethics, Psychology, Morality, Philosophy and Health Care

Welcome to the nexus of ethics, psychology, morality, technology, health care, and philosophy
Showing posts with label Sexism. Show all posts
Showing posts with label Sexism. Show all posts

Tuesday, August 23, 2022

Tackling Implicit Bias in Health Care

J. A. Sabin
N Engl J Med 2022; 387:105-107
DOI: 10.1056/NEJMp2201180

Implicit and explicit biases are among many factors that contribute to disparities in health and health care. Explicit biases, the attitudes and assumptions that we acknowledge as part of our personal belief systems, can be assessed directly by means of self-report. Explicit, overtly racist, sexist, and homophobic attitudes often underpin discriminatory actions. Implicit biases, by contrast, are attitudes and beliefs about race, ethnicity, age, ability, gender, or other characteristics that operate outside our conscious awareness and can be measured only indirectly. Implicit biases surreptitiously influence judgment and can, without intent, contribute to discriminatory behavior. A person can hold explicit egalitarian beliefs while harboring implicit attitudes and stereotypes that contradict their conscious beliefs.

Moreover, our individual biases operate within larger social, cultural, and economic structures whose biased policies and practices perpetuate systemic racism, sexism, and other forms of discrimination. In medicine, bias-driven discriminatory practices and policies not only negatively affect patient care and the medical training environment, but also limit the diversity of the health care workforce, lead to inequitable distribution of research funding, and can hinder career advancement.

A review of studies involving physicians, nurses, and other medical professionals found that health care providers’ implicit racial bias is associated with diagnostic uncertainty and, for Black patients, negative ratings of their clinical interactions, less patient-centeredness, poor provider communication, undertreatment of pain, views of Black patients as less medically adherent than White patients, and other ill effects.1 These biases are learned from cultural exposure and internalized over time: in one study, 48.7% of U.S. medical students surveyed reported having been exposed to negative comments about Black patients by attending or resident physicians, and those students demonstrated significantly greater implicit racial bias in year 4 than they had in year 1.

A review of the literature on reducing implicit bias, which examined evidence on many approaches and strategies, revealed that methods such as exposure to counterstereotypical exemplars, recognizing and understanding others’ perspectives, and appeals to egalitarian values have not resulted in reduction of implicit biases.2 Indeed, no interventions for reducing implicit biases have been shown to have enduring effects. Therefore, it makes sense for health care organizations to forgo bias-reduction interventions and focus instead on eliminating discriminatory behavior and other harms caused by implicit bias.

Though pervasive, implicit bias is hidden and difficult to recognize, especially in oneself. It can be assumed that we all hold implicit biases, but both individual and organizational actions can combat the harms caused by these attitudes and beliefs. Awareness of bias is one step toward behavior change. There are various ways to increase our awareness of personal biases, including taking the Harvard Implicit Association Tests, paying close attention to our own mistaken assumptions, and critically reflecting on biased behavior that we engage in or experience. Gonzalez and colleagues offer 12 tips for teaching recognition and management of implicit bias; these include creating a safe environment, presenting the science of implicit bias and evidence of its influence on clinical care, using critical reflection exercises, and engaging learners in skill-building exercises and activities in which they must embrace their discomfort.

Saturday, May 28, 2022

The “Equal-Opportunity Jerk” Defense: Rudeness Can Obfuscate Gender Bias

Belmi, P., Jun, S., & Adams, G. S. (2022). 
Psychological Science, 33(3), 397–411.
https://doi.org/10.1177/09567976211040495

Abstract

To address sexism, people must first recognize it. In this research, we identified a barrier that makes sexism hard to recognize: rudeness toward men. We found that observers judge a sexist perpetrator as less sexist if he is rude toward men. This occurs because rudeness toward men creates the illusion of gender blindness. We documented this phenomenon in five preregistered studies consisting of online adult participants and adult students from professional schools (total N = 4,663). These attributions are problematic because sexism and rudeness are not mutually exclusive. Men who hold sexist beliefs about women can be—and often are—rude toward other men. These attributions also discourage observers from holding perpetrators accountable for gender bias. Thus, rudeness toward men gives sexist perpetrators plausible deniability. It protects them and prevents the first perceptual step necessary to address sexism.

Statement of Relevance

Sexism can be challenging to identify and eventually root out. However, we contend that even blatant forms of sexism are sometimes difficult to recognize. In this research, we demonstrated how rudeness can makes blatant forms of sexism harder to identify. We found that a man does not seem sexist if he treats everyone—both men and women—poorly. This is problematic because sexism and rudeness are not mutually exclusive.  Men who are sexist can be—and often are—rude toward other men. We found that rudeness obscures the recognition of sexism by creating the perception that the sexist perpetrator does not
notice or pay attention to gender when dealing with other people. This misleads observers into thinking that an intervention such as gender-bias training is less necessary. Rudeness can therefore protect sexist perpetrators, making their prejudice harder to recognize and correct.

From the Discussion

It has been noted that overtly discriminatory conduct—characterized by blatant antipathy, antiquated
beliefs about women, and endorsement of pejorative stereotypes—is becoming less common because of
sweeping changes in antidiscrimination laws, practices, and ideologies in the United States (Brief et al., 1997; Dovidio & Gaertner, 1998; Swim et al., 1995). However, blatant, unambiguous, and obvious forms of sexist conduct continue to exist in society (Dovidio & Gaertner, 1998) and within organizations in particular (e.g., Cortina, 2008). Our findings suggest that one reason for their persistence is that observers may not recognize that everyday acts of rudeness can serve as a convenient mask for bias against women (Cortina, 2008). This has an important practical implication: When a sexist manager is rude toward men, it may appear as though he is not sexist. Thus, women victimized by his behavior will have a more difficult time proving that he is sexist. Rudeness can therefore protect perpetrators.

Wednesday, July 28, 2021

Hostile and benevolent sexism: The differential roles of human supremacy beliefs, women’s connection to nature, and the dehumanization of women

Salmen, A., & Dhont, K. (2020). 
Group Processes & Intergroup Relations. 
https://doi.org/10.1177/1368430220920713

Abstract

Scholars have long argued that sexism is partly rooted in dominance motives over animals and nature, with women being perceived as more animal-like and more closely connected to nature than men. Yet systematic research investigating these associations is currently lacking. Five studies (N = 2,409) consistently show that stronger beliefs in human supremacy over animals and nature were related to heightened hostile and benevolent sexism. Furthermore, perceiving women as more closely connected to nature than men was particularly associated with higher benevolent sexism, whereas subtle dehumanization of women was uniquely associated with higher hostile sexism. Blatant dehumanization predicted both types of sexism. Studies 3 and 4 highlight the roles of social dominance orientation and benevolent beliefs about nature underpinning these associations, while Study 5 demonstrates the implications for individuals’ acceptance of rape myths and policies restricting pregnant women’s freedom. Taken together, our findings reveal the psychological connections between gender relations and human–animal relations.

Implications and Conclusions

Scholars have argued that in order to effectively combat oppression, different forms of prejudice cannot be seen in isolation, but their interdependency needs to be understood (Adams, 1990/2015; 1994/2018; Adams & Gruen, 2014; C. A. MacKinnon, 2004). Based on the present findings, it can be argued that the objectification of women in campaigns to promote animal rights not only expresses sexist messages, but may be ineffective in addressing animal suffering (see also Bongiorno et al., 2013). Indeed, it may reinforce superiority beliefs in both human intergroup and human–animal relations. Along similar lines, our findings raise important questions regarding the frequent use of media images depicting women in an animalistic way or together with images of nature (e.g., Adams, 1990/2015; Plous & Neptune, 1997; Reynolds & Haslam, 2011). Through strengthening the association of women with animals and nature, exposure to these images might increase and maintain benevolent and hostile sexism.

Taken together, by showing that the way people think about animals is associated with exploitative views about women, our findings move beyond traditional psychological theorizing on gender-based bias and provide empirical support for the ideas of feminist scholars that, on a psychological level, systems of oppression and exploitation of women and animals are closely connected.

Tuesday, June 16, 2020

Prejudiced and unaware of it: Evidence for the Dunning-Kruger model in the domains of racism and sexism

K. West and A. A. Eaton
Personality and Individual Differences
Volume 146, 1 August 2019, Pages 111-119

Abstract

Prior research, and high-prolife contemporary examples, show that individuals tend to underestimate their own levels of bias. This underestimation is partially explained by motivational factors. However, (meta-) cognitive factors may also be involved. Conceptualising contemporary egalitarianism as type of skill or competence, this research proposed that egalitarianism should conform to the Dunning-Kruger model. That is, individuals should overestimate their own ability, and this overestimation should be strongest in the least competent individuals. Furthermore, training should improve metacognition and reduce this overestimation. Two studies on racism (N = 148), and sexism (N = 159) partially supported these hypotheses. In line with the Dunning-Kruger model, participants overestimated their levels of racial and gender-based egalitarianism, and this pattern was strongest among the most prejudiced participants. However, diversity training did not affect participants' overestimation of their egalitarianism. Implications for contemporary prejudice, and prejudice-reducing strategies are discussed.

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Conclusions

For many reasons, contemporary discussions of prejudice can be quite acrimonious. Members of socially advantaged groups may find such discussions difficult, unpleasant, or threatening Apfelbaum, Pauker, Ambady, Sommers, & Norton, 2008; Dover, Major, & Kaiser, 2016; Norton et al., 2006). Political divisions may lead members of both advantaged and disadvantaged groups to attribute overly negative motivations to the other group (Goff et al., 2014; Reeder, 2005; Taber, Brook, & Franklin, 2006). Motivation certainly forms an important part of the picture. However, this research suggests that, even if such motivational considerations were accounted for, there may be important cognitive hindrances to understanding and reducing prejudice that would have to be addressed. In line with the Dunning-Kruger model, this research found that very prejudiced individuals (i.e., those low in egalitarianism) may be genuinely unaware of their shortcomings because they lack the meta-cognition necessary to perceive them. It is thus possible that some solutions to contemporary prejudice may rely less on motivation and more on education.

The research is here.

Thursday, September 6, 2018

Building An Ethics-First Employee Culture Is Crucial For All Leaders

Patrick Quinlan
Forbes.com
Originally posted July 25, 2018

Here is an excerpt:

These issues — harassment, bias, sexism — are nothing new in the tech sector but, now more than ever before, employees are taking matters into their own hands to make sure ethical business practices and values are upheld, even when leadership fails to do so.

In the last few years, we have seen the entire employer-employee paradigm shift, from offices embracing open floor plans to leaders encouraging team bonding activities. Underlying this massive business transformation is a stronger emphasis on the people who make up organizations, their values and their opinions. What we’ve borne witness to is the rise of empowered employees.

For leaders, shifting gears to focus on people first may feel scary. No one wants their employees to point out something is wrong at the company. But if instilling core ethical values is truly your objective, openness to criticism is part of the job description. Your commitment to promoting a safe, empowering space is not only beneficial for your employees — it ultimately strengthens your company’s culture, values, ethics — and therefore your company’s success long-term.

When leaders lead proactively, encouraging employees to come forward with an opinion or idea, employees feel safe, heard and ready to improve their company culture from the inside out. Whether you’re running a technology giant or a small startup, it’s no overnight shift. But you can start small by asking questions, taking feedback seriously and celebrating your team’s autonomy.

The information is here.

Monday, March 12, 2018

The tech bias: why Silicon Valley needs social theory

Jan Bier
aeon.com
Originally posted February 14, 2018

Here is an excerpt:

That Google memo is an extreme example of an imbalance in how different ways of knowing are valued. Silicon Valley tech companies draw on innovative technical theory but have yet to really incorporate advances in social theory. The inattention to such knowledge becomes all too apparent when algorithms fail in their real-life applications – from automated soap-dispensers that fail to turn on when a user has dark brown skin, to the new iPhone X’s inability to distinguish among different Asian women.

Social theorists in fields such as sociology, geography, and science and technology studies have shown how race, gender and class biases inform technical design. So there’s irony in the fact that employees hold sexist and racist attitudes, yet ‘we are supposed to believe that these same employees are developing “neutral” or “objective” decision-making tools’, as the communications scholar Safiya Umoja Noble at the University of Southern California argues in her book Algorithms of Oppression (2018).

In many cases, what’s eroding the value of social knowledge is unintentional bias – on display when prominent advocates for equality in science and tech undervalue research in the social sciences. The physicist Neil DeGrasse Tyson, for example, has downplayed the link between sexism and under-representation in science. Apparently, he’s happy to ignore extensive research pointing out that the natural sciences’ male-dominated institutional cultures are a major cause of the attrition of female scientists at all stages of their careers.

The article is here.

Wednesday, September 30, 2015

New Threats to Academic Freedom

Francesca Minerva
Bioethics, (2014): 28(4); 157–162

Here is an excerpt:

In the first few days following online publication, we were deluged with an average of 30 death threats and hate emails a day. Many blogs and online newspapers reported the news and thousands of Twitter, Facebook and Google+ users shared the links and commented on the articles.

The discussion, largely in public rather than in academic journals, did not focus exclusively on the arguments of the paper but also on the authors. Perhaps attesting to an underlying current of sexism, the personal attacks were largely directed at me: I am a young woman and young women are supposed to have babies, not to argue in favour of after-birth abortion. This disparity got to the point that some newspapers even neglected to mention that the paper was co-authored, indicating me as the only author.

The different treatment of Singer’s and Tooley’s work on the same topic on the one hand,
and our paper on the other shows how the Web has changed the way academic ideas circulate. It is useful to highlight at least three aspects of this change:

1) The Internet has significantly speeded up the dissemination of academic ideas to the general public. Up to twenty years ago, access to academic work was almost exclusively through academic books and hard copy academic journals. Nowadays, many academic  journals maintain an online version which is easily and quickly accessible. Journalists can read academic papers and write a piece for an online newspaper, which may be shared by millions of users on other websites, or Blogs, and social network sites.

The entire paper is here.

Sunday, May 4, 2014

Securing money for research is hard for everyone – but then there's the sexism

Anonymous Academic
The Guardian
Originally published April 15, 2014

Here is an excerpt:

As anyone who has ever applied for research funding will know, getting research money is hard. Only 30% of applicants to major research councils are successful, making it a highly competitive process.

But a growing body of literature suggests that getting research funding may be additionally difficult for women, as the peer review process is rife with sexism.

The entire article is here.

Friday, January 31, 2014

U.S. Military officials: New report highlights sexist climate at service academies

By Agence France-Presse
The Raw Story
Friday, January 10, 2014

Sexual assault cases have declined at two of the three US military academies but students still worry they will suffer social retaliation if they report an incident, officials said Friday.

The students also say they are reluctant to confront sexist behavior by a small number of cadets and athletes, underscoring the need for commanders to improve the climate at the academies, according to a Pentagon report.

Students believe their leaders take sexual assault seriously but “also identified peer pressure as a barrier to reporting,” said Major General Jeffrey Snow, director of the Sexual Assault Prevention and Response Office.

The entire story is here.

Tuesday, January 7, 2014

Calling All Female Brains: Stop the 'Neurosexism'

Research now finds sex-linked differences in the neural connections. So what? The media's rush to pop-psychologize the findings fuels retro gender stereotypes that only raise the obstacles to workplace advancement.

By Rosalind C. Barnett and Caryl Rivers
WeNews commentators
Originally posted Friday, December 13, 2013

The news media are at it again; suggesting that a new study proves the old gender stereotypes about women being good at intuition and social skills and men being better at understanding systems and action.

A team of researchers at the University of Pennsylvania used high-tech imaging on the brains of 428 males and 521 females aged 8 to 22 and found neural pathway differences between men and women. (The study was published in the Proceedings of National Academy of Sciences.)

As the Guardian explained it, "Women's brains are suited to social skills and memory, men's to perception and coordination."

The entire article is here.