National Diversity Summit: Tricia Rose Panel Discussion

National Diversity Summit: Tricia Rose Panel Discussion


I’D LIKE VERY MUCH TO WELCOME YOU TO TODAY’S FINAL PLENARY. THIS WILL BE A SESSION ON DIEFRSITTY INEXCLUSION AND RESEARCH OF IMPLICIT BIAS AND WE WILL THEN HAVE A GENERAL CONVERSATION. OUR TWO PANELIST ARE JENNIFER RICHESON WHICH IS THE CHAIR AND PROFESSOR OF PSYCH YOLG [ APPLAUSE ] HER RESEARCH CONCERNS SOCIAL GROUP MEMBERSHIP SUCH AS RACE AND GENDER, IMPACT THE WAY PEOPLE THINK, FEEL AND BEHAVE AND EXAMINES THE PROCESSES OF MIND AND BRAIN THAT GIVES RISE TO STEREO TYPING AND PLEGDE AND IN TERM SHAPES THE WAY INDIVIDUALS EXPERIENCE DIVERSITY. SHE’S WORKING ON DYNAMICS AND CONSEQUENCES OF INTERRACIAL CONTACT AND DIVERSITY AND THE OTHER ON MANAGING THE THREAT ASSOCIATED WITH PREJUDICE AND DISCRIMINATION. THROUGH THIS RESEARCH HOPING FOR A BETTER UNDERSTANDING OF FOSTERING DIVERSE DID??– AND THROUGH NATURE, NEURO SCIENCE, AS WELL AS APOURING IN POPULAR PUBLICATIONS. RACHEL GODSIL, PROFESSOR OF LAW AT SETON HALL SCHOLL OF LAW. ALSO THE DIRECTOR OF THE PERCEPTION INSTITUTE, TEACHING INCLUDES CIVIL RIGHTS, CIVIL LAW, PROPERTY LAND USE, EDUCATION, SHE’S COFINDER AND RESEARCH OF CONCEPTION INSTITUTE, FOCUSSING ON THE ROLE OF MIND SCIENCES IN LAW, MIND POLICY AND INSTITUTIONAL PRACTICES. SHE PRACTICES ON IMPEERICAL RESEARCH TO IDENTIFY EFFICACY INTERVENTION TO??– BIAS AND??– SEEKING TO ADDRESS THE ROLE OF BIAS AND ANXIETY ASSOCIATED WITH RACE, ETHNICITY??– SHE’S LEAD AUTHOR OF THE REPORT, THE SCIENCE OF EQUALITY VOLUME ONE ADDRESSING IMIMPLICIT BIAS RACIAL ANXIETY AND STEREO TYPE THREAT IN EDUCATION AND HEALTH CARE AND AUTHOR OF “A TALE OF TWO NEIGHBORHOODS??–” A MODERATOR FOR TODAY’S PANEL IS OUR OWN TRICIA ROSE, PROFESSOR OF AFRICANA STUDIES AND DIRECTOR OF THE CENTER FOR THE STUDY OF RACE AND ETHNICITY IN AMERICA. AND GRADUATED FROM YALE AND BROWN. SHE’S A RESPECTED SCHOLAR OF BLACK U.S. CULTURE, POPULAR MUSIC, SOCIAL ISSUES, GENDER, AND SEXUALITY, MOST WELL KNOWN ON HER GROUND BREAKING BOOK ON BLACK CULTURE IN AMERICA. WHAT IS NOW AN ENTIRE FIELD OF STUDY. IN 2003 SHE PUBLISHED AN ORAL HISTORY NARRATIVE CALLED LONGING TO TELL, BLACK WOMEN TALKING ABOUT SEXUALITY AND INTIMACY AND IN 2008 SHE RETURNED TO HIP HOP WITH ANOTHER BOOK, THE HIP HOP WARS, WHAT WE TALK ABOUT WHEN WE TALK ABOUT HIP HOP AND WHY IT MATTERS. AND BESIDES HER VARIETY OF STRICTLY SCHOLARLY WORK SHE SPEAKS TO GENERAL AUDIENCES ON A WIDE RANGE OF ISSUES ON POPULAR CULTURE AND I’M VERY PLEASED TO TURN THE PROGRAM OVER TO TRICIA. [ APPLAUSE ]>>GOOD AFTERNOON. HOW ARE WE? I’M THRILLED TO SEE SO MANY OF YOU HERE. IT’S THE FIRST SUNNY
NON-ZERO DEGREE SUNNY DAY. THANKS FOR COMING. I SEE MANY OF YOU ARE KEEPING YOUR COATS NEAR BY. VERY SMART. ANYTHING CAN HAPPEN IN NEW ENGLAND. THIS IS A GREAT HONOR FOR ME. I’M REALLY EXCITED TO BE HERE. BEFORE I MAKE INTRODUCTORY COMMENTS I WANT TO MAKE A SPECIAL THANK YOU TO LISA, WHERE IS SHE, OH, THERE YOU ARE. LISA, SHE’S REALLY WONDERFUL. THIS IS DEFINITELY, SEE THAT, ALL THAT LOVE YOU GOT, PEOPLE APPRECIATE. SHE’S A POWER HOUSE. VERY QUIET BUT QUITE PERSISTENT WITH TERRIFIC VISION AND COMMITMENT. WHEN COMPARING MY COMMENTS THIS MORNING I DECIDED SHE NEEDS A NICKNAME BECAUSE WHEN YOU WORK THIS HARD YOU NEED A NICKNAME SO SHE IS C-LOW IN THE SPIRIT OF YOUTH CULTURE. YOU HEARD IT HERE FIRST. IT’S A SIGN OF ENDEARMENT. IF I CALL YOU C-LOW IT’S A VERBAL HUG. YOU KNOW JEAN WAS SO TERRIFIC IN HER INTRODUCTION OF ME, MUCH MORE DETAILED THAN I CERTAINLY WANTED TO HEAR. THERE’S ONE THING TO ADD WHICH IS I’M ALSO AN ALUM LIKE JENNIFER AND I KNOW SHE WANTED TO MAKE SURE WE KNEW ABOUT THAT THAT WE’RE BOTH, ONE UNDER GRAD, ONE GRAD ALUM, BUT THE SECOND THING I WANT TO DO IS TALK ABOUT CSRA WE SPONSORED THIS TERRIFIC CONFERENCE, THE BANNERS THERE, AND THE EXHIBIT HERE. I WANT TO TALK ABOUT OUR MISSION BECAUSE IT ENTAILS WHAT THIS EVENT IS ABOUT. WHICH IS THE SUPPORT AND GENERATES RIGOROUS AND ACCEPTABLE RESEARCH IN THE HUMANITIES, THE ARTS AND SOCIAL SCIENCES ON A BROAD RANGE OF ISSUES PERTAINING TO RACE AND ETHNICITIY IN THE U.S. AND RELATED TO THE TRANS NATIONAL MIGRATION. OUR GOAL IS NOT JUST TO DO PRIVATE RESEARCH THAT IS INACCEPTABLE. I THINK IT IS INCREDIBLY IMPORTANT FOR THOSE OF US WHO DO THIS WORK FOR PEOPLE TO USE IT AND THAT THEY UNDERSTAND THIS RESEARCH IS ACCESSIBLE AND WE WANT TO BRING PEOPLE TOGETHER. THAT’S OKAY. COME ON IN. I LIKE THE PART YAY SPIRIT. HOW WE DOING. THAT MEANS THE RECEPTION’S GOING TO BE FUN SO YOU GUYS SHOULD STAY. ALL RIGHT. FIND SOME SEATS. I’M WITH IT. YOU KNOW, ONE OF THE WAYS THESE THINGS GET BROKEN UP IS THAT EVERY DEPARTMENT, YOU KNOW, IN VARIOUS UNIVERSITIES HAVE ONE OR TWO PEOPLE IF THEY ARE LUCKY WHO STUDIED SOME ASPECT OF RACIAL ETHNICITIY AND HE OR SHE WALKS AROUND TALKING TO PEOPLE WHO SEES IT AS A SMALL FACTOR THAT MIGHT OCCASIONALLY BE RELEVANT BUT NOT AN ORGANIZING PRINCIPLE TO SHAPE BODIES OF RESEARCH, WHY THIS IS IMPORTANT BECAUSE WE CAN TALK AND ELEVATE THAT RESEARCH THAT ENHANCES THE GENERAL CONVERSATION IN ALL OF THESE FIELDS. THAT’S THE OBVIOUS ACADEMIC BENEFIT AND OF COURSE THERE’S THE SHEER SOCIAL BENEFIT, THOSE OF US WHO DO THIS WORK KNOW IT IS HARD TO FIND COMMUNITY, TENDS TO HAPPEN WHEN TALKING ABOUT RACE AND ETHNICITY. — OUR TEMPORARY DIGS ON THE THIRD FLOOR, WHICH WE LOVE, WE’VE EXPANDED TO MOST OF THE FLOOR. WE HAVE GREAT WALL SPACE WHERE WE MOUNT EXHIBITS WE CAN’T DO EXHIBIT THAT’S ARE SECURABLE WITH INSURANCE BECAUSE WE CAN’T CONTROL ACCESS TO THE STATE SO WE HAVE TAKEN??– CAN COME ON IN??– IF YOU’RE MEANT TO COME IN, COME ON IN, YES, DON’T YOU WORRY. YOU KNOW, SO WE DON’T HAVE WHAT I CALL FINE ART BECAUSE I DON’T WANT TO GET IN TROUBLE. BUT WITH OUR MISSION THE ART WE DO SPEAKS TO QUESTIONS OF ART AND SOCIAL JUSTICE. THIS IS A SUMMER BRAIN STORM THAT TURNED OUT TO BE A GREAT SUCCESS. I ENCOURAGE YOU TO LOOK AT WHAT IS HERE. IT’S ABOUT 20% OF A 40% TO
50% MOUNTED AT THE CENTER ALL FACULTY, STAFF, ADMINISTRATORS, WHO DESCRIBED WITHOUT MUCH PROMPTING AT ALL SOME EXPERIENCES AND SOME AFFIRMATIONS, IT WAS AMAZING. ON THE ONE HAND IT IS A STAGGERINGLY DISTURBING SET OF COMMENTS. IT’S HARD TO BELIEVE PEOPLE HEAR THESE KIND OF THINGS GOING ON BUT ALSO VERY IMPORTANT PAY ATTENTION TO IT COLLECTIVELY. THE POWER OF MICRO AGGRESSIONS IS IT ONE OF THOSE THINGS PEOPLE SAY DON’T TAKE IT SO SERIOUSLY BUT WHEN YOU SEE IT, JUST VAGUELY, YOU HAVE TO GRAPPLE WITH THE WEIGHT OF THAT KIND OF COLLECTIVE EXPERIENCE BOTH FOR THE INDIVIDUALS, BUT FOR THE CLIMATE IT CULTIVATES FOR THE COMMUNITY AS A WHOLE. BUT I ALSO WANT YOU TO PAY ATTENTION TO THIS EXHIBIT AS A SIGN OF ENORMOUS COURAGE BECAUSE IT TAKES A LOT TO ACKNOWLEDGE THAT THESE THINGS ARE GOING ON. THERE’S A TREMENDOUS ATTEMPT TO UNDER MINE PEOPLE’S CONFIDENCE IN MANY OF THESE COMMENTS. THE URGENCY IS ENHANCED WHEN YOU LOOK AT THESE COMMENTS AND IS OPEN TODAY??– HALAL, IF YOU’RE INTERESTED FEEL FREE TO WONDER OVER AND KEEP GOING UP. WHEN YOU RUN OUT OF BREAK THE SKMIBT IS THERE. CSRA HAS EXISTED SINCE 1986-87
BUT I’VE BEEN DIRECTOR FOR A YEAR AND HALF AND HAVE TAKEN IT IN DIFFERENT DIRECTIONS AND REINVIG RATED IT AS A PROGRAM CENTER, BUT WE CAN ALWAYS USE FACULTY SUPPORT. THERE IS AN EFFORT TO PROVIDE AN ENDOWMENT FOR THAT WE’RE JUST LAUNCHING THAT. IF YOU ALL WANT TO ENDOW ME, HERE I AM. I’M ENDOWMENT READY. I DON’T KNOW EXACTLY WHAT THAT MEANS BUT I’VE DECIDED IT IS TRUE. WE DO SO MUCH MORE WITH STEADY SIGNIFICANT RESOURCES. SO WE CURATED THIS PANEL BECAUSE FIRST OF ALL I LOVE THEIR WORK ON BOTH SIDES THE ACADEMIC AND INSTITUTIONAL PUBLIC ADD VOEK ASSY SIDE. I WANT TO BRING TWO WOMEN WHO DO HEROIC WORK, THEY WERE BOTH AVAILABLE AND SAID YES SO THIS IS TOTAL GRAVY FOR ME. I WANT TO TALK A BIT ABOUT WHY THIS SORT OF WORK IS SO IMPORTANT AND NOT JUST IMPLICIT BIAS BUT THE FORMATION OF RACIAL IDENTITIES, IT’S EXTREMELY IMPORTANT AND TAKES PLACE ACROSS ALMOST EVERY DISCIPLINE, IN MANY, MANY DISCIPLINES. WE TEND, AS ACADEMICS, TO THINK OF OUR RESEARCH AS FACING OUTWORD. I WORK AT BROWN AND TALK ABOUT RACE OUT THERE. IT’S NOT WITH ACADEMICS, IT’S ABOUT PUBLIC BECAUSE THE PUBLIC NEEDS TO KNOW OR OTHER SCHOLARS NEED TO KNOW AS INDIVIDUALS INSIDE THE SCHOLARLY FIELD BUT WHAT TENDS TO HAPPEN IS THAT WHEN PEOPLE IN OUR OWN PROFESSION HEAR ABOUT THIS RESEARCH WE LIKE TO THINK WE’RE BEYOND IT, OF COURSE THERE’S RACISM, IT’S APPALLING, AND IT’S ALWAYS OUT THERE SOMEWHERE, RIGHT, SO WE HAVE DEPARTMENT THAT’S SAY THERE MUST BE A PROBLEM IN THE SO AND SO DEPARTMENT IN SOME SCHOOLS SOMEWHERE OUT THERE AND YOU’RE LIKE??– [ LAUGHTER ] NO, NOT HERE. WE WOULD NEVER TLAET HAPPEN. SO THERE’S IN ACADEMIC EXCEPTIONALISM THAT IS IMPORTANT AS WE DO INSTITUTIONAL WORK, THAT IS WE NEED TO HARNESS SCHOLARS AS ASSETS FOR DIVERSITY PLANNING IN OUR INSTITUTIONAL AND IMPLICIT BIAS IS A GOOD START??– BECAUSE YOU CAN’T PAY ATTENTION TO SIGNIFICANT BIAS RESEARCH AND MAKE THE CASE THIS SOMEHOW YOU’RE IMMUNE TO THIS PROCESS. I’M REAL EXCITED TO HAVE THEM HERE TO BRIDGE
THIS GAP??– TO BE ABLE TO USE IMPLICIT BIAS RESEARCH IN THIS CONTEXT. I’M GOING TO TURN IT FIRST TO RACHEL AND WE’LL MOVE ALONG. THANK YOU VERY MUCH. [ APPLAUSE ]>>THANK YOU. IT’S AN INCREDIBLE HONOR TO BE HERE AND THANK YOU SO MUCH FOR INVITING ME. JENNIFER IS ONE OF MY HEROES SO IT IS WONDERFUL TO BE ON PANEL WITH HER. IT’S INTERESTING I’VE MOST RECENTLY TALKED ON THIS TOPIC IN FRONT OF JUDGES FOR GENERALLY HIGHEST PERCENTAGE ARE WHITE NOT EVERYWHERE, PHILADELPHIA AND NEW YORK IS A LITTLE BIT MORE INTEGRATED. DELAWARE, OHIO, NOT SO MUCH. AND ALSO THE COMMUNITY GROUPS WHERE THE ROOMS LOOK MORE LIKE THIS. I GENERALLY HAVE TWO DIFFERENT RESPONSES DEPENDING ON THE GROUP. THE JUDGES BEGIN VERY SKEPTICALLY, I’VE BEEN TOLD, YOU’RE NOT REALLY A LAWYER, YOU’RE CLEARLY A SOCIAL WORKER. AND THEY ARE VERY SKEPTICAL BECAUSE THEY’RE OBJECTIVE, THEY’RE THERE TO UPHOLD THE LAW AND THEY ARE UTTERLY SINCERE, I BELIEVE, IN THEIR VIEW, THAT THEY WANT TO BE AND THAT THEY ARE ABLE TO BE OBJECTIVE. SO THEY HAVE TO IN SOME SENSE BE DISRUPTED IN THE VIEW AND IN THEIR SELF-IDENTITY AS A PERSON WHO CAN TRULY NOT TAKE IDENTITY ISSUES INTO ACCOUNT WHEN MAKING
LIFE-TRANSFORMING DECISIONS. ARE YOU GOING TO REMOVE A CHILD FROM A HOME? ARE YOU GOING TO SENTENCE SOMEONE TO TEN YEARS IN JAIL? IS THE PERSON’S RACE AND SPECIFICALLY WE NOW KNOW THE COLOR OF THEIR SKIN VERY SEPARATELY FROM JUST THE BOX THAT THEY CHECK, IS THAT GOING TO BE DETERMINEANT IN THE
LIFE-ALTERING DECISION THAT YOU MAKE. SO FOR THAT GROUP I HAVE TO CONVINCE THEM THERE’S SOMETHING THEY SHOULD THINK ABOUT. WHEN I GO TO A COMMUNITY GROUP THAT LOOKS MORE LIKE THIS ROOM, THE GENERAL ASSUMPTION IS THE WHITE PEOPLE ARE JUST LYING. WHETHER OR NOT YOU’RE LYING, I DON’T KNOW, MAYBE NOT. YOU MIGHT BE. BUT WHITE PEOPLE ARE JUST LYING. THE IMPLICIT BIAS IDEA IS A COVER FOR WHITE PEOPLE WHO REALLY WANT THERE TO BE CONTINUED, ABSOLUTE AND TOTAL WHITE SUPREMACY BECAUSE THAT’S WHERE WE GET OUR POWER. SO THERE IS A BINARY THAT I CLING TO. AND I ACCEPT AND WELCOME CONVERSATIONS AFTER OUR DISCUSSION PUSH BACK FROM WHEREVER YOU ARE BECAUSE IT’S AN IMPORTANT CONVERSATION TO TRY TO UNCOVER WHERE ON THIS BINARY WE AS A COUNTRY IS, AGAIN, THE CONVERSATION I HOPE WE’LL HAVE. SO WE’RE ALSO IN A UNIVERSITY OBVIOUSLY, AND I WELCOME THE SUGGESTION THAT WE FOCUS TODAY MORE ON WHAT IS HAPPENING WITHIN UNIVERSITY AND LESS ON WHAT IS HAPPENING OUTSIDE THE UNIVERSITY. I THINK WE WILL BE TALKING ABOUT THAT AS WELL. WHAT’S FASCINATING AND DISTRESSING ABOUT WHAT’S HAPPENING IN UNIVERSITY IS, MOST OF US DO THINK WE AS ACADEMICS??– IN PARTICULARLY OF LARGER SOCIAL FORCES??– WE MAY BE WILLING TO ACKNOWLEDGE THE RACE ISSUES AMONG THOSE OUTSIDE OF HERE. AND THERE’S ALSO A SENSE THAT THE STUDENTS WHO DON’T DO WELL IN MY CLASSROOM WELL, PERHAPS THEY HAD SLIGHTLY BETTER PREPARATION, WE NEED TO FIX THOSE K THROUGH 12 SCHOOLS. BUT WE LEARNED IS INTELLIGENCE IS SO FAR FROM FIXED AND IT’S EXCEEDINGLY FRAIL. SO IF STUDENTS HAVE COME INTO A INSTITUTION AND HAVE SIGNALLED, EVERY EMERGE, YOU’RE NOT NECESSARILY WHO WE EXPECTED, THOSE WILL BE THESE IMPLICIT SIGNALS, THEIR CAPACITIY COULD BE GENERALLY ACCEPTED. WE KNOW THE EXPERIENCE OF TALKING TO SOMEONE WHO THINKS WE’RE FABULOUS AND WE BECOME FABULOUS. WE ARE OUR SMARTEST AND OUR FUNNIEST AND THEN WE HAVE THE EXPERIENCE WHERE PEOPLE LOOK AT US WITH SKEPTICISM, I DON’T KNOW IF YOU ARE GOING TO SAY SOMETHING SMART. IT IS MUCH MORE HARD TO FACE SOMEONE WITH THAT FACE. GEN D. WHAT WE SEE IS THE DYNAMIC THAT EXISTS IN OUR SOCIETY, THREE OF THE SOCIAL DYNAMICS THAT PER VAD IN THE INSTITUTIONAL, IMPLICIT BIAS, STEREO TYPE THREAT ARE ALIVE BADLY AND VERY WELL WITHIN OUR INSTITUTIONAL. SO TO MEET THE AUDIENCE. I WOULD LIKE ALL OF YOU TO MOVE WITH ME. WE’LL HAVE GROUP PARTICIPATION. WHAT I DESPERATELY NEED, PLEASE, I KNOW IT’S BEEN A LONG DAY, I NEED EVERYONE TO STATE COLORS BELOW QUICKLY AND LOUDLY AS YOU CAN. OKAY. START. [ OVERLAPPING SPEAKERS ]>>OKAY. I WAS PRETTY GOOD, RIGHT. LET’S TRY IT AGAIN. FAST. [ OVERLAPPING SPEAKERS ]>>YOU KNOW, AGAIN. THIS IS A REALLY, REALLY IMPRESSIVE GROUP OF PEOPLE. FROM A FAR FANCIER UNIVERSITY I CAME FROM. I DON’T THINK THE ISSUE WAS THAT YOU DIDN’T WANT TO BE HELPFUL, YOU DID. BUT WHAT HAPPENED WAS WE ARE JUST USED TO READING WHAT IS UP THERE. THE FIRST TIME IT IS REALLY HARD TO READ. THE SECOND TIME, DID YOU SAY BROWN OR GREEN AND IS IT SAYS BLUE AND SO WHAT WE’RE EXPERIENCING IN THIS KIND OF SMALL, IN SOME WAYS SILLY EXERCISE, IT IS ACTUALLY A A VERY FAMOUS EXERCISE THAT CALL STRIP TEST THAT THEY USE IN SOCIAL PSYCHOLOGY FOR A WHOLE HOST OF PURPOSES, IS WE’RE EXPERIENCES A DISJUNCTURE IN OUR AUTOMATIC BRAIN WHAT WE WANT TO DO AND OUR AUTOMATIC BRAIN IF WHICH HAS BEEN TRAINED SO LONG. THIS IS A METAPHOR FOR HOW IT IS POSSIBLE FOR THOSE WHITE PEOPLE, LOTS OF US WHO SAY, I’M A GOOD PERSON, I’M NOT RACIST, YET OUR ACTIONS DON’T REFLECT THOSE BELIEFS. AGAIN, WHAT I SAY TO THE JUDGES IS, IF YOU LOOK AT THE DATA AND LISTEN TO THE EXPERIENCES OF THE PEOPLE IN YOUR COURTROOM, WE KNOW THAT BEHAVIOR IN OUR COURTROOM IS NOT CONSISTENT WITH THE VALUES YOU HOLD DEAR, WE KNOW THAT. THAT DOESN’T MEAN, AT THIS POINT, THAT WE ARE SAYING WE DON’T BELIEVE YOU WHEN YOU SAY YOU WANT TO BE OBJECTIVE. WHEN YOU SAY YOU WANT TO BE FAIR. WE DO BELIEVE YOU. BUT WHAT IN FACT WE’VE LEARNED IS THE LEAF??– THE BELIEF YOU CAN BE OBJECTIVE AND THE CERTAINTY WITH WHICH YOU DID IT COULD BE DANGEROUS. IF WE GO BACK AND MOVE SLOWLY WE WOULD HAVE TO BE PERFECT. BECAUSE WE’RE ASKED TO DO SOMETHING THAT COUNTERS OUR AUTO REACTION. THIS IDEA OF INCONSISTENCY IS AT THE ROOT OF THE IMPLICIT ASSOCIATION TEST. YOU CAN GOOGLE IT. THERE’S AN ARRAY OF EXERCISES WHERE WHAT IS MEASURED IS WHETHER SOMEONE CAN ASSOCIATE IDENTITY GROUPS WITH POSITIVE WORDS AS OPPOSED TO NEGATIVE WORDS. THE FIRST WAS BLACK-WHITE. CAN A WHITE PERSON ASSOCIATE A BLACK FACE WITH BLACK WORDS AS HE OR SHE CAN A WHITE FACE AND WHITE WORDS. AND SIMILAR IS THERE A JUNCTURE OF TIME FOR THE WHITE PERSON??– THE WHITE WORDS??– SO THERE’S A DISJUNCTURE THAT MAKES IT DIFFICULT TO ASSOCIATE NEGATIVE WORDS WITH WHITE FACES. ANOTHER TEST THAT IS CRUCIAL WHEN IT COMES TO CRIMINAL JUSTICE THAT CONSIDERS WHETHER IT IS QUICKER OR THE WHITES OR QUICKER OR ALL OF US ACTUALLY, BECAUSE PEOPLE OF COLOR AS WELL, WHETHER WE ARE FASTER TO ASSOCIATE A BLACK FACE WITH A WEAPON THAN A WHITE FACE. AND AGAIN, FOR THE VAST MAJORITY OF WHITES AND SIGNIFICANT ASSOCIATION OF THOSE OF COLOR AS WELL THE ASSOCIATION IS FASTER. WE ALL KNOW THE AFFECT OF THAT FASTER ASSOCIATION. IN PRESENTING TO A GROUP THERE WAS A SHERIFF’S OFFICER WHO TOLD ME TWO BLACK MEN AND TWO WHITE MEN SHOOTING IN BOTH INSTANCES, THE WHITE MAN HAD THEIR GONE OUT AND SHOTS FIRE??– THE BLACK MAN MEN NO GUN WAS PRESENT. IT’S THE SPEED THAT IS RISKY. THIS SLIDE SHOWS A NOT PARTICULARLY SOPHISTICATED OR FANCY STUDY BUT IT IS ONE THAT WHEN LAWYERS LOOK AT THIS, I WAS GOING TO SAY THEIR FACES GO WHITE. [ LAUGHTER ] THEY
HAVE A VERY STRONG REACTION. AND IT’S, AGAIN, I FEEL THE PAINS WHEN I SHOW THIS TO THE AUDIENCE. IF YOU’RE LOOKING AT THIS, WHAT YOU’RE SEEING IS IDENTICAL MEMOS SHOWN TO LAW FIRM PARTNERS WITH ERRORS INTENTIONALLY EMBEDDED AND WE SEE PROVOCATIVE COMMENTS WHEN THE PARTNERS THOUGHT WAS AN ASOESH JAT AFRICAN-AMERICAN FROM NYU. THEY COULDN’T BELIEVE HE WASN’T TO NYU. WHEN THEY THOUGHT HE WAS WHITE GENERALLY GOOD WRITER. HAS POTENTIAL. THAT IS PROVOCATIVE. THE SPELLING ERROR WHEN THEY THOUGHT HE WAS BLACK EXACTLY TWICE AS MANY. LITERALLY IN THIS INSTANCE IT’S TWICE AS GOOD FOR THE WHITE. SO I ASKED THE JUDGES WHY DO YOU THINK IT IS SO. THEY HAD TO ADMIT THERE WAS SKEPTICISM IN THE BACK OF THE MINDS ABOUT THE BLACK ASSOCIATE. AND THEY SCRUTINIZED EVERY OUNCE OF THEIR BEING. THEY HAD TO HANG THEIR HEAD AND THINK ABOUT COULD THIS HAVE BEEN ME. COULD I HAVE DONE THIS. AND THEY’RE SILENT. BUT THE ANSWER ISN’T, AS SOMETIMES FRANKLY PEOPLE LIKE I USED TO BE, WHITE LIBERALS, THE ANSWER ISN’T FOR WHITE PEOPLE TO BE REALLY NICE AND ENTHUSIASTIC, FABULOUS, YOU DID A GREAT JOB ON THE MEMO. THAT’S HIGHLY UNHELPFUL AND IS ALSO A PHENOMENON AS WELL. THESE STUDIES SHOW THE CONSEQUENCES OF KINDNESS. MIDDLE SCHOOL TEACHERS RECEIVING INTENTIONALLY POORLY WRITTEN ESSAYS AND NOT GETTING THE FEEDBACK THAT THEY NEED. INTERESTINGLY IN THAT PARTICULAR STUDY, THIS TEACHER DID EQUAL LEVELS OF CONSTRUCTIVE CRITICISM TO BLACK STUDENTS WHEN THEY FELT THEIR PRINCIPLES BACKED THEM, WHEN THEY FELT THEY HAD A SENSE OF BELONGING TO THE SCHOOLS. STILL DIDN’T GIVE THE SAME SENSE OF BELONGING TO LATINO STUDENTS. WHICH SUBJECTS IMPLICIT BIAS GOING ON, CERTAIN ASSUMPTIONS MADE BY THEIR CAPACITY. BUT WITH RESPECT TO THE BLACK STUDENTS IMPLICIT BIAS IS NOT THE ONLY PHENOMENON THAT IF WE SOLVE IT WE’LL BE ALL DONE. THIS PHENOMENON OF WHITES BEING WORRIED ABOUT BEING RACIST AND THEREFORE NOT PROVIDING THE KIND OF HONEST, CONSTRUCTIVE FEEDBACK THAT THEY OUGHT. AS WE KNOW IT IS HARMFUL. SO IS THERE WERE GUYS AT THIS UNIVERSITY WHO WERE GIVEN AN IDENTICAL RESUME BY A STUDENT WHO WAS WONDERING SHOULD I TAKE CALCULUS AND??–
OTHER CLASS THAT WOULD BE TOO MUCH. AND THEY WOULD TELL THE ASIAN STUDENTS BUT NOT THE BLACK STUDENTS. FIRST QUESTION WAS ARE THEY RACIST. DO THEY NOT CARE ABOUT THE BLACK STUDENTS. IT’S NOT THAT THEY ARE BIAS IT’S AFRAID OF SAYING THAT IS IT RACIST. NOT HELPFUL. IT CREATES A PHENOMENON ON THE PART OF STUDENTS OF COLOR. IF YOU’RE A STUDENT OF COLOR AND YOU KNOW ABOUT BOTH THESE PHENOMENON, YOU KNOW THAT SOMETIMES YOU’RE CRITICIZED AND FLAWS ARE SEEN IN YOUR WORK THAT WOULD NOT WE SEEN IN THE WORK OF A WHITE STUDENT, YOU KNOW THAT HAPPENS, AND YOU ALSO KNOW THERE’S HAPPY LIBERALS THAT WILL SAY NICE THINGS NO MATTER WHAT YOU DO. SO THESE TWO
DIFFERENT SPACES??– IT’S AWFUL TO KNOW WHETHER OR NOT THE FEEDBACK IS REAL. AND CREATES A DIFFERENT RELATIONSHIP REASONABLE FROM THOSE PROFESSORS. WE DON’T HAVE TO DEAL WITH THAT QUESTION. WE GET THE FEEDBACK AND RESPOND TO IT AND PRESUME IT MEANS SOMETHING AND WE GO ON. MAJOR BURDEN. YET ANOTHER BURDEN THAT STUDENTS OF COLOR HAVE THAT WHITE STUDENTS DON’T. ANOTHER PHENOMENON, IMPLICIT BIAS IS ASSUMED TO BE COGNITIVE. IT’S ALSO BEHAVIORAL AND DYNAMIC IN RELATIONSHIPS. SO PEOPLE WITH HIGH LEVELS OF INCORPORATE BIAS TEND TO SHOW THAT IN THE WAY THAT THEY LOOK AT PEOPLE, HOW THEY ANSWER QUESTIONS, HOW CLOSE THEY STAND, JEN WILL TALK ABOUT IT IN MORE DETAIL, THEY KNOW MOVING FORWARD, MOVING BACK DIFFERENTLY, STUDENTS PICK UP ON THAT, WHAT ABOUT OTHER STUDENTS, WHO SITS NEXT TO YOU WHEN YOU STICK OUT IN A ROOM. DO YOU FEEL WELCOME WHEN ALL OF THAT IS MANIFESTING YOUR EXPERIENCE AT AN INSTITUTIONAL IT OBVIOUSLY MAKES A DIFFERENCE. SO WHAT COULD BE DONE. I KNOW I HAVE TO MOVE QUICKLY. ONE PROBLEM IS FOR SOMEONE PEMT PEOPLE IT’S LIKE WELL, WE’RE ALL A LITTLE BIT BIAS OH, WELL THAT’S THE CULTURE BUT THAT IS ??– COMPLETELY UNACCEPTABLE. S STEPS THAT INSTITUTIONALS CAN USE TO WORK WITH BIAS. FOR INDIVIDUALS IT IS GOOD TO KNOW THERE’S A NEW BODY OF RESEARCH THAT IS DEVELOPING THAT REALLY LAYS OUT STEPS THAT INDIVIDUALS CAN TAKE THAT WILL REDUCE IMPLICIT BIAS, THESE STEPS THAT ARE DESCRIBED, THE IDEA IS TO CREATE COUNTER STEREO TYPE TO LEARN TO INDIVIDUALATE WHEN LOOKING AT PEOPLE OF COLOR, A LOT OF US DON’T, WE ARE COLORBLIND, WE DON’T HAVE A LANGUAGE THAT MAKE UZ LITERALLY BLIND??– AND PERSPECTIVE TAKING NOT IN THE SENSE THAT, WHAT WOULD I HAVE DONE IF I WERE WALKING DOWN THE STREET, I OF COURSE WOULD HAVE GONE TO THE SIDEWALK, I’M TAKING THAT PERSON’S PERSPECTIVE. NO, IT’S NOT WHAT WOULD I DO. IT’S WHAT WOULD A PERSON WHO HAS LIVED A LIFE OF HARASSED AND DISRESPECTED REGULARLY, THAT’S A DIFFERENT KIND OF PERSPECTIVE TAKING. AND ALSO THERE’S THE INTERRACIAL CONTACT. AND THERE’S RESILIENT STRATEGIES THAT HAVE BE MADE AVAILABLE TO OUR STUDENTS TO NAVIGATE THIS COMPLEX WORLD. WE SHOULD HAVE FIXED IT YEARS AGO. I WANT TO MOVE FASTER NOW. STEREO TYPE THREAT WAS A FIELD OF STUDY THAT HAS BEEN KNOWN IN HIGHER ED FOR NOW WHAT, 20
YEARS, IT’S BEEN KNOWN FOR A LONG TIME YET WE HAVE NOT BEEN NEARLY AS MUCH ABOUT IT AS WE OUGHT. IT GETS BACK TO THE IDEA OF INTELLIGENCE BEING FRAIL AND THE IDEA THAT IF YOU WERE ONE OF THE FEW IN A DIFFERENT AREA AND IF YOU’RE IDENTITY IS FAILING TO STEREO TYPE THAT EXISTS AROUND YOUR IDENTITY THAT DEPRESSES, NOT FOR EVERYONE, IT OFTEN DEPRESSES YOUR PERFORMANCE WHEN ALL OF YOUR COGNITIVE CAPACITY IS NEEDED TO DO THE WORK. SO THEY WERE ASKED THE QUESTION, THIS GOES BACK TO SOMETHING DISCUSSED EARLIER, WHY ARE SO FEW BRILLIANT STUDENTS OF COLOR GOING INTO PHD PROGRAMS? WHY IS THIS HAPPENING? IS IT WHAT HAPPENS WHEN THEY GO TO THE NEXT STEP AND TAKE THE GRE, IS IT SOMETHING ABOUT HOW THEY FEW THEMSELVES AND HOW THEIR PERFORMANCE IS NOT RECOGNIZED IN THEIR CAPACITY AND SO THE HYPOTHESIS WAS TESTED BY GIVING ONE GROUP OF STUDENTS ONE PORTION OF THE GRE AND SAYING THIS IS INDICATIVE TO HOW WELL YOU WILL DO, IT WAS DIAGNOSTIC, YOU COULD SEE THE RACIAL DIFFERENCE IN THE DIAGNOSTIC, THE OTHER GROUP WAS IDENTICALLY SITUATED ACADEMICALLY BUT YOU COULD SEE THE DEGREE TO WHICH THE RACE DIFFERENCE DISAPPEARED BECAUSE IN THE SECOND INSTANCE WE JUST WANT TO SEE THE EXPERIENCE OF TAKING THE TEST. WE DON’T CARE HOW YOU DO, WE’RE JUST INTERESTED IN YOUR EXPERIENCE OF IT. IN THAT INSTANCE, IT CONFIRMS EVERYTHING ELSE ISN’T RELATIVE SO ALL OF THE IS COGNITIVE CAPACITY CAN GO TO THE TEST AND WE SEE HOW WELL THEY DO. SO THERE’S BEEN HUNDREDS OF STUDY THAT’S HAVE NOW BEEN DONE SINCE 1995 WHEN THE FIRST STUDY WAS PIONEERED THAT HAVE CONFIRMED THE POWER OF STEREO TYPE THREATS AND THE POWER IT HAS IN UNDER RECOGNIZING THE CAPACITIES OF STUDENTS OF COLOR. AND WHEN WE THINK ABOUT IT, ONE WAY OF THINKING ABOUT THE DEPRESSIVE EFFECT THAT STEREO TYPES HAVE HAD ON STUDENTS OF COLOR??– 62 POINTS ON THE SAT. UNDER REPRESENTATION. AGAIN HAS IMPACTS IN EXPERIENCES. IT CAN BE CATASTROPHIC AS IT CAUSES STUDENTS NOT TO KNOW WHAT THEIR TRUE CAPACITY IS AND CERTAINLY CAUSE THE THE PROFESSORS TO HAVE NO IDEA WHAT THEIR CAPACITY IS. BUT THE GOOD NEWS IS, IT’S NOT INEVITABLE. IT’S SO FAR FROM BEING INEVITABLE. THERE’S SO MUCH THAT INSTITUTIONS AND INDIVIDUALS CAN DO TO PREVENT STEREO TYPE THREATS AND BEING TRIGGED TO NEUTRALIZE IT. THERE’S A HOST OF INTERVENTIONS THAT WE ALL HAVE HAD ACCESS TO FOR A LONG TIME THAT OUR INSTITUTIONS HAVE NOT USED AND WE SHOULD. THIS IS JUST A BRIEF LISTING OF THEM. THEY ARE WRITTEN IN SEVERAL DIFFERENT PAPERS. I’M GOING TO TALK BRIEFLY ABOUT TWO OF THEM I THINK ARE VERY POWERFUL. ONE IS??– THE IDEA OF IF YOU HAVE PEOPLE OF YOUR IDENTITY GROUP IN THE PLACE YOU WANT TO BE AND IF YOU HAVE PEOPLE OF YOUR IDENTITY GROUP AS PEERS IN THE PLACE WHERE YOU ARE TRYING TO GET TO, THE POWER OF THOSE STEREO TYPES DIMINISHES ENORMOUSLY. SO IT MATTERS WHO IS IN THE CLASSROOM. OF COURSE, DUH. WE SHOULDN’T BE SAYING THIS AGAIN BUT WE HAVE TO HAVE THE RESEARCH CLEARLY TO SUPPORT THIS TO PUSH IT FORWARD TO MAKE INSTITUTIONS RECOGNIZE HOW IMPORTANT IT IS. THE SECOND. THERE ARE ALWAYS LIKELY TO BE PROFESSORS WITH DIFFERENT IDENTITY GROUPS IN THE ROOM. CAN WE BE MENTORS OF STUDENTS OF COLOR. CAN WE GIVE THE CRITICISM, SHARE THE KNOWLEDGE, CONTRIBUTE TO THE DEVELOPMENT WITHOUT TRIGGERING AMBIGUITY? YES. WHAT WE SEE IS A ENORMOUS POSITIVE RESPONSE FROM STUDENTS OF COLOR. WHAT WE CAN’T DO IS GIVE CRITICISM BECAUSE OF THE CONCERN THAT IT IS A REFLECTION OF OUR BIAS LOOKING AT THE WORK. WE ALSO CAN’T GIVE GENERAL ALITIES, IT’S FABULOUS, THAT’S MEANINGLESS. WHAT CAN BE DONE, AND WHAT HAS BEEN IDENTIFIED AS BEING WILDLY SUCCESSFUL. IS GIVING WIDE CRITICISM. IN THE SENSE OF I HAVE HIGH EXPECTATIONS FOR YOU AND HERE’S WHY YOU AS AN INDIVIDUAL CAN MEET THEM. WHAT THAT DOES IS GIVE SPECIFIC,
NON-GENERAL SUGGESTIONS WHAT THIS PERSON HAS DONE TO SHOW, AGAIN, THIS NON-GROUP, IS CREATED A SAFE CONTACT IN WHICH THAT PERSON ACTUALLY CARES AND WILL WORK WITH YOU TO HELP YOU BE YOUR BEST. I WILL END WITH, THERE’S THE ADVERSITY MODEL OF TEACHING. IN THE MIDDLE IS A COLLEAGUE OF MINE??– I THOUGHT IT WOULD BE NICE TO END THERE. THANK YOU SO MUCH. [ APPLAUSE ] . .>>THAT WAS REALLY GREAT, RACHEL, YOU ARE EYE SOCIOPSYCHOLOGIST, WE CLAIM YOU. SO GOOD AFTERNOON. I CAN’T SAY HOW HAPPY I AM TO BE BACK AT BROWN. SUSAN, EARLIER IN HER TALK SPOKE ABOUT HOW TRANSFORMATIVE THIS PLACE WAS FOR HER AS UNDER GRAD, TRUE FOR ME IN MANY WAYS AS WELL. IT CERTAINLY HAS MOTIVATED MY WORK IN THIS AREA. AND RECENTLY, MY FIRST??– LOVE LETTER TO BROWN. I FIGURED AFTER I WAS REJECTED FROM THE TIMES AND GLOBE, I WOULD FINALLY GET INTO THE BOSTON GLOBE. BUT IT’S REALLY BEEN THIS INCREDIBLE SOURCE OF PRIDE AND INSPIRATION FOR ME. SO WHEN TRICIA SAID CAN YOU COME, I SAID I HAVE NO BUSINESS GETTING ON A PLANE BUT OF COURSE. YOU KNOW. THIS IS HOME. IN VERY REAL WAYS FOR ME. THAT SAID, I RECOGNIZE BROWN LIKE MANY INSTITUTIONS HAVE SOME WORK TO CAN IN THIS AREA AND I’M HAPPY TO CONTRIBUTE SOME RESEARCH THAT I THINK SPEAKS DIRECTLY TO WHAT I THINK OF AS THE PROMISE OF DIVERSITY BUT AS ITS PERIL. I THINK WE TEND TO GET A LITTLE BIT HAPPY WHEN WE THINK ABOUT DIVERSITY. IT’S SUCH A PRETTY WORD. IT’S A GOAL. BUT WE DON’T NECESSARILY CONSIDER THAT DIVERSITY IS THE SOLUTION TO SOMETHING BUT ALSO LIKE ALMOST EVERY SOLUTION CREATES NEW PROBLEM THAT’S WE HAVE TO TAKE SERIOUSLY AND THINK ABOUT. SO, MY WORK REALLY STARTS AT THE PLACE OF ALL RIGHT, LET’S SAY WE HAVE INCREASED DIVERSITY AND WE HAVE IN MANY DOMAINS OF LIFE AND CERTAINLY NATIONALLY, DIVERSITY IS INCREASING, IT JUST IS. SO NOW WHAT? A LOT OF WORK, I’M SURE YOU HAVE HEARD THE POTENTIAL BENEFITS. I PUT POTENTIAL THERE FOR A REASON??– OF DIVERSITY. CLEARLY THERE’S COMPELLING EVIDENCE AS ESPECIALLY AS ON A COLLEGE CAMPUS??– CAN INDEED LOWER PREJUDICE, INCREED POSITIVE ATTITUDES IN A NUMBER OF WAYS. WE ALSO KNOW DIVERSITY COULD BE IN CLASSROOMS OR IN WORK GROUPS. DOES PRODUCE MORE CREATIVE SOLUTIONS TO MANY TYPES OF PROBLEMS AND IT ACTUALLY UNDOES SOME OF THE BAD THINGS THAT SOME GROUPS DON’T EVEN PAY ATTENTION TO, LIKE, OH, THAT’S JUST HOW IT IS, NO, IT’S NOT. DIVERSITY THAT THOSE WHO LOOK LIKE US THINK LIKE US, IT IS IN MANY WAYS CATASTROPHIC, LIKE THE GROUP THING, MANY THINK IS RESPONSIBLE FOR THE CHALLENGE DISASTER. SO DIVERSITY IS GOOD??– IT IS THE JUST AND EQUITABLE THINGS TO DO. THAT SAID, IT’S ALSO THE TRIGGER AND CATALYST FOR SO MANY CHALLENGES. WE KNOW BY THE VERY SAME DIVERSITY PROVIDES OPPORTUNITY FOR CONTACTS AND ALSO FOR STEREO TYPING, TURNING OUT, FOR THE EXPRESSION OF NEGATIVE ATTITUDES. YOU DON’T KNOW THAT THE GROUP IS NOT LIKE YOU, IT’S DIVERSITY THAT TELLS YOU, OH, I DON’T BELONG YOU, THAT’S WHAT IT DOES, RIGHT. IT ALSO, IT CAN, INCREASE THE MOTIVES FOR SOCIALIZATION. YOU JUST STOP TRUSTING EVERYBODY. YOU DON’T KNOW WHAT TO DO. IT IS STRESSFUL. IT’S OVERWHELMING SO HUNKER DOWN. AND IN THE LANGUAGE OF MY FIELD IT CREATES THE POSSIBILITY FOR WHAT I CALL SOCIAL IDENTITY THREAT. AGAIN, THIS IS WHERE YOU MIGHT FIND, NOT ONLY THAT LOTS OF PEOPLE NECESSARILY DON’T HI YOU’RE GROUP IS ALL THAT GREAT IN BLOCKS, IT CREATES THE OPPORTUNITY TO FIND OUT THAT A LOT OF PEOPLE THINK THEY ARE PREJUDICE AND THAT’S NOT ACCEPTABLE. THAT’S A THREAT TO THE VALUE OF YOUR SOCIAL IDENTITY IF YOU’RE ON THE DOMINANT SIDE. THE CONVERSATION ABOUT GROUP PRIVILEGE IS A GREAT EXAMPLE OF THIS. WHAT DO YOU MEAN I’M PRIVILEGED BY VIRTUE OF JUST EXISTING IN THIS BODY. THAT’S THREATENING, ESPECIALLY IN AMERICAN SOCIETY WHEN WE REALLY BELIEVE IN AMERICAN PHOTOGRAPHY, AND ON COLLEGE CAMPUS. SO I LIKE TO THINK OF IT AS A PAIR ADOX. THERE’S POTENTIAL PERIL. THINK ABOUT THE RISE OF IMMIGRATION, IT’S A GREAT EXAMPLE OF THE PROP PENCITY TO ACTIVATE ATTITUDES PEOPLE DIDN’T KNOW THEY HAD OR WILL CERTAINLY NOT TELL YOU. NOW THEY WILL TELL YOU. RIGHT. THERE’S ALSO POTENTIAL PROMISE FOR INCREASING THESE DIALOGUES. SO WHAT’S THE SKINNY ON INTERRACIAL CONTACT. THIS IS SOMETHING I’VE BEEN STUDYING FOR HOW LONG HAVE A BEEN GONE FROM BROWN, THAT MANY YEARS, IT WAS MY FIRST YEAR PROJECT IN GRAD SCHOOL AND I’M STILL DOING IT. WE KNOW IT IS GOOD. IN THE LONG TERM. ANOTHER PARADOX IS THAT IT IS TOUGH AND DIFFICULT IN THE SHORT-TERM. AND WHY IS THAT? WELL, TURNS OUT LIKE A LOT OF OTHER EXPERIENCES THAT PEOPLE DON’T HAVE, THEY DON’T HAVE A LOT OF INTERRACIAL CONTACT. THIS REPORT CAME OUT ABOUT HOW THE AVERAGE WHITE PERSON’S SOCIAL NETWORK IS 1% BLACK. OKAY. WELL, WHAT DOES THAT MEAN FOR WHEN WE, WHETHER YOU GET TO YOUR COLLEGE AND YOU HAVE A UNIT, ARE THEY STILL CALLED THAT, YEAH, AND THERE’S ALL THESE PEOPLE WHO ARE DIFFERENT FROM YOU AND YOU’RE LIKE, OOH, I DON’T KNOW ABOUT THIS, IT’S DIFFERENT, IT’S INFAMILIAR. WELL OF COURSE IT IS TOUGH. THERE’S LOTS OF THINGS TO OVER COME. SO WE KNOW MANY THINGS LEAD US TO HAVE CLOSE SOCIAL NETWORKS THAT ARE SEGREGATION, RIGHT. I MEAN EVERYTHING IS STILL SEG GATED IN SOCIETY, WE PRETEND IT IS NOT BUT IT’S NOT TRUE IT’S AS SEGREGATED AS IT WAS 50 YEARS AGO, ALSO IN SCHOOLS. THERE’S IN SOME CASES, A LACK OF INTEREST. IT TAKES SOMETHING OF YOURSELF TO GO OUT OF YOUR COMFORT ZONE IN ANY DIMENSION. THIS IS JUST AS TRUE ON RACE AND CULTURE. WE ALSO KNOW THAT SOMETIMES PEOPLE ARE CONCERNED ABOUT LOOKING BAD OR ABOUT FEELING BAD. THAT’S THE UPSIDE AND DOWN SIDE OF THE HIRE??– HIERARCHY. LOOKING PREJUDICE IS UNACCEPTABLE. — LIKE WHEN PEOPLE WERE SAYING PRESIDENT BUSH DOESN’T LIKE BLACK PEOPLE AND BUSH SAID YOU CAN CALL ME ANYTHING??– ANYTHING??– BUT I’M NOT A RACIST. I WAS LIKE ANYTHING. ANYTHING? PEDOFILE, DRUNK, THERE’S A LOT OF OTHER THINGS I THINK ARE WORSE THAN BEING CALLED RACIST BUT THAT’S WHAT HE SAID. IT’S BAD BUT YOU NEED TO BE CAST OFF THE ISLANDS. PEOPLE AVOID IT LIKE THE PLAGUE. THEY DON’T AVOID THE BEHAVIOR LIKE THE PLAGUE THAT’S A PROBLEM. ANOTHER PROBLEM NOT ONLY DO PEOPLE IN ACADEMIA THINK THEY ARE OUTSIDE OF ALL OF THIS STUFF, THE WAY THAT THEY DIFFER FROM THEIR OLDER COUNTER PARTS IS THAT THEY ARE COMPLETELY CONVINCED THEY ARE NOT IN PART THEY HAVE BEEN TOLD THAT. OH, YOU GUYS ARE SO TOLERANT. WE WILL AGE OUT OF THIS WHOLE RACE PROBLEM, LET’S JUST WAIT ANOTHER 50 YEARS, WAIT I THOUGHT WE WERE THE SOLUTION. WELL, WE BLEW IT. NO, WE’RE NOT GOING TO AGE OUT OF THIS. THERE’S A TALLER BAR ON THE AMOUNT OF IMPLICIT BIAS AND SHORTER BARS ARE EXPLICIT. MILLENNIALS, HATE TO TELL YOU YOU’RE NOT SPECIAL. EVERYBODY’S THE SAME. SO, OKAY. WE HAVE SOME WORK TO DO. INTERRACIAL CONTACT IS HARD. MIGHT BE BENEFICIAL IN THE LONG ROOM BUT IT IS TOUGH AND WE NEED TO IGNORE THE REALITY OF ENGAGING IN INTERRACIAL CONTACT. PEOPLE DON’T LIKE TO??– RIGHT, THEY DON’T DO THINGS THEY DON’T LIKE TO DO, IF YOU HAVE A CHOICE. TURNS OUT MOST MEMBERS OF ANY MAJORITY GROUP THEY HAVE A CHOICE IN ENGAGING IN THIS, THAT, OR THE OTHER LIFE. I HARKEN BACK TO NETWORK THAT’S ARE SUPER SEGREGATED BECAUSE DESEGREGATING OUR NETWORK IS TOUGH. OKAY. SO A LOT OF MY WORK SHOWS THAT IT IS TOUGH BECAUSE THEY LEAD TO UNCERTAINTY ABOUT HOW TO BEHAVE, ANXIETY, DISCOMFORT,
HEIGHTENED SELF-CONSCIOUSNESS, OTHER THINGS WE DON’T ENJOY FEELING. IT IS ALSO SHOWN TO AFFECT PEOPLE FIZZ LOGICALLY. YOUR BODY PREPARES FOR IMPENDING DOOM AND THREAT. PART OF MY WORK SHOW THAT’S MANAGING ALL OF THESE CONCERNS ARE COGNITIVELY TAXING. WE HAVE SHOWN IN A VARIETY OF STUDIES I WILL WALK THROUGH QUICKLY. ONE PARADIGM, PARTICIPANTS WERE TALKING ABOUT WHITE COLLEGE STUDENTS, COME IN AND TAKE THE IAT, AND THEN WE HAVE THEM ENGAGE IN AN INTERACTION WITH EITHER A BLACK OR WHITE MEMBER OF OUR RESEARCH TEAM AND USUALLY TALK ABOUT AT LEAST ONE RELATED TOPIC. AFTER WE GIVE THEM THAT STRIP PASS THAT YOU GUYS FAILED, BUT YOU CAN SEE. RIGHT. IT REALLY TAKES SOMETHING TO INHIBIT THAT DOMINANT TENDENCY TO READ THE WORD IF URINATIVE ENGLISH SPEAKER IT IS REALLY STRONG IN FAVOR OF THE CORRECT RESPONSE WHICH IS TO NAME THE COLOR. WE’RE MEASURING PEOPLE’S CAPACITY TO DO THAT WHICH IS CALLED INHIBITORY ABILITY. AND IT TURNS OUT, YOU GET WORSE AND WORSE. IT’S LIKE SOMETIMES PEOPLE USE THE MUSCLE METAPHOR, YOU’VE BEEN USING IT A LOT YOU’RE KIND OF TIRED AND YOU SORT OF HAVE TO RELAX. YOU FAIL AT CERTAIN THINGS. OKAY. SO WHAT I WANTED TO KNOW, HERE’S MY VERSION OF THE STRIP. WHAT WE’RE MEASURING IS THE REACTION TIME, DIFFERENCE BETWEEN DOING THE INCOMPATIBLE TRIALS FROM WHEN Y’ALL FAILED AND CONTROLLED TRIALS, JUST EXODUS FFRMZ AND WE KNOW THE LONGER IT TAKES THE BIGGER THE DIFFERENCE. WHEN YOU SEE THE RESULTS MAYBE YOU’RE LIKE DARTMOUTH. SO PEOPLE FIND IT MORE DIFFICULT AFTER A BRIEF??– WHEN I SAY BRIEF I MEAN FIVE TO SEVEN MINUTE INTERRACIAL INTERACTION WITH ANOTHER DARTMOUTH STUDENT AND INDEED THEY DID. HOPEFULLY YOU CAN SEE, THE BIG BAR IS THE INTERRACIAL CONTACT. HIGHER NUMBERS POOR PERFORMANCE. THEY DID SIGNIFICANTLY WORSE ON THIS TASK. COMPARED TO THE SAME CONVERSATION BUT WITH ANOTHER WHITE PARTICIPANT. IT CAN PREDICT THE MAGNITUDE OF THE BIAS AS IT TURNS OUT. WAS ALL WELL-MEANING BACK WHEN THEY WERE GOING TO SAVE THE WORLD BECAUSE THEY HAD GOOD RACIAL ATTITUDES. NOT ABOUT MEANING WELL, THAT’S NOT THE ISSUE. WHAT IS THE ISSUE IS WHAT WE LIKE TO CALL ACTIVE DATA INTERRACIAL CONTACT COMPARING, OR INTERRACIAL ANXIETY BUT IT THE CONCERN ABOUT APPEARING PREJUDICE WHILE NAVIGATING THE INTERACTION AND THE CONCERN ABOUT THE EXPERIENCE. WE’RE BOTH MANAGING IS IT. WE DID A NUMBER OF STUDIES. WE GIVE PEOPLE CHOCOLATE AFTER KWARDS. WE GIVE THEM ID AND FEEDBACK, THAT MOST PEOPLE ARE MORE PREJUDICE THAN THEY THINK THEY ARE TURNS OUT NOW THEY WILL TALK ABOUT WHATEVER WITH THE BLACK GUY THAT RAISES THE STAKES. WHEN WE DO THAT THE TWO BARS ON THE LEFT, YOU SEE THIS EFFECTIVE VIGOR. MANAGING DURING THE COURSE OF THE INTERACTION IS TOUGH. YOU GIVE THEM THE TEST AND AFTERWARDS THEY FAIL. THEY DO WORSE. BUT WE COULD ALSO ALEVIATE IT. INSTEAD OF RAISING THE STAKES BEFORE THE ACTION, WE SAY, WE NEED TO HAVE PEOPLE TALKING ABOUT RACIAL PROFILING. WE NEED TO HAVE PEOPLE REALLY GIVING BOTH SIDES, THE COST AND BENEFITS. TAKE A MINUTE TO RIGHT DOWN YOUR THOUGHTS. WE WANT TO HEAR BOTH COSTS AND BENEFITS AND USE IT TO GUIDE YOUR OPINIONS AND YOU KNOW, THIS PERSON YOU’RE GOING TO TALK TO, HE’S A BLACK GUY, HE KNOWS YOU WERE TOLD TO DO THIS, SO IT IS NOT NECESSARILY YOUR OPINIONS THAT YOU’RE GIVING, IT COULD BE ANYBODY. TURNS OUT WHEN WE DO THAT THE EFFECT IS GONE. SO THE SLIDE IS ON THE RIGHT FOR YOU. SO WE GIVE THEM SCRIPT TO FOLLOW, IT’S GONE. RIGHT. MANAGING ANXIETY IS TOUGH. THE OTHER SIDE OF THE COIN IS AT STAKE FOR ETHNIC MINORITIES. — I HAVE TWO OR THREE OF THE FOUR PAPERS ON THIS. IT’S JUST HAVING TO DEAL WITH THIS. THE BIAS. IT’S OUT THERE. IT TURNS OUT IT COMES FACE TO FACE WITH PEOPLE LIKE ME, OKAY. THAT DEAL WITH IT. SO WHAT WE WANTED TO TEST HERE IS HOW DOES BEING EXPOSED TO THIS TYPE OF CONTEMPORARY BIAS, SUBTLE BIAS, THE EXPRESSION OF IMPLICIT BIAS THROUGH BEHAVIOR HOW DOES IT AFFECT MOOINLTS. WE KNOW BIAS IS OFTEN REVEALED IN BOTH. NON-VERBAL, THE BODY LANGUAGE, THE ANXIETY THAT PEOPLE EXPRESS, AND WE KNOW FROM QUITE A BIT OF STUDY THAT IMPLICIT BIAS IS USUALLY NEGATIVE AND PEOPLE’S EXPLICIT??– PEOPLE CAN TELL. WHAT’S THE EFFECT OF GETTING THIS MESSAGE ON REALLY IMPORTANT ASPECTS OF SORT OF HUMAN FUNCTIONING, WE LOOK AT EMOTIONS, I WILL SAY COGNITIVE CONTROL, INHIBITORY CAPACITY. IN THIS STUDY, BLACK STUDIES WITH WHITE ACTOR THAT’S WE TRAINED. THEY EXCHANGED INFORMATION ABOUT EACH OTHER. PARTICIPANT ENGAGED INFORMATION ABOUT THEMSELVES BUT THE ACTOR THERE WAS A STANDARD SET OF INFORMATION THEY GAVE DEPENDING ON CONDITIONS. THIS WAS USED IN PART TO EXPOSE THESE BLACK STUDENTS TO DIFFERENT TYPES OF BIAS, OKAY. SO IN THE SUTTER BIAS CONDITION THE ACTOR, MADE REALLY POSITIVE STATEMENTS ON THEIR PROFILE SHEET ABOUT DIVERSITY ON CAMPUS AND THEN THEY CAME IN AND BEHAVED NEGATIVELY NON-VERBALLY. SO NEGATIVE STATEMENT ABOUT THE DIVERSITY ON CAMPUS AND CAME DOING THE SAME AVOIDED BEHAVE. AND OF COURSE LOW PREJUDICE IS WHERE THEY BEHAVED FIRMLY. SO WHAT WAS THE INFORMATION. AWFUL PROFILES SAID TELL US WHAT YOU’RE CONCERNED ABOUT. AND THE PARTNER, ALL WHITE, AGAIN THESE WERE ACTORS, WERE SAID TO HAVE WRITTEN I LIKE BEING AROUND SO MANY DIFFERENT TYPES OF PEOPLE AND ENJOY LEARNING FROM ALL DIFFERENT BACK GROUNDS. IT’S GREAT HERE. SOMETHING BELIEVABLE IN FIRST YEAR STUDENT. IN THE BLATANT BIAS IT SAID WHERE I’M FROM THINGS ARE ALL WHITE AND I THINK IT MAKES THINGS EASIER. ALSO TRUE AND SOMETHING A FIRST YEAR STUDENT MIGHT SAY. NOW THIS INFORMATION THAT WAS EITHER PAIRED WITH THIS SORT OF
APPROACHY-POSITIVE, FRIENDLY, NON-VERBAL BEHAVIOR OR THIS MORE NEGATIVE NON-VERBAL BEHAVIOR. OKAY. LET’S SEE. THIS IS GOING TO WORK. NO. YEAH. I DON’T HAVE IT??– IS IT GOING? THERE IT IS. OKAY. SO THIS IS THE AVOIDANCE. YOU SEE THE ACTOR, SHE COMES IN, SITS AT A DIFFERENT TABLE. THEY KNOW IT IS AN INTERACTION STUDY SO THAT’S STRANGE. THIS IS A BLACK PARTICIPANT WHOSE FACE IS BLURRED OUT FOR CONFIDENTIALITY AND SO SHE IS TRAINED TO DO THIS. THEY DIDN’T KNOW ABOUT THIS WHOLE PROFILE SHEET. SO, THE BLACK DUDE IS LIKE COME SIT OVER HERE SHE’S LIKE NO. THEN THEY PLAY TICK TACK TOE GAME AND YOU CAN SEE SHE’S LIKE I’M SO NOT TOUCHING YOU. AND YOU SEE THEN THE PARTICIPANT STARTS BEHAVING IN KIND. NOW THEY ARE DOING THE ITEMS TO BRING TO COLLEGE TASK WHICH SHOULD BE COLLABORATIVE AND YOU SEE SHE’S A LITTLE AVOIDANT. LET ME SEE IF I CAN MAKE THE OTHER ONE GO SO YOU CAN HAVE A BIT OF COMPARISON. OKAY THAT SHOULD DO IT. SO THIS IS THE FRIENDLY. I CALL NORMAL. SEE, SHE COMES IN. SHE SITS. AT THE TABLE. THEY’RE WAITING FOR THE EXPERIMENTER, YOU KNOW, JUST DOING THIS THING. SO NOT OVERLY BUBBLY EITHER. LIKE, OH, I’M SO HAPPY YOU’RE HERE. THIS IS THE TICK TACK TOE. SHE HANDS HER THE PEN. AUTO??– SO HOW DOES EXPOSING THIS BEHAVIOR PAIRED WITH SOMEONE POSITIVE, EXCITED ABOUT DIVERSITY. THAT’S CONTEMPORARY BIAS, MISMATCH CONDITION. HOW DOES IT
EFFECT??– BLATANT OR NO BIAS. AND WHAT WE FOUND IS THAT FOR THE MIDDLE BAR, THE HIGH ONE, IT WAS THE MOST COGNITIVELY COSTLY EXPERIENCE FOR PARTICIPANTS MORE SO THAN THE BLATANT BIAS AND SOME WHAT MORE SO THAN BLATANT BIAS. PEOPLE ARE SKEPTICAL ABOUT THE BLANT ANT BIAS. SO MANAGING THESE CONTACT CONCERNS AND EXPERIENCES WITH SUBTLE BIAS IS DIFFICULT. THIS COGNITIVE CAPACITY PREDICTS EVERYTHING. I’M DEPLETED, ALL I WANT TO DO IS EAT COMFORT FOODS. EVERYTHING THAT REQUIRES WILL POWER COMES TO THIS. AVOIDING DRUGS AND ALCOHOL. NOT TAKING GAMBLING RISKS. DOING WELL IN SCHOOL. ONE OF THE BEST PREDICTS. SO SELF REGULATION. THE EXTENT PEOPLE ARE UNDER PERFORMING IS PREDICTED BY THE AMOUNT OF COGNITIVE CAPACITY THEY HAVE LEFT AFTER CONTENDING WITH ALL THE OTHER STUFF. SO I’M GOING TO MOVE FORWARD TO SUGGEST THIS IS TOUGH, FOR BOTH SIDES AND MANAGING EMOTIONS AND FEELS CAN BE DIFFICULT. THERE’S STUDIES LOOKING AT WHAT WE CAN DO. THINKING ABOUT PERSPECTIVE TAKING. THAT’S ONE. GET A GROWTH MIND SET IS ANOTHER. WE CALL IT LEARNING GOALS. TAKING THE OPPORTUNITY TO LEARN AND GROW EVEN IN THE DOMAIN OF PREJUDICE IS A WAY OUT OF THIS BIND. ALL RIGHT. THIS IS TOUGH. WE’RE NOT BORN THIS WAY. THE CONTROLS ARE SO BINARY. IN ANY OTHER DOMAIN, EVEN CULTURAL, YOU SHOW UP IN FRANCE, HAVEN’T BEEN THERE BEFORE, YOU’RE NOT SURPRISED, IT’S DIFFICULT TO NAVIGATE. DOESN’T MEAN YOUR RACIST. MEANS YOU DON’T HAVE ANY EXPERIENCE IN THE DOMAIN. GETTING THAT EXPERIENCE ACTUALLY MAKES IT EASIER BUT IN ORDER TO GET THAT EXPERIENCE YOU CAN’T SHUT IT DOWN BECAUSE OF FEAR OF LOOKING BAD IN THIS CASE LOOKING PREJUDICE. THIS IS WHAT WE REALLY NEED TO DO, DIAL DOWN THE APPREHENSION, THE CONCERN, THE OVER WEIGHT PUT ON GETTING IT RIGHT, ESPECIALLY ON A COLLEGE CAMPUS. WHAT ARE THEY HERE FOR, IF NOT TO GAUGE ALL KINDS OF DIMENSIONS OF DIFFERENT. KNOWING IT IS OKAY. YOU WILL MAKE MISTAKES, IT’S HOW YOU BOUNCE BACK THAT IS IMPORTANT. THANKS. [ APPLAUSE ]>>WONDERFUL. THANK YOU BOTH SO MUCH. WE HAVE ABOUT 20 MINUTES. I HAVE A COUPLE QUESTIONS. I WILL SKIP THE SECONDARY ONES WE HAVE A HUNDRED. WE DON’T HAVE A TIME FRIEND FOR THAT. LET ME FOLLOW UP ON A COUPLE ANGLES AND I WILL THROW IT UP FOR PEOPLE TO ASK THEIR OWN QUESTIONS AS WELL. I’M WONDERING HAS COLORBLINDNESS ENHANCED IMPLICIT BIAS? THERE’S ALL KINDS OF STRUCTURAL CRITIQUES OF COLORBLINDNESS, IT BEING A NEW ARTICULATION OF WHITE, YOU KNOW, DOMINATION, BASICALLY. SO A NEW MECHANISM. BUT I’M WONDERING IF IT HAS ACTUALLY ENHANCED IMPLICIT BIAS?>>IF YOU HAVE A COLORBLIND MODEL OF DIVERSITY COMPARES TO
MULTI-CULTURAL THEY DO EXPRESS IMPLICIT BIAS.>>THAT’S INTERESTING.>>SO THE EXPERIMENT SHOWS THINKING ABOUT COLORBLINDNESS SHOWS IMPLICIT BIAS ON THESE MACHINES AND ALSO MAKES YOU BLIND TO RACIAL DISPARITIES IN THE FACE OF EVIDENCE OF IT. PEOPLE ARE LIKE, OH, NO, THAT CAN’T BE. SO THEY IGNORE IT.>>WOW, I THINK THAT ONE RIGHT THERE TAKES THE CAKE.>>LET ME ASK ABOUT THIS DATA, RIGHT. THAT IS TO SAY, I’M NOT AN IMPEERICAL SOCIAL SCIENTISTS AND THOSE WHO ARE ALWAYS HAVE A SNIDE THING TO SAY ABOUT DATA HERE AND THERE. BUT I’M WONDERING, THIS IS MY CYNICAL GRUMPY END OF THE SEMESTER OR QUARTER PERSON TALKING. YOU KNOW, IT SEEMS THAT EVERY GENERATION IN EVERY FIELD COMES UP WITH NEW RESEARCH TO PROVE SOMETHING THAT IS PROFOUNDLY CONSISTENT AND OBVIOUS. NO MATTER WHAT THE EFFORTS ARE. IMPLICIT BIAS IS THE NEW SEXY CHECK, LIKE, YES THERE’S RACISM. IF I WERE YOU WOULD BE HAPPY ABOUT IT TOO. CAN YOU SPEAK TO WHAT THIS MOVE MEANS? IS IT PRODUCTIVE TO GET TO ANOTHER LEVEL OF RECOGNITION AND TRANSFORMATION. OR IS THERE A CERTAIN LEVEL WE’RE TREADING WATERS AND TWHA ARE THE DANGERS EVEN AS WE SEE THE CLARITY IT PRODUCES.>>I THINK WE ARE SEEING THE ENORMOUS POTENTIAL OF THIS
MIND-SCIENCE ARRAY OF TOOLS. IT IS NOT JUST IMPLICIT BIAS, RACIAL ANXIETY TO ACTUALLY EXPLAIN THE COGNITIVE DISSONANCE. FOR A WHILE, FOR WHITE PEOPLE, THE QUESTION WAS, WHAT DO WE DO NOW, WHAT’S LEFT, WHAT’S THE PROBLEM. AND AS I MENTIONED AT THE OUTSET, PEOPLE ARE REALLY CONVINCED I’M A GOOD PERSON SO THE ASSUMPTION IS IF I’M A GOOD PERSON, NOT A RACIST, THAT MEANSLY DO THIS RACE THING RIGHT AND AT THE SAME TIME BECAUSE EVERYONE ELSE IS A GOOD PERSON FOR THE MOST PART, EXCEPT FOR THE FEW, YOU KNOW, BECAUSE MOST OF US ARE GOOD, THAT MEANS THE CURRENT DISTRIBUTION OF WEALTH INEQUALITIES HAVE TO BE BECAUSE OF SOMETHING ELSE. WHAT THIS WORK HAS DONE IS IT HAS ACTUALLY GIVEN EXPLANATION AS TO HOW TWO REALITIES CAN SIMULTANEOUSLY BE TRUE. WE CAN BELIEVE YOU, OR ME, WHEN WE SAY I’M NOT A CONSCIOUS RACIST BUT AT THE SAME TIME WE’RE GOING TO SHOW YOU REALLY COMPELLING, DRAMATIC EVIDENCE THAT YOUR AND MY BEHAVIOR MAY MOT BE CONSISTENT WITH MY VALUES. WHEN WE STARTED THIS, I GOT FIVE MINUTES TO GIVE A TALK TO A BUNCH OF BUSINESS PEOPLE WHO ARE AGAIN, VERY SKEPTICAL AND I SHOWED THEM THE TOM MYERS STUDY, YOU KNOW, FIRST REACTION AND THEN THE OTHER STUDY THAT IS REALLY COMPEL BEING DOCTORS GIVING DIFFERENT TREATMENT RECOMMENDATIONS TO BLACK PATIENTS AND WHITE PATIENTS PRESENTED IDENTICALLY. AND THAT FREAKS PEOPLE OUT. DOCTORS? AND SO WHETHER YOU HAVE THESE EVIDENCE SUPPORT, PRESENT DAY DISCRIMINATE BEHAVIOR. PEOPLE HAVE TO TAKE IT SERIOUSLY. NOW YOU WALK THE WALK AND NOW WE’RE HAVING RESEARCH ON INTERVENTION THAT’S INSTITUTIONS CAN ENGAGE IN, THAT INDIVIDUALS CAN ENGAGE HAD, SHOWING IF I RECOGNIZE THE POTENTIAL THAT I MAY TAKE RACISM TO EFFECT AS A FACTOR. THERE COULD BE SELF CORRECTION. I HAVE TO RECOGNIZE THAT RACE MATTERS. I HAVE TO THINK AS LONG AS WE DON’T TAKE THE IMPLICIT BIAS MEAN INTO JUST THE MEAN, IF WE TAKE THE WORK BEING DONE WITH SOCIAL PSYCHOLOGY AND LINK IT WITH STRUCTURAL ISSUES WE COULD MAKE REAL MOVEMENT. I’M WORRIED ABOUT WHAT HAPPENS WITH SCHOLARSHIP IN THE WRONG HANDS. I WORRY ABOUT THE VULNERABILITY OF THIS RESEARCH. I FEEL THERE’S A LOT OF EVIDENCE, STRUCTURAL, EXPLICIT ACTIVITY. WHEN WE GET THAT PUT AWAY WE WILL WORRY ABOUT THE UNCONSCIOUS. SO??– WHAT DO WE SAY. WE ALL HAVE IMPLICIT BIAS IT WILL DISAPPEAR, IT’S JUST A LEGACY, WHAT ARE THE SOLUTIONS YOU THINK PREVENT IMPLICIT BIAS RESEARCH FROM BECOMING ANOTHER MOVE BY WHICH THE STATUS QUO IS IT REVOLUTIONALIZED.>>FOR ME??– YAY, WE’RE EQUAL. AND EQUALLY PREJUDICE, THAT’S NOT USEFUL TO ME. BUT USEFUL TO ME IS TRYING TO SHOW NORMALCY??– GIVING RISE TO THIS KIND OF THING. WHO IS NOT IMMUNE. JURIES ARE IMMUNE. DOCTORS ARE IMMUNE. WE’RE ALL EFFECTED BY THIS. SO VALUES HAVE NOTHING TO DO WITH IT. SO FOR ME IT GOES TO UNDERSTANDING WHAT THE STEREO TYPES ARE. THAT MAKES ME MORE COMMITTED TO STRUCTURE. WHAT WOULD PREVENT YOU FROM IMPLICIT BIAS, THERE’S MANY OF US WHO KNOW HOW IT WORKS. I MEAN, I’M HERE. IT’S FAVORITISM. THAT’S IMPLICIT BIAS.>>I WOULD HAVE LOVED YOU ANYWAY.>>BUT YOU KNOW IT’S IN TIME. AND IT COMES DOWN TO WHO AM I GOING TO HIRE. OVER TEN YEARS WE HAVE SEVEN IN MY DEPARTMENT OF 30. SEVEN. HAD A PSYCHOLOGY DEPARTMENT. THERE IS NO OTHER WAY TO EXPLAIN THAT BESIDES FAILURE AND KEEP IN PLACE STRUCTURE THAT’S PRIORITYIZE DIVERSITY.>>THAT GOES TO MY LAST QUESTION. OKAY. AT SOME POINT, YOU CAN EXPLAIN IT OVER AND OVER AGAIN AND IT SEEMS TO ME WITH GO FROM IMPLICIT TO EXPLICIT SELF PROTECTION. SO I’M WONDERING AT TWHA WHAT POINT, YES. IS THIS A POLITICAL PROJECT THAT HAS TO BE ENGAGED. PERHAPS YOU CAN SPEAK TO THIS. WHAT HAPPENS WHEN WE KNOW STEREO TYPES ARE THERE. WE’VE KNOWN FOR 20 YEARS, AND LOOK, HAVE GONE ON GRADUATED AND NO ACCESS TO A CONTEST THAT IS IMPLEMENTED.>>CLEARLY IMPLICIT BIAS AREN’T ALONE. WHEN YOU COMBINE ACTIVISM, POLITICAL PRESSURE. DEMOGRAPHIC CHANGE, WHEN WE PUT IT ALL TOGETHER THAN WORK COULD BE DONE. BECAUSE THE MIND SCIENCES HELP US, FIRST OF ALL, THEY GIVE US TOOLS WHEN THINKING ABOUT POLITICAL PROJECTS AND HOW TO POTENTIALLY BLUNT WHAT MIGHT BE DOGMA BY THOSE IN THEIR MOINDS BELIEVE THE WAY POWER SHOULD BE DISTRIBUTED. SECOND WHEN WE HAVE THE HEAD OF THE FBI SUDDENLY GRAPPLING AND HAVING TO ACK NOLG THE ROLE THIS IS PLAYING IN POLICE DEPARTMENTS. AGAIN THE POLITICAL
STRUCTURE??– IT IS A MULTI-DIMENSIONAL
STRUGGLE.>>EXCELLENT. THANK YOU VERY MUCH..LET’S TWO TO QUESTIONS.>>I’M FROM THE CLASS OF 2010,
SOME OF THE EXERCISES THAT YOU ALL SHARED MADE ME THINK ABOUT THE WAY, LIKE THE COLOR COGNITIVE EXERCISE MADE ME THINK ABOUT THE WAY OUR BRAINS THINK, THE WAY IT FRIZLES OR FREAKS OUT. I’M INTERESTED IN SOME OF THE CAUSE AND EFFECTS OF DEFYING ASSUMPTIONS. IF A BLACK WOMAN IS QUICK WITH NUMBERS, IF AN ASIAN WOMAN HAS QUICK WIT AND IS VOISTOROUS, IS THERE ANY DATA AROUND TRAJECTORIES OR STRUCTURAL NAVIGATION WITH THAT NOT NECESSARILY UNDER OR OVER PERFORMING IN TERMS OF QUANTITATIVE THINGS BUT JUST DEFYING CONVENTION.>>GREAT QUESTION, THANKS. SO IT DEPENDS. BUT ON AVERAGE, ESPECIALLY IN THE GENDER DOMAIN, IS IT IS LESS ON RACE BUT FOR GENDER DOMAIN
NON-CONFORMING WOMEN ARE OFTEN PUNISHED FOR BEING A WOMEN AND THERE’S A PENALTY AND A COST IF THEY SHOW ANGER TO THE BOSS. A WOMAN SHOWS ANGER PEOPLE THINK NOT ONLY SHOULD SHE GET FIRED BUT PET ENS IF SHE’S OUT OF CONTROL. YOU TLOOZ. SO IT IS VERY CLEAR YOU’RE WALKING A TIGHT ROPE. BEING TOO LEADER LIKE CAN LEAD TO SEVERE BACK ABOUT LASH.>>ALL RIGHT. THANK YOU. CHRIS.>>I’M THE QUANTITATIVE SORT OF PERSON AND HAVE SAT ON HIRING COMMITTEES AND THINGS, THIS STUFF SEEMS LIKE IT IS TAILORABLE TO THOSE SORTS OF SITUATIONS WHEN ARE YOU COMING OUT WITH THE 1.0 APP THAT I CAN BRING TO HIRING COMMITTEES WHERE I CAN SAY, HERE, YOU’RE BIAS AND LET’S FIX IT.>>THERE IS AN IAT APP YOU CAN PUT ON THE PHONE. YOU’RE COMPLETELY RIGHT. THE ROLE OF BIAS ARE SO POWERFUL. THERE’S REAL STUDIES OF MERIT, THE WOMAN WITH A SFAB FABULOUS BACK GROUND AND WOMAN COMING UP AS BEAT COP, DOESN’T GET HIRED EITHER WAY, BOTH TIMES THE GROUP COMES UP WITH, WE NEED SOMEONE WHO IS A BEAT COP, UNDERSTANDING THE APP THAT YOU SHOW PEOPLE AND A QUICK STUDY SO YOU CREATE THE STRUCTURE IN PLACE, THERE’S A METRICS OF MERIT TO DETERMINE CAREFULLY ENOUGH THAT WE CAN’T FLIP IN AND FLIP OFF WITH AND HAVE WHATEVER THE PERSONAL COULD BE HIRED.>>THANK YOU. I CAN’T SAY HOW MUCH I APPRECIATE THIS PRESENTATION. I HOPE I CAN GET COPY OF THE SLIDES THAT WOULD BE GREAT. I HAVE A QUESTION ABOUT THE PRESENTATION YOU’VE DONE. THE TOM MYERS STUDY AND THE DOCTORS, I’M COMFORTABLE WITH PEOPLE WHO RESPONDED LIKE WOW. I HEARD ALL THAT IS HAPPENING WITH VACCINATION, I HEARD THE PEOPLE WHO FIRMLY BELIEVE IT IS CONNECTED WITH AUTISM, THE MORE EVIDENCE THEY ARE PRESENTED WITH, THE MORE THEY OLD ON TO THEIR ORIGINAL BELIEF AND DON’T TRUST THE NEW INFORMATION THEY ARE BEING PRESENTED WITH. HAVE YOU ENCOUNTERED THAT AND HOW DID YOU RESPOND.>>A WONDERFUL QUESTION.>>SURE IS.>>AND OF COURSE YOU’RE SKPLEET COMPLETELY RIGHT. WE DO CONSIDER THE MESSENGER OF THE DATA TO BE FLAWED. YOU’RE QUESTION IS EXACTLY WHAT I’VE FOLLOWED. I’VE WATCHED PRESENTATIONS ON RACE. — HE BELIEVES EVERYONE IN THE AUDIENCE DOES HAVE GOOD VALUES, BY BEGINNING IN A WAY, THE KICKER IS, BY AFFIRMING, I BELIEVE YOU’RE GO TOK REACH PEOPLE. BY BEING GENUINE AND FRANKLY BY SHOWING PEOPLE THAT CONTRARY TO YOUR ASSUMPTION THAT YOU HAVE CONTROL OVER YOUR BRAIN, YOU DON’T. BUT IN A NICE WAY. IN A NON-THREATENING WAY. I HAVE A COUPLE OTHER TRICKS HAVING THEM LAYER TOGETHER IN A GROUP, FIRST OF ALL HE OR SHE IS NOT CALLING ME A RACIST, SECOND OF ALL, HOW COULD I NOT BE A RACIST AND STILL HAVE A BEHAVIOR MANIFEST IN CERTAIN WAYS AND THEN YOU GET THE DATA, YOU’RE STARTLED BY PEOPLE WHO ARE CLEARLY DOCTORS, ET CETERA AND THEN ALSO STARTING TO TALK ABOUT WAY THAT’S THIS COULD ACTUALLY BE CHANGED AND SO PEOPLE HAVE A SENSE OF, WHAT MY GOAL AND THE GOAL OF EVERYONE
IS??– IT’S NOT, WE’RE ALL PREJUDICE,
OH, WELL??– IT’S WE ALL HAVE THE POTENTIAL AND CAPACITY TO CHANGE. IT’S ASPIRATIONAL. SOME OF THE JUDGES ACTUALLY WANTED THE STUDIES. FIRST OF ALL THE STATES ARE CONVINCED ALL OF THE EVIDENCE ON JUDGES THAT SHOW HOW BIAS THEY ARE, ARE NOT APPLICABLE TO THEM BECAUSE THEY ARE STATE JUDGES AND THEY’RE DIFFERENT. BUT THEY HAVE SAID, ONE WHITE JUDGE, FAMILY COURT
JUDGE FOR 20 YEARS WAS LITERALLY WEEPING WHEN HE THOUGHT, OH, MY GOD, I MIGHT DESTROY THIS FAMILY BECAUSE I HAVE THIS BIAS. I MEAN, HE WAS JUST BEYOND MOVED. ALSO THE IDEA, I DON’T HAVE TO BE THIS WAY. SO THAT’S WHAT I WOULD SAY. AND SOMETIMES REASONABLY THIS PUSH BACK, AREN’T YOU JUST TRYING TO MAKE WHITE PEOPLE FEEL COMFORTABLE, NO, THE GOAL IS HOW DO WE ACTUALLY GET THIS DONE. IF PEOPLE WANT TO EXPRESS AND TALK ABOUT WHITE ABSOLUTE JUSTIFIED RAGE WHO WOULD I BE TO SAY THEY SHOULDN’T, AT THE SAME TIME, THIS SORT OF LAYERED APPROACH DOES SEEM TO LEAVE OPENNESS TO PEOPLE WILLING TO CHANGE.>>THANK YOU RIGHT BEHIND YOU.>>HI. THANK YOU. THIS IS SO EXCITING. I HAD A QUESTION ABOUT ANY RESEARCH THAT YOU’VE DONE AROUND COMMUNITIES OF COLOR AND WITHIN OUR OWN GROUP REAFARMING SOME OF THESE UNCONSCIOUS BIASES WITH EACH OTHER AND HOW THAT FITS INTO RESPECTABILITY OF POLITICS HOW IT MAY BE DISMISSIVE CLEAR STRUCTURAL RACISM FORCES BUT IN THE COMMUNITY KIND OF PLEASING OURSELVES AND HYPER VIGILANT LENS OF REVERSE RACISM AND COMMUNITY PLEASING.>>YEAH THAT’S A LOT. GREAT QUESTION. YEAH, SO, YOU KNOW, PEOPLE OF COLOR OR PEOPLE OF ANY GROUP ARE NOT IN THE ROOM SO THE BIAS OF OUR SOCIETY ALSO GET INTO OUR HEADS. WE OFTEN GET, IF WE’RE LUCKY COUNTER NARRATIVE TO TRY TO BALANCE IT OUT WITH FOLK WHO’S AREN’T IN THE GROUP. NORMALLY ON AVERAGE PEOPLE WITHIN THE COMMUNITY, THE NEGATIVE GROUP, ON AVERAGE IT IS NOT AS ROBUST OR EXTREME AS THE WHITE BIAS, IT’S HUGE, RIGHT. LIKE 85% OF WHITE PEOPLE AT LEAST. WHERE AS IF MORE 55% OF BLACK PEOPLE SHOW FAVORITISM. SO THERE’S A HUGE WAVE WE CERTAINLY SEE IT IN OUR DATA. AND YEAH A BUNCH OF CONVERSATIONS ABOUT HOW TO MANAGE THAT. THAT’S FOR THOSE OF YOU WHO WANT, IT’S IN THE WORLD OF GOLF, THE STAGE, RACIAL PERFORMANCES, THERE’S A GREAT PIECE OUT THERE ON THIS ABOUT PERFORMING BLACK IN DIFFERENT FACES. 1K34R50 THERE’S A PRICE TO BE PAID. IT LEADS TO PERIODS OF INAUTHENTICITY AND TIES BACK TO THE QUESTION OF REQUIRING PEOPLE TO DO THIS OR IS IT FOR ACCEPTANCE ACTUALLY MAKES THEM FOLE LESS ACCEPTED. IF I HAVE TO WORK THIS HARD TO MAINTAIN LEGIT MASSLY IN YOUR EYES. EVEN IF I WAS SUCCESSFUL, YOU WANT ME HERE, I NO LONGER WANT TO BE HERE. IT IS COSTLY EMOTIONALLY AND PSYCHOLOGICALLY.>>WOW. I THINK WE HAVE TIME FOR TWO MORE QUESTIONS YOU WILL BE OUR LAST.>>GREAT PRESENTATION. ABOUT SEVEN YEARS AGO, YOUR LAW SCHOOL, AND THIS IS ON A MORE MUNDANE LEVEL THAN WHAT WE’VE BEEN DISCUSSING THUS FAR, YOUR LAW SCHOOL RELEASE AID STUDY IN THAT THE NBA WHITE REFEREES CALLED FOULS ON BLACK PLAYERS AT A MUCH HIGHER ELEVATED LEVEL THAN ON WHITE PLAYERS. THEY FOUND CONVERSELY, THE BLACK REFEREES CALLED FOULS ON WHITE PLAYERS ON A SLIGHTLY HIGHER LEVEL THAN THEY CALLED THEM ON BLACK PLAYERS. NOW I’M WONDERING, DO YOU KNOW WHAT THE RESPONSE OF THE NBA WAS TO THAT? WHETHER THE OUTCOME WAS SUCCESSFUL? OR WHAT SORT OF METHODOLOGIES THEY PUT IN PLACE TO COUNTER ACT THAT DISPARITY.>>IT’S A GREAT QUESTION. I KNOW OF THE STUDY. YOU HIT IT EXACTLY RIGHT. IT WAS MANIFESTED MORE STRONGLY BY THE WHITE REFEREES, BIG SURPRISE. IT GOT A HAIR AMOUNT OF ATTENTION WHEN IT CAME OUT. I HAVEN’T HEARD A WORD WHAT HAPPENED, SUGGESTS THAT THAT ONE WENT BY THE WAY SIDE AND DID NOT GET THE ATTENTION, WHICH IS INTERESTING.>>THE SAME EFFECT WAS THE SOUND AS WELL.>>SO I WAS WONDERING, I WORKEDTR IS A??–
I WORK WITH THE PROGRAMT THAT TEACHES K THROUGH 12 HOW TO RECOGNIZE GENDER BIAS. THERE WAS A FRENCH STUDY THAT STATED WHEN GIRLS COME TO ELEMENTARY SCHOOL, COME INTO THE CLASSROOM TEACHERS WILL COMPLIMENT THEM ON THEIR APPEARANCE AND WHEN BOY COMES IN TEACHERS ASK THEM WHAT THEY DID THE DAY BEFORE. I WAS WONDERING IF THERE WERE SIMILAR STUDIES MADE IN THE U.S.
I KNOW THE U.S. PUBLIC SCHOOL SYSTEM IS MUCH MORE FRAGMENT THAN THE FRENCH SYSTEM. WE’VE TALKED A LOT ABOUT COLLEGE STUDENTS BUT IT SEEMS TO ME AT ONE NOINT WILL BECOME TEACHERS, SOME OF THEM. AND WHAT CAN WE DO TO TEACH THEM AND STAUDY THE EFFECTS
OF THE K-12 BIAS.>>GREAT QUESTION. I THINK ONE OF THE DOMAINS THERE HAS BEEN SOME IMPLICIT BIAS ACROSS THE BOARD AND WITH MORE CONCERN ABOUT RACE, IN PART BECAUSE OF CONVERSATIONS THAT ARE OUT THERE, SOME ABOUT GENDER BECAUSE OF WOMEN, AND IN GIRLS IT STARTS EARLY. GIRLS ARE DOING JUST FINE. IN ELEMENTARY AND MIDDLE SCHOOL AND ALL OF A SUDDEN YOU SEE DIFFER AGAINST. AND ALL OF A SUDDEN IT IS ABOUT SOMETHING WE’RE DOING TO THEM. SO THERE’S ACTUALLY A LOT OF THESE CONVERSATIONS. I THINK WE HAVEN’T PUSHED HARD ENOUGH. RIGHT. SO THIS GREAT WORK CAME OUT RECENTLY ABOUT THE FLIP SIDE OF IMPLICIT BIAS. IT’S NOT ABOUT INDIVIDUAL, IDEAS, WHAT DOES GENIUS LOOK LIKE? AND WE THINK GENIUS LOOKS LIKE A GUY. YOU SEE IT MANIFEST IN WHO THEN GETS IN JUNIOR FIELD AND THE GATE KEEPERS ARE THE FACULTY, INDEPENDENT OF THEIR ACTUAL GENDER HAD THE SAME VIEWS. SO WE DON’T THINK OF IT THAT WAY BECAUSE OF HUMANITIES, SOCIAL SCIENCE, TURNS OUT IT’S THE SAME THING. WHAT IS SIMILAR, THEY THINK IT TAKES SOMETHING INTELLIGENCE TO MAKE IT. THAT TURNS OUT TO BE YOUNG MEN WHO GET TO MAKE IT THERE AND NOT WOMEN. SO WE’RE DOING THIS ALL THE TIME. AND FROM VERY YOUNG AGES AND THE WAY WE MARK CATEGORIES, THE FACT LITTLE BOYS AND GIRLS COME IN. ARE WE PREPARED TO DEAL WITH THE REALITY OF TRANS GENDER HOW WE ORGANIZE NIEZ ELEMENTARY SCHOOLS, NO WE’RE NOT PREPARED. IT’S GO TO BE DIFFICULT AND WILL TAKE SOMETHING OF US. THIS IS A PUSH BACK ON THE IDEA THAT OH, WHAT WE NEED TO DO IS MAKE INCLUSION IS NOT JUST MAKING SOME PEOPLE FEEL MORE COMFORTABLE IT’S ACTUALLY SAYING TO OTHER PEOPLE YOU’VE BEEN WAY TOO COMFORTABLE. YOU NEED TO BE UNCOMFORTABLE, A LITTLE BIT, SOME OF THE TIME. AND IT’S SHARING THE BURDEN OF DISCOMFORT, THAT’S WHAT INCLUSION LOOKS LIKE.>>AMEN. THANK YOU JENNIFER [ APPLAUSE ] BEFORE WE
BREAK, I JUST WANT TO SAY, I THINK FOR THOSE OF YOU WHO ARE HERE AND WORKING ON THESE ISSUES AT VARIOUS UNIVERSITIES THIS IS AN URGENT CALL. IT IS NOT A QUIET, CALM, LET’S ALL GET ALONG PROJECT, AND THERE’S AN INCREDIBLE AMOUNT OF EVIDENCE TO PROVE THIS IS ALL NECESSARY. THANK YOU BOTH SO MUCH FOR WHAT YOU DO AT BROWN. [ APPLAUSE ] THANK YOU VERY MUCH. YOU WERE GREAT. [ APPLAUSE ] AND I BELIEVE WE HAVE A CLOSING RECEPTION HERE. SO PLEASE EVERYONE STAY AND CHAT AND DRINK UP AND ENJOY. THANK YOU SO MUCH FOR COMING.

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