利用可见的代表性来减轻偏见

IF 3.4 Q1 EDUCATION & EDUCATIONAL RESEARCH
Jessica Shropshire, Kerri L. Johnson
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引用次数: 2

摘要

通过改变决策者的心来改善多样性的许多尝试都没有达到预期的结果。造成偏见的一个未被充分认识的因素不在于决策者的内心,而在于他们的思想。对于特定的角色和职业,人们拥有图像或心理表征。哪一种心理意象或表象会自发地出现在脑海中,取决于某一领域的现状。无论个人或群体的外表是否符合视觉刻板印象,都会导致感知介导的偏好和偏见,这两者都包含了关于谁属于专业环境以及为什么属于专业环境的有害假设。利用这些科学见解可以实施变革。改变可见的例子可以改变人们的心理表征和他们内心对他人的评价反应。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Harnessing Visible Representation to Mitigate Bias
Numerous attempts to improve diversity by way of changing the hearts of decision makers have fallen short of the desired outcome. One underappreciated factor that contributes to bias resides not in decision makers’ hearts, but instead in their minds. People possess images, or mental representations, for specific roles and professions. Which mental image or representation springs spontaneously to mind depends on the current status quo within a field. Whether or not an individual or groups’ appearance matches visual stereotypes results in perceptually mediated preferences and prejudices, both of which harbor pernicious assumptions about who belongs in a professional setting and why. Leveraging these scientific insights can enact change. Shifting visible exemplars can change people’s mental representations and their heart’s evaluative reactions to others.
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来源期刊
Policy Insights from the Behavioral and Brain Sciences
Policy Insights from the Behavioral and Brain Sciences Social Sciences-Public Administration
CiteScore
5.30
自引率
0.00%
发文量
24
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