Unconscious Bias
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Gender Equality Observations in the Swedish Research Council's Review
A GENDER-NEUTRAL PROCESS – GENDER EQUALITY OBSERVATIONS IN THE SWEDISH RESEARCH COUNCIL’S REVIEW PANELS 2016 SWEDISH RESEARCH COUNCIL 2017 A GENDER-NEUTRAL PROCESS – GENDER EQUALITY OBSERVATIONS IN THE SWEDISH RESEARCH COUNCIL’S REVIEW PANELS 2016 VETENSKAPSRÅDET Swedish Research Council Box 1035 SE-101 38 Stockholm © Swedish Research Council VR1709 ISBN 978-91-7307-353-0 A GENDER-NEUTRAL PROCESS – GENDER EQUALITY OBSERVATIONS IN THE SWEDISH RESEARCH COUNCIL’S REVIEW PANELS 2016 Lisbeth Söderqvist Patrik Baard Anders Hellström Camilla Kolm PREFACE One of the Swedish Research Council’s principal tasks is to fund basic research of the highest quality. Gender equality is a quality issue for the entire research system and the Research Council has a duty to promote gender equality within its own area of operations. Over the course of several years, the Research Council has built up its knowledge of how efforts to increase gender equality in conjunction with research funding can be conducted. One tool that the Research Council is using is gender equality observations. These have been conducted every two years since 2012. The aim of these observations is to review, from a gender equality perspective, the meetings at which experts discuss applications for research grants that the Research Council has received. These meetings are a central aspect of the Research Council’s research grant allocation process. The observations are part of wider gender equality efforts within the Research Council that also encompass the development of other parts of the evaluation process in order to achieve the Research Council’s gender equality objectives. Previous gender equality observations have resulted in recommendations that, together with an internal development process, have led to improvements to the Research Council’s procedures. -
Gender Neutrality and the Definition of Rape: Challenging the Law’S Response to Sexual Violence and Non-Normative Bodies
GENDER NEUTRALITY AND THE DEFINITION OF RAPE: CHALLENGING THE LAW’S RESPONSE TO SEXUAL VIOLENCE AND NON-NORMATIVE BODIES ELISABETH MCDONALD* In 2005 the legislature of Aotearoa New Zealand chose for the second time, the first occurring in 1986, to retain the offence of rape as one of the ways in which the crime of sexual violation may be committed. The current definition of rape means that only those with a penis can be guilty of this offence, and only those with female genitalia can be a victim of such a crime. Despite use of the term in public vernacular being wider than the legal definition, little advocacy has been focussed on reforming this law, although those in the trans and intersex communities recognise their experiences are not reflected in the description of rape. In this piece I note the importance, and difficulty, of making visible within the legislative framework both the gendered nature of sexual offending as well as the vulnerabilities of those who have non-normative bodies. By considering the theory and critical analysis which informed the debates and law reform undertaken in other jurisdictions, I conclude that it is time to reconsider the actus reus of rape in Aotearoa New Zealand, with the aim of extending its scope so as to be responsive to all communities’ experiences of sexual violence. I INTRODUCTION Beginning with reform which took shape primarily in the mid-1970s, most common law jurisdictions have now adopted revised definitions of varying types of sexual offences. Early advocates for change were primarily concerned with the limited scope of the traditional crime of rape, including the requirement for force and the marital exemption.1 Feminists also agitated for * Professor, School of Law, University of Canterbury. -
PDF (Author Accepted Manuscript)
5 weaPons of mass seduction Performing Pop Masculinity To all intents and purposes Harry Styles, unofficial frontman of internationally renowned boy band One Direction, could easily be mistaken for a young Mick Jagger (see Figure 5.1). The men’s good looks, broad smiles, matching windswept hair styles and shared fashion sensibilities bridge a 51-year age gap. Both are singers who have enjoyed the adoration of a passionate fan following, yet in terms of the version of masculinity each represents, the two could not be more different. While Jagger is openly admired by both sexes, few men admit to being fans of Harry Styles whose following is commonly depicted as restricted to teen and pre-teen females. Unlike the older man, Styles radiates a wholesome, good humoured exuberance, appears to genuinely like female company and is never happier than when exalting the women in his life. He also differs from the Rolling Stones leader in showing a marked preference for older female partners, whereas Jagger figure 5.1 Harry Styles. 84 Weapons of Mass Seduction is always seen in the company of much younger women.1 Jagger’s androgy- nous charm is tinged with danger and more than a hint of misogyny: he has a reputation for treating his partners callously, and from the outset, chauvinism themes of mistrust permeated the Rolling Stones’ songbook.2 The younger singer is also androgynous but his failure to comply with core characteristics of normative masculinity underscores much of the antipathy directed towards by critics, highlighting deeply entrenched prejudice against those who fail to comply with accepted expressions of gender. -
Palestinian Forces
Center for Strategic and International Studies Arleigh A. Burke Chair in Strategy 1800 K Street, N.W. • Suite 400 • Washington, DC 20006 Phone: 1 (202) 775 -3270 • Fax : 1 (202) 457 -8746 Email: [email protected] Palestinian Forces Palestinian Authority and Militant Forces Anthony H. Cordesman Center for Strategic and International Studies [email protected] Rough Working Draft: Revised February 9, 2006 Copyright, Anthony H. Cordesman, all rights reserved. May not be reproduced, referenced, quote d, or excerpted without the written permission of the author. Cordesman: Palestinian Forces 2/9/06 Page 2 ROUGH WORKING DRAFT: REVISED FEBRUARY 9, 2006 ................................ ................................ ............ 1 THE MILITARY FORCES OF PALESTINE ................................ ................................ ................................ .......... 2 THE OSLO ACCORDS AND THE NEW ISRAELI -PALESTINIAN WAR ................................ ................................ .............. 3 THE DEATH OF ARAFAT AND THE VICTORY OF HAMAS : REDEFINING PALESTINIAN POLITICS AND THE ARAB - ISRAELI MILITARY BALANCE ................................ ................................ ................................ ................................ .... 4 THE CHANGING STRUCTURE OF PALESTINIAN AUTHORITY FORC ES ................................ ................................ .......... 5 Palestinian Authority Forces During the Peace Process ................................ ................................ ..................... 6 The -
Gender Bias in Sexual Assault Response And
End Violence Against Women International (EVAWI) Gender Bias in Sexual Assault Response and Investigation Part 1: Implicit Gender Bias Heather Huhtanen Contributions by Kimberly A. Lonsway, PhD Sergeant Joanne Archambault (Ret.) November 2017 Updated October 2020 . This project is supported by Grant No. 2016-TA-AX-K010 awarded by the Office on Violence Against Women, US Department of Justice. The opinions, findings, conclusions, and recommendations expressed in this publication are those of the author(s) and do not necessarily reflect the views of the Department of Justice, Office on Violence Against Women. Gender Bias in Sexual Assault Response and Investigation October Part 1: Implicit Gender Bias Huhtanen 2020 Public Domain Notice Unless something is excerpted directly from a copyrighted source, all the material in this document is in the public domain and may be reproduced or copied without specifically requesting permission from End Violence Against Women International (EVAWI) or the authors. Any direct quotes or excerpts should be properly cited, however. No one may reproduce or distribute this material for a fee without the specific, written authorization of End Violence Against Women International (EVAWI). Electronic Access The publication may be downloaded from End Violence Against Women International’s Resource Library. Recommended Citation Huhtanen, H. (2020). Gender Bias in Sexual Assault Response and Investigation. Part 1: Implicit Gender Bias. End Violence Against Women International. End Violence Against Women International 2 www.evawintl.org Gender Bias in Sexual Assault Response and Investigation October Part 1: Implicit Gender Bias Huhtanen 2020 Authors Heather Huhtanen is currently based in Geneva, Switzerland where she works to promote gender equality in the context of international development, security and justice reform and peace and transition processes. -
When Are Foreign Volunteers Useful? Israel's Transnational Soldiers in the War of 1948 Re-Examined
This is a repository copy of When are Foreign Volunteers Useful? Israel's Transnational Soldiers in the War of 1948 Re-examined. White Rose Research Online URL for this paper: http://eprints.whiterose.ac.uk/79021/ Version: WRRO with coversheet Article: Arielli, N (2014) When are Foreign Volunteers Useful? Israel's Transnational Soldiers in the War of 1948 Re-examined. Journal of Military History, 78 (2). pp. 703-724. ISSN 0899- 3718 Reuse Items deposited in White Rose Research Online are protected by copyright, with all rights reserved unless indicated otherwise. They may be downloaded and/or printed for private study, or other acts as permitted by national copyright laws. The publisher or other rights holders may allow further reproduction and re-use of the full text version. This is indicated by the licence information on the White Rose Research Online record for the item. Takedown If you consider content in White Rose Research Online to be in breach of UK law, please notify us by emailing [email protected] including the URL of the record and the reason for the withdrawal request. [email protected] https://eprints.whiterose.ac.uk/ promoting access to White Rose research papers Universities of Leeds, Sheffield and York http://eprints.whiterose.ac.uk/ White Rose Research Online URL for this paper: http://eprints.whiterose.ac.uk/79021/ Paper: Arielli, N (2014) When are foreign volunteers useful? Israel's transnational soldiers in the war of 1948 re-examined. Journal of Military History, 78 (2). 703 - 724. White Rose Research Online [email protected] When are Foreign Volunteers Useful? Israel’s Transnational Soldiers in the War of 1948 Re-examined Nir Arielli Abstract The literature on foreign, or “transnational,” war volunteering has fo- cused overwhelmingly on the motivations and experiences of the vol- unteers. -
Mencius and Masculinities Understandings of Men and Women
Chapter 1 Hidden in Plain View Questions, Issues, and Perspectives We can read a text in many ways, and what we fi nd depends in great part on the questions we bring to our reading. Th e richness in texts and ap- proaches enables us as contemporary readers gain a better understanding of the complexities of the thought and world of the ancient philosophers. While the text of Mencius has been the subject of numerous studies, con- temporary developments in scholarship invite its further examination. Th ese developments are of various kinds, with some the result of recent archeological discoveries, while others related to a greater awareness of the assumptions that shape our investigations. Inspired by the latter kind of advance, I off er here an examination of Mencian thought and argumentation from the perspective of gender.1 Studies of Mencius to date have generally not been concerned with gender or have seen the Mencian position as largely favorable to women because of its inclusion of values typically associated with women. Both approach- es have thus assumed, whether implicitly or explicitly, that Mencian moral and political concepts were gender neutral, theoretically applying to both men and women. I claim here that such gender neutrality was not the case and that Mencian teachings applied specifi cally to men, especially those in privileged positions. In addition, gender was not an extraneous component of Mencian moral and political concepts. It was embedded in philosophical discourse at all levels, from the assumptions and words themselves, to the content and contexts of argumentation. Recognizing the gender specifi city of Mencian ideas is important be- cause it aff ects our interpretation of central Mencian claims. -
•Understanding Bias: a Resource Guide
Community Relations Services Toolkit for Policing Understanding Bias: A Resource Guide Bias Policing Overview and Resource Guide The Community Relations Service (CRS) is the U.S. Justice Department’s “peacemaker” agency, whose mission is to help resolve tensions in communities across the nation, arising from differences of race, color, national origin, gender, gender identity, sexual orientation, religion, and disability. CRS may be called to help a city or town resolve tensions that stem from community perceptions of bias or a lack of cultural competency among police officers. Bias and a lack of cultural competency are often cited interchangeably as challenges in police- community relationships. While bias and a lack of cultural competency may both be present in a given situation, these challenges and the strategies for addressing them differ appreciably. This resource guide will assist readers in understanding and addressing both of these issues. What is bias, and how is it different from cultural competency? The Science of Bias Bias is a human trait resulting from our tendency and need to classify individuals into categories as we strive to quickly process information and make sense of the world.1 To a large extent, these processes occur below the level of consciousness. This “unconscious” classification of people occurs through schemas, or “mental maps,” developed from life experiences to aid in “automatic processing.”2 Automatic processing occurs with tasks that are very well practiced; very few mental resources and little conscious thought are involved during automatic processing, allowing numerous tasks to be carried out simultaneously.3 These schemas become templates that we use when we are faced with 1. -
Sexism at Work: How Can We Stop It? Handbook for the EU Institutions and Agencies Acknowledgements
Sexism at work: how can we stop it? Handbook for the EU institutions and agencies Acknowledgements This handbook was developed by the European The personal stories were collected in person Institute for Gender Equality (EIGE). It was or in writing during the drafting of the hand- adapted from JUMP’s handbook Libérez votre book. They include experiences from the EU entreprise du sexisme* by Dorothy Dalton, who institutions and agencies, as well as from bod- was contracted as an External Expert. EIGE co- ies that work closely with these organisations. ordinated the work and provided quality assur- Stories were collected by the External Expert ance (Veronica Collins, Valentina Canepa, Vasiliki during workshops and coaching sessions, as Saini). well as through conversations. All stories are On 20 September 2019, EIGE held an expert real, though some names have been changed meeting in Vilnius, Lithuania, to receive com- to protect identities. EIGE would like to thank ments on a draft of the handbook. The meeting the Directorate-General (DG) for Justice and was attended by EU institutions and agencies, Consumers and DG Human Resources and non-governmental organisations and the pri- Security of the European Commission for their vate sector. The final version of this handbook valuable input, as well as Dr Sonja Robnik, mem- reflects the input of these organisations. ber of EIGE’s Expert Forum. The European Institute for Gender Equality The European Institute for Gender Equality Email: [email protected] (EIGE) is an autonomous body of the European Union established to strengthen gender Tel. +370 52157444 equality across the EU. -
Bias, Employment Discrimination, and Black Women's Hair: Another Way Forward
BYU Law Review Volume 2018 Issue 4 Article 7 Winter 2-28-2019 Bias, Employment Discrimination, and Black Women's Hair: Another Way Forward Crystal Powell Follow this and additional works at: https://digitalcommons.law.byu.edu/lawreview Part of the Civil Rights and Discrimination Commons, and the Labor and Employment Law Commons Recommended Citation Crystal Powell, Bias, Employment Discrimination, and Black Women's Hair: Another Way Forward, 2018 BYU L. Rev. 933 (2019). Available at: https://digitalcommons.law.byu.edu/lawreview/vol2018/iss4/7 This Comment is brought to you for free and open access by the Brigham Young University Law Review at BYU Law Digital Commons. It has been accepted for inclusion in BYU Law Review by an authorized editor of BYU Law Digital Commons. For more information, please contact [email protected]. 004.POWELL_FIN2_NOHEADERS.DOCX (DO DELETE) 2/17/19 8:33 PM Bias, Employment Discrimination, and Black Women’s Hair: Another Way Forward CONTENTS I. INTRODUCTION .......................................................................................... 933 II. HISTORY OF BLACK HAIR, IMPLICIT BIAS, AND WORKPLACE GROOMING STANDARDS ..................................................................... 937 A. History of Black Hair Texture and Hairstyle: Centuries of Stereotyping ...................................................................................... 938 B. Clean, Neat, and Kept Versus Extreme, Eye-Catching, and Unprofessional: Workplace Grooming Policies Reflect Racial Stereotypes ............................................................................ -
The Israeli Defense Forces: an Organizational Perspective
Calhoun: The NPS Institutional Archive Theses and Dissertations Thesis Collection 1990-03 The Israeli Defense Forces: an organizational perspective Green, Matthew John Monterey, California. Naval Postgraduate School http://hdl.handle.net/10945/30693 DIJT FIlE COPY 0NAVAL POSTGRADUATE SCHOOL 4 Monterey, California CD DTIC S EECTE f SEP IITHESIS THE ISRAELI DEFENSE FORCES: AN ORGANIZATIONAL PERSPECTIVE by Matthew John Green March 1990 Thesis Co-Advisors: Carl R. Jones Ralph H. Magnus Approved for public release; distribution is unlimited. 90 09 05 021 Unclassified SECURITY CLASSIFICATION OF THIS PAGE REPORT DOCUMENTATION PAGE Oo. 070rove i. REPORT SECURITY CLASSIFICATION lb. RESTRICTIVE MARKINGS Unclassified 2a. SECURITY CLASSIFICATION AUTHORITY 3. DISTRIBUTION/AVAILABILITY OF REPORT Approved for public release; 2b. DECLASSIFICATION/DOWNGRADING SCHEDULE distribution is unlimited 4. PERFORMING ORGANIZATION REPORT NUMBER(S) S. MONITORING ORGANIZATION REPORT NUMBER(S) 6a. NAME OF PERFORMING ORGANIZATION 6b.J OFFICE(i applicable) SYMBOL 7a. NAME OF MONITORING ORGANIZATION Naval Postgraduate School 39 Naval Postgraduate School 6c. ADDRESS (City, State, and ZIP Code) 7b. ADDRESS (City, State, and ZIP Code) Monterey, CA 93943-5000 Monterey, CA 93943-5000 8a. NAME OF FUNDING/SPONSORING 8b. OFFICE SYMBOL 9. PROCUREMENT INSTRUMENT IDENTIFICATION NUMBER ORGANIZATION (Ifapplicable) 8c. ADDRESS (City, State, andZIP Code) 10. SOURCE OF FUNDING NUMBERS PROGRAM PROJECT TASK WORK UNIT ELEMENT NO. NO. NO. ACCESSION NO. 11. TITLE (Include Security Classification) The Israeli Defense Forces: An Organizational Perspective 12. PERSONAL AUTHOR(S) Matthew J. Green 13a. TYPE OF REPORT 13b. TIME COVERED 14. DATE OF REPORT (Year, Month, Day) 15. PAGE COUNT Master's Thesis IFROM TOI March 1990 155 16. -
Implicit Racial Bias
December 2018 Implicit Racial Bias Bailey Maryfield, M.S. Introduction sciously reject racism or other bias may unwittingly act in ways that result in discrimination because of implicit Implicit racial bias and its potential effects on criminal bias” (Police Executive Research Forum, 2016). justice decision making have become highly visible issues in recent years. Driven by a myriad of factors, The following gives a brief overview of implicit racial including the well-documented disparity in criminal bias as it relates to the various stages of the criminal justice involvement across racial groups and several justice system. Various mechanisms used to address high-profile events that have exposed rifts in the re- implicit racial bias are also briefly discussed along with lationships between local police and the communities what is known about their effectiveness. they serve, both discourse and research on the topic of implicit bias arguably has become more prominent What is Implicit Racial Bias than ever before. This fact sheet is intended to raise awareness about the concept of implicit racial bias, the It is important to distinguish implicit racial bias effect of implicit racial bias in the criminal justice sys- from racism or discrimination. Implicit biases are tem, and how the issue is being addressed to enhance associations made by individuals in the uncon- the fair and equitable administration of justice. scious state of mind. This means that the individ- ual is likely not aware of the biased association. Although implicit bias can manifest itself in many different forms, such as gender, racial or religious bias, Implicit racial bias can cause individuals to un- this fact sheet is focused specifically on implicit racial knowingly act in discriminatory ways.