De-biasing strategies De-biasing One of the issues is that some of us strategies are“ not aware of bias.

What is implicit bias? Why use this tool? Implicit bias refers to mental processes To de-bias our University, Devine (2012) of perception, memory, judgment and asserts we need: reasoning, also known as cognitive bias. 1 Intention to acknowledge our Cognitive biases arise because our human unconscious bias, decision-making processes are not just factual or objective, but are influenced 2 Attention to when stereotypical by a variety of factors such as heuristics responses or assumptions happen, (common sense intuition/ based on what 3 Time to practice new strategies designed we know), motivational and emotional to “break” automatic associations. (personal experience) and social influences (media stereotypes). Although most of us Through this combined effort as a University, hold personal values that are in opposition we can improve degree attainment for all of to prejudice, we are strongly influenced by our students. our culture and the way that stereotyped attitudes and biased representations are How should it be used? reinforced through our daily interactions. These stereotypes are learned at a young Before using this tool, all course team staff age, and create automatic bias that can affect members should have completed the UAL our behaviour, even when our conscious ‘Breaking Bias’ e-learning module. values oppose it (Devine, 1989). This intervention requires the course team to individually dedicate time to implement a range of strategies to break any unconscious habits of implicit bias. It can be used in combination with the UAL Creative Mindsets project resources to engage students and staff in an active dialogue.

This tool has been developed by Vikki Hill, drawing on the work of Devine (2012) page 2 of 4 Step 1: Step 2: Introduce the strategies Adopt strategies to break habits

Patricia Devine (2012), Professor of As a team describe situtations (either Psychology proposes adopting the real or imagined) whereby students following 5 strategies based on research, have (or could) experience implicit bias. which are mutually reinforcing. It is Then ask the team to consider how the beneficial to introduce and discuss de-biasing strategies could be applied the strategies during a team meeting to address these situations. As a team, or away day. document the responses either on Padlet or Google Docs, to produce a • Stereotype replacement database of strategies and suggestions.

Recognise responses that are Individual team members could stereotypical. Label them as such, keep a personal diary to provoke reflect on why the response deeper reflection. occurred, and come up with a replacement response. • Counter-stereotyping imaging

Create an opposite image in your mind Interesting and to make a positive association with a thought provoking, counter-stereotypic image. This strategy “ makes positive exemplars salient when some of the questions challenging a stereotype’s validity. I felt really made me think about something • Individualisation

Make a conscious effort to avoid making I’d never considered. quick decisions based on stereotypes – Workshop participant get information about individual people in a group rather than generalising about group-based attributes. • Perspective taking

Imagine you are that individual; how might it feel to be affected by negative stereotypical thoughts and actions? This empathy reduces automatic group- based evaluations. • Increase opportunities for contact Seek out opportunities to engage with marginalised groups in a positive manner to alter associations.

page 3 of 4 Notes

Academic Enhancement Model Toolbox List of resources: De-biasing strategies is one of a series of • Devine, P. (2012) Long-Term Reduction in worksheets brought together by the Academic Implicit Race Bias: A Prejudice Habit-Breaking Enhancement Model (AEM) team, part of the UAL Intervention. Available here: https://www.ncbi. Teaching and Learning Exchange. The current nlm.nih.gov/pubmed/23524616 series includes:

• Creating inclusive briefs From Implicit Bias to Unconscious Non-Bias • • De-biasing strategies interview with Dr Gurnam Singh: • Eliminating inequality in formative assessment http://mindsets.port.ac.uk/?p=1339 • Internationalising the curriculum • Reducing referrals and resubmissions University of Wisconsin reference list: • • Rethinking industry engagement https://fairplaygame.org/resources/

Eliminating Creating inequality Reducing Rethinking inclusive De-biasing in formative Internationalising referrals and industry briefs strategies assessment the curriculum resubmissions engagement • Eddo-Lodge, R. (2018) Why I’m no longer speaking to white people about race. Bloomsbury. To request digital versions of the worksheets email [email protected] • Banaji, M. R. and Greenwald, A. G. (2013) Blindspot: Hidden Biases of Good People. Author: Vikki Hill Bantam Books. Acknowledgements: AEM relies on the • Kahneman, D. (2011) Thinking, Fast and Slow. commitment of a wide range of staff. Thanks Penguin Books. to the following authors, researchers and editors for their contribution: • UAL Breaking Bias e-learning module: https://learningspace.arts.ac.uk/course/ Liz Bunting, Cath Caldwell, Siobhan Clay, view.php?id=34 Terry Finnigan, Vikki Hill, Professor Susan Orr, Adam Ramejkis, Dr Duna Sabri and Richard Tomlin • UAL Creative Mindsets: http:// ualcreativemindsets.myblog.arts.ac.uk Designed by REG Design, with thanks to THD page 4 of 4