The Science of Diversity and the Impact of Implicit Bias

The Science of Diversity and the Impact of Implicit Bias Hannah Valantine, MD NIH Chief Officer for Scientific Workforce Diversity Use of This Module • This presentation presents information about scientific workforce diversity and factors that contribute to limiting diversity, including implicit bias • Viewing this presentation is not a substitute for broader efforts to reduce implicit bias and its negative outcomes on scientific career advancement • Please contact us with questions: SWDTo<a href="mailto:[email protected]" target="_blank">[email protected] </a>Presentation Outline • Why diversity? – Diverse is a driving force for excellence and innovation – Defining diversity – Lack of diversity in science: the evidence • Hurdles to diversity: Implicit bias – Pervasiveness of implicit bias – Evidence – Strategies for overcoming bias Why Diversity Matters Capitalizing on the Opportunity • Excellence, creativity, innovation • Broadening scope of inquiry - solutions to complex problems of health and disease • Impact of workforce diversity on health disparities • Ensuring fairness – Changing demographics – Leveraging the entire U.S. intellectual capital Capturing the Benefits of Diversity Identity is a Proxy for Cognitive Diversity *Underrepresented Populations in U.S. Biomedical, Clinical, Behavioral and Social Science Research Ethnicity* Nationality* Gender* Socioeconomic Status* Race* cDisability* Capturing the Benefits of Diversity Identity is a Proxy for Cognitive Diversity *Underrepresented Populations in U.S. Biomedical, Clinical, Behavioral and Social Science Research Thinking Style <ul style="display: flex;"><li style="flex:1">Language </li><li style="flex:1">Ethnicity* </li></ul>Religion <ul style="display: flex;"><li style="flex:1">Perspectives </li><li style="flex:1">Experiences </li><li style="flex:1">Nationality* </li><li style="flex:1">Geography </li></ul>Physical Abilities Race* Culture <ul style="display: flex;"><li style="flex:1">Skills </li><li style="flex:1">Gender* </li></ul>Sexual Orientation Socioeconomic Status* Disability* Age U.S. Women Faculty in Science - 2016 Clinical and Basic Science Departments Combined <a href="/goto?url=http://www.aamcdiversityfactsandfigures2016.org/report-section/section-5/medical-schools/#tablepress-31" target="_blank">http://www.aamcdiversityfactsandfigures2016.org/report-section/section-5/medical-schools/#tablepress-31 (Med School, 2015) </a>U.S. Women Faculty in Science - 2016 Clinical and Basic Science Departments Combined Lack of Diversity in Biomedical Science Careers 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% <ul style="display: flex;"><li style="flex:1">Training </li><li style="flex:1">Early Career </li><li style="flex:1">Tenured Faculty </li></ul>Women - Underrepresented Men - Underrepresented Women - Well-represented Men - Well-represented Population Growth: URM Ph.D. Recipients and Assistant Professors 10 9876URM Ph.D. URM Asst. Prof. 543210WR Ph.D. WR Asst. Prof. 1981 1985 1989 1993 1997 2001 2005 2009 2013 Gibbs, K. D., et al. (2016). Decoupling the minority PhD talent pool and assistant professor hiring in the medical school basic science departments in the US. URM Pool for Transition into the Biomedical Research Workforce 38% increase 2006-2012 2000-2006 URM Pool for Transition into the Biomedical Research Workforce • ~10% of all PhD earners, 2006-2012: • ~780 AA/B (~4% of entire pool) • ~950 Hispanic (~5.7% of entire pool) • 30 AI/AN (0.2% of entire pool) <ul style="display: flex;"><li style="flex:1">But numbers matter … </li><li style="flex:1">But numbers matter … </li><li style="flex:1">But numbers matter … </li><li style="flex:1">But numbers matter … </li><li style="flex:1">But numbers matter … </li><li style="flex:1">But numbers matter … </li><li style="flex:1">But numbers matter … </li></ul>Diversity of Thought: Driving Force for Innovation • Cognitive diversity (diversity of thought) increases: – Creativity – Search for novel information – Search for novel perspectives – Better decision making • Gender/ethnic identity as proxy for cognitive diversity Better Problem-solving Results From a Larger Informational, or Cognitive Space • Argument: diversity outperforms ability • Test: hypothetical scenarios reflecting problem solving abilities • Result: randomly selected participants from applicant pool were better at solving the problem than the highest-scoring individuals Groups of diverse problem solvers can outperform groups of high-ability problem solvers. PNAS 2004 Nov 16;101(46):16385-9. Better Problem-solving Results From a Larger Informational, or Cognitive Space • Argument: diversity outperforms ability • Test: hypothetical scenarios reflecting problem solving abilities • Result: randomly selected participants from applicant pool were better at solving the problem than the highest-scoring individuals • Diversity enhances: – Jury Decision Making* – Accurate stock trading predictions** Groups of diverse problem solvers can outperform groups of high-ability problem solvers. PNAS 2004 Nov 16;101(46):16385-9. – Publications in higher impact journals Sommers, S. R. (2006); ** Levine, S. S. (2014 PNAS) Diversity and Financial Decision Making Ethnically homogenous financial traders vs. Ethnically heterogeneous financial traders Stock-trading simulations Random assignment Experimental Study Less able to accurately predict stock prices (33% decline) More likely to accept inflated prices (that contribute to financial bubble) and when bubbles burst, they crashed more severely Levine, S. S., Apfelbaum, E. P., Bernard, M., Bartelt, V. L., Zajac, E. J., & Stark, D. (2014). Ethnic diversity deflates price bubbles. Proceedings of the National Academy of Sciences, 111(52), 18524-18529. Diversity and Financial Decision Making Ethnically homogenous financial traders vs. Ethnically heterogeneous financial traders Stock-trading simulations Random assignment “Diversity facilitates friction that enhances deliberation and upends Experimental Study Less able to accurately predict stock prices (33% decline) More likely to accept inflated prices (that contribute to financial bubble) and when bubbles burst, they crashed more severely conformity.” Levine, S. S., Apfelbaum, E. P., Bernard, M., Bartelt, V. L., Zajac, E. J., & Stark, D. (2014). Ethnic diversity deflates price bubbles. Proceedings of the National Academy of Sciences, 111(52), 18524-18529. Diversity and Jury Decision Making Black Defendant Experimental study – randomly assigned <ul style="display: flex;"><li style="flex:1">Racially homogenous jurors </li><li style="flex:1">vs. </li><li style="flex:1">Racially heterogeneous jurors </li></ul>Diversity and Jury Decision Making Black Defendant Experimental study – randomly assigned <ul style="display: flex;"><li style="flex:1">Racially homogenous jurors </li><li style="flex:1">vs. </li><li style="flex:1">Racially heterogeneous jurors </li></ul><ul style="display: flex;"><li style="flex:1">Measure </li><li style="flex:1">All-White Group </li></ul>Diverse Group* 50.67 Deliberation length, in minutes # of case facts discussed # of factual inaccuracies 38.49 25.93 7.28 30.48 4.14 # of uncorrected inaccurate statements 2.49 1.36 Wider range of information exchange; in diverse group – whites cited more facts; more discussion; fewer errors <a href="/goto?url=http:Sommers,S.R.(2006).On" target="_blank">Sommers, S. R. (2006). On </a>racial diversity and group decision making: identifying multiple effects of racial composition on jury deliberations. Journal of personality and social psychology, 90(4), 597. Diversity and Quality of Science • 2.57 million scientific papers between 1985-2008 (authors with U.S. addresses); 11 scientific fields • Surnames of co-authors – ethnic diversity • Controlled for # authors; population density etc. • Lots of homophilly: association with similar others Papers written by a diverse groups: • Receive more citations • Published in journals with higher impact factors • Similar finding for gender diversity* Freeman, R. B., & Huang, W. (2014).National Bureau of Economic Research, No. w19905. * Campbell LG, et al. (2013) Gender-heterogeneous working groups produce higher quality science. PLoS One. Why the Diversity Effect? • Simply being exposed to diversity can change the way we think: • Anticipate differences • Encourage consideration of alternatives • Dissent provokes more thought when it comes from someone who is different from us • Opinion dissent in diverse groups contributes to novelty and integrative complexity • Diversity can be a catalyst for change, growth, and innovation Hurdles to Diversity • Easy answers have not been sufficient: – Not lack of talent – Not lack of commitment or interest – Pipeline is usually not a/the problem • Feelings of isolation, lack a sense of belonging • “A threat in the air” Wilson, T. (2002). Strangers to Ourselves: Discovering the Adaptive Unconscious.

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