Links and resources
The Unconscious Bias Initiative is just one part of the overall diversity and inclusion conversation happening across the University. Here are some of the other ways the University is pursuing its goals of diversity and inclusivity:
- We are developing the “Alliance for Diversity” mentoring program in our Graduate School for underrepresented minority graduate students. So far, 50 students and 50 faculty mentors have signed up.
- The fiscal 2017 budget includes funds to strengthen human, physical and programmatic resources for underrepresented populations across campus.
- Our VIP Center has expanded its scope to include support and advocacy to students, faculty and staff who experience violence or threatening or harassing behavior based on their identity.
- The UK Strategic Plan calls us to close the achievement gap for underrepresented minority and low-income students.
- Over the past five years, we have more than doubled the Parker Diversity Scholarships, ensuring the growing diversity of this campus body.
- Our Provost and Vice President for Institutional Diversity are using increased resources for hiring and retaining underrepresented minority faculty as part of our Strategic Plan.
- The Provost’s office is examining how to address requests for course offerings on race and ethnicity. As an immediate response, the Office of Student and Academic Life is adding a second diversity module to the UK 101/UK 201 curriculum beginning in fall 2016.
- The Office of Faculty Advancement and Office of Institutional Diversity have formed the African American Faculty Advisory Committee, led by Dr. Sonja Feist-Price and Dr. Vanessa Jackson. We are also developing a Faculty Diversity Council.
Bias Incident Support Services (BISS) offers specific support for any member of the campus community who have experienced identity-based bias or violence. (please include the hyperlink)
Resources from Cook Ross Inc.
View free thought leadership papers from Cook Ross, the University’s partner in the Unconscious Bias Initiative.
Test your Biases
Curious about your fast-brain thinking? Psychologists at Harvard University, the University of Virginia and the University of Washington created Project Implicit to develop Implicit Association Tests, or IATs.
IATs seek to assess how closely our brains link two concepts. Although these tests cannot accurately measure our prejudices in the "real world," they can be an interesting tool to spark discussion about mental associations, unconscious bias and how these associations are built, reinforced and mitigated.
Studies of Biases
Easterly, D., Picard, C. (2011). Conscious Efforts to End Unconscious Bias, 42, 61-74.
Equality Challenge Unit Unconscious bias in higher education: literature review
Implicit Bias and Philosophy - A list of resources offering psychological and philosophical perspectives on unconscious bias
Jeffery, R (2014). Diet cola makes you (EVEN) more racist. People Management, Jul 2014, 22-26
Moss-Racusin, C. A., Dovidio, J. F., Brescoll, V. L., Graham, M. J. & Handelsman, J. (2012). Science faculty’s subtle gender biases favor male students. Proceedings of the National Academy of Sciences, 109(41), 16474-16479.
Perna, L. W. (2001). Sex and race differences in faculty tenure and promotion. Research in Higher Education, 42(5), 541-567.
Perna, L. W. (2005). Sex differences in faculty tenure and promotion: The contribution of family ties. Research in Higher Education, 46(3), 277-307.
Wheeler, R. (2015). We All Do It: Unconscious Behavior, Bias, and Diversity. Law Library Journal, 107(2), 325-332).