equity.ucla · resume screen emily or lakisha r: bertrand & mullainathan 04 black named vitas...
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equity.ucla.edu
introduction
destination
driftingoff-course:implicit bias
coursecorrection
conclusion
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
introduction
VC for EDIfaculty member since 1995
newoffice
July 1, 2015
startup + turnaround mode
http://equity.ucla.edu
role in hiring
Faculty SearchCommittee Briefing
UCLA Recruit
run by AcademicPersonnel
http://recruit.apo.ucla.edu
gatekeeping role
1. Search Plan
2. Applicant Pool Report
3. Shortlist Report
lockWaiver of Search
Waiver for Internal Search
faculty search policymemorandum will bereleased soon
Equity Advisors haveaccess to drafts
goal
training that I wouldhave wanted
my assumptions
you're busy
you're skeptical
you also want to do theright thing
evidence-basednot only what you should do
but why you should do it
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
destination
where are we trying to go?
a search committee"searches"
but for what?
answers
off the cuff answer
candle-power
bandwidth
smarts
merit
excellence
better answer
the Trinity
research
teaching
service
note: not optional
APM 210-1-d: Criteria forAppointment, Promotion,and Appraisal
example: cannot blow off teaching
still better answer
how are we doing?
Q&A
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
still better answer
Inclusive Excellence contributions to
Equity
Diversity
Inclusion
why might we wantdiversity?
diversity defined
variance
UC Diversity Statement(2006, 2010)
Race
Ethnicity
Language
Gender
Gender identity
Sexual orientation
Religion
Age
Disability
Socioeconomic status
Geographic region
APM - 015 Faculty Codeof Conduct nondiscrimination
its value
functional value
what work "diversity" does
business case fordiversity
pedagogical case for diversity
signaling value
what "diversity" signifies
fair procedures were used
we have achieved asociety where positionsof status and significanceare open to all
note: not optionalAPM 210-1-d (effective2015 07 01)
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
how are we doing?
Fall 2015 statsFall 2015 FacultyOrientation Slides.pptx
what's obvious disparity exists
what's contested
cause of disparity
no supply pipeline problem
discrimination
do you discriminate?
answer
of course not!
remember the dream
MLK, Jr.: "content of theircharacter, not color oftheir skin"
are you sure? are you sure?
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
PHYS SCI LIFE SCI PROFESSIONAL HUM/SOC SCI HEALTHSCIENCES CS/MATH/ENG EDUCATION
Nat Am 0.0% 0.0% 1.7% 0.8% 0.4% 0.0% 0.0%Afr Am 0.6% 3.1% 4.7% 5.0% 2.7% 1.0% 14.8%Chic/Lat 2.9% 6.2% 7.0% 8.3% 4.6% 1.0% 14.8%Asian 16.5% 15.4% 13.0% 13.1% 21.0% 34.5% 13.0%White/Other 80.0% 75.4% 73.7% 72.7% 71.3% 63.6% 57.4%
80.0% 75.4% 73.7% 72.7% 71.3%63.6%
57.4%
16.5%15.4%
13.0% 13.1% 21.0% 34.5%
13.0%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2015 UCLA Faculty Headcount by Race/Ethnicity and Field Representation (Grand Total = 1,481)
50.0%55.2%
60.8% 61.4%68.6%
83.6% 87.3%
50.0%44.8%
39.2% 38.6%31.4%
16.4% 12.7%
0%
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20%
30%
40%
50%
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70%
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90%
100%
EDUCATION HEALTHSCIENCES
LIFE SCI HUM/SOC SCI PROFESSIONAL PHYS SCI CS/MATH/ENG
Male Female
2015 UCLA Faculty Headcount by Gender and Field Representation (Grand Total = 1,481)
2015 UCLA Faculty New Hires by Race/Ethnicity 2005-06 through 2014-15 (Grand Total = 682*)
05-06 06-07 07-08 08-09 09-10 10-11 11-12 12-13 13-14 14-15Afr Am N 5.0% 3.8% 3.6% 4.8% 5.0% 5.3% 15.6% 3.3% 6.3% 12.5%Asian 16.7% 26.0% 14.5% 20.2% 31.7% 18.4% 20.0% 23.3% 35.9% 18.8%Chic/Lat 13.3% 7.7% 8.4% 9.6% 6.7% 13.2% 6.7% 3.3% 3.1% 4.7%Nat Am 0.0% 0.0% 0.0% 1.0% 3.3% 2.6% 0.0% 3.3% 0.0% 1.6%White/Other 65.0% 62.5% 73.5% 64.4% 53.3% 60.5% 57.8% 66.7% 54.7% 62.5%
0%
10%
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90%
100%
*11 faculty with unknown race/ethnicity excluded
2015 UCLA Faculty New Hires by Gender 2005-06 through 2014-15 (Grand Total = 693)
05-06 06-07 07-08 08-09 09-10 10-11 11-12 12-13 13-14 14-15Female 35.0% 27.6% 30.1% 41.0% 38.3% 52.6% 37.0% 47.5% 34.8% 29.0%Male 65.0% 72.4% 69.9% 59.0% 61.7% 47.4% 63.0% 52.5% 65.2% 71.0%
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FacultySearch Committe
Briefing
VC-EDI Jerry Kangequity.ucla.edu
introduction
destination
driftingoff-course:implicit bias
implicit bias
don't ask, measure!
consequence
Q&A
coursecorrection
conclusion
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
driftingoff-course:implicit bias
implicit bias
schemas: "templates ofknowledge"
applies to people also
attitudes andstereotypes matter
on the margins
2 walls
willing?
explict bias:introspectivelyaccessible
what 1933princeton studentssaid
able?
implicit bias:introspectivelyunaccesible
Edouard Claparède &Korsakoff’s syndrome
implicit memory
don't ask, measure!
need for speed
IAT
project implicit data
consequence
Q&A
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
consequence
resume screen
Emily or LakishaR: Bertrand & Mullainathan 04
IAT + resumestudy: anti ArabR: Rooth 2007
interview
awkward exchangesR: McConnell & Leibold 01
smiling facesR: hugenberg, bodenhausen 2003
self-fulfilling prophecies
call backsagentic backlashR: Rudman & Glick 01
job talksR: Kang, Dasgupta
butterfly effect
meta-analyses
medical common senseR: Meyer et al 2001
even for academics?
pipelineR: Milkman, Akinola, Chugh 2014
CV reviewR: Steinpreis et al 1999
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
consequence
resume screen
Emily or LakishaR: Bertrand & Mullainathan 04
Black named vitas 50%less likely to beinterviewed
IAT + resumestudy: anti ArabR: Rooth 2007
Arab/Muslim named vitas3X less likely to beinterviewed
1 SD higher stereotype--> 12% reduction ininterview probability
interview
awkward exchangesR: McConnell & Leibold 01
nonverbal leakage
correlation between IATand interaction ratings
9-16% of varianceexplained
some mixed results
smiling facesR: hugenberg, bodenhausen 2003
when do you see the smile?
does it matter now? .
does implicit attitudepredict how long it takesfor you to see smile?
self-fulfilling prophecies
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
consequence
call backs agentic backlashR: Rudman & Glick 01
stereotype of women
not agentic
independent
autonomous
competitive
communal
communal
cooperative
kinship
job requirementsjob requires both agentic+ communal qualities
2 identical candidates
one male, one female
both are only "agentic"
neither is communal
who gets higher score?
3.52 (out of 5)
2.84
correlations
not correlated withexplicit self-reports
correlated with IAT(agentic/communal)
worse social ratings (r = -.49)
job talksR: Kang, Dasgupta
butterfly effect
meta-analyses
Black/White domain
Greenwald et al 2009
r = Pearson's correlation
-1 < r < 1
r = .236
pro IAT team
Oswald et al 2013 r = .15
anti IAT team
medical common senseR: Meyer et al 2001
Aspirin --> reduced riskof death by heart attack r = 0.02
ever smoking --> lung cancerr=0.08
low level lead exposure -->reduced childhood IQ r = .12
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
pipelineR: Milkman, Akinola, Chugh 2014
email any reply within one week?
method
5 race/ethncities x 2 genders
Caucasian
Black
Hispanic
Indian
Chinese
259 universities 6548 faculty subjects
OLS regression models
findings
67% of emails generatedsome response
discriminatory gap
of each race/gender combo
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
evenforacademics?
pipelineR: Milkman, Akinola, Chugh 2014
CV reviewR: Steinpreis et al 1999
N = 238 academics inpsychology
input: vitaes
actual vitae: used to get initial job biopsychology
flipped names for gender
Karen Miller
Brian Miller
decision
hire applicant?
bias shown in male andfemale academics
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
coursecorrection
strategies
mindset
debias
decouple
tactics
search plan
pool formation
shortlist
final call backs
deliberations
objections
Q&AVC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
strategies
mindset
1. be humble
2. be mindful
beware of fast
beware of distraction
beware of highemotional states
beware of firstimpressions
3. be motivated to be fair
be internally motivated
not just externallymotivated
everyone wantsdesperately to do better
debias
intergroup contact
debiasing agents
countertypical exemplars
teachersR: Dasgupta & Asgari 04
decouple
decrease subjectivityblinding
orchestra tryoutsR: Gordin & Rouse 2000
tryouts behind screen
female new hiresincreased 25 – 46%.
standardization
increase accountability
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
increase accountability
MLBR: Parsons et al 2011
does race of pitcher matter?
check to see if racematching betweenumpire and pitchermattered
analyzed every pitch thrown2004-2008
3.5M pitches
31.9% of any pitch called strike
if race-match, goes up to 32.06%
0.16% delta
not statistically significant
but 11 out of 30ballparks had QuesTecinstalled
used to gauge umpireperformance
if > 10% difference incalls, then umpireevaluated as"substandard"
the machine createdaccountability
in QuesTec games race-match had no effect
in non QuesTec games
race-matching lead to0.59% delta
statistically significant at p=.007
NBA
R: Price & Wolfers 2010
ingroup favoritism
Players get 0.18 fewerfouls (per 48 minutes) ifthey match race of refcrew
4% different in fouls
equivalent to 2.5% more points
effect goes away aftermedia attention (2007)R: Price & Wolfers 2013
my office as QuesTec systembut not as NSA
but as coaches
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
tactics
search plan
you are a "search"committee not a "sort" committee
UC Recruit: Search Plan
committee composition team of rivals
counter ingroupfavoritism by diversifyingcommittee
circulate over time
training
job posting
advertisement languagestandard disclaimer
booster
ad places
e.g. HERC: HigherEducation RecruitmentConsortium
extra stepssend an email
pick up the phone
pool formation
UCLA Recruit: ApplicantPool Report
national availabilitystatistics
provided by AcademicPersonnel, via OP
plausible pool givenavailability?
proactive outreach
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
shortlist
UCLA Recruit: Shortlist Report
ex ante merit criteria
reviewing paper record
read papers without names
Thomas Meyer memoR: Nextions 2014
same memo
same name: Thomas Meyer
identified as either whiteor African American
60 partners evaluated
quant differenceWhite = 4.1/5.0
African American = 3.2/5.0
qual difference
pass-throughdiscrimination
letters ofrecommendationR: Trix & Psenka 2003
data
all recs from 1992-95 inlarge medical school
of successful candidates
mostly assistant prof
N = 312 letters29% for women
85% recommenders were men
differencesletters for women
shorter
more hedgesfaint praise, andirrelevancies)
more references topersonal life
possessive phrases
awards beget awards
interview
nonverbal leakage
ingroup favoritism
structured interviews
employment law
adopts "blinding"strategy
prohibited questions
Where were you born?
What church do you attend?
Why are you in awheelchair?
Are you married?
Do you have anychildren?
What does your partnerdo for a living?
How old are you?
Dep't Fair Employment &Housing: DFEH-161
but still can be helpful
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
tactics
final call backs
more interviews + dinner
job talk
same suggestions
equal respect + courtesy
transportation +accommodations
standardize agenda
standardize information
provide usefulinformation aboutwork/life to ALL
standardized job talkprocedures
amount of time forpresentation Q&A
permitted interruptions
who keeps the queue
ask for prompt responseswary of groupthink
have a form
deliberations
grounds rules what's in the record
remind everyone ofdestination inclusive excellence
don't anchor
don't rank immediately
assign devil's advocates /champions
have a form
check confirmation biasseverity toward some
lenience toward others
are these tactics legal?
Prop 209 (1996)
upshot
cannot grant preferentialtreatment to
but also
cannot discriminate against
and must abide byfederal affirmative actionpolicies
reporting requirements
affirmative action torecruit and retain
can value those whofurther equity, diversityand inclusion regardlessof race, gender, etc.
VC Kang, Faculty Search Committe Briefing 2015 10 06.mmap - 10/6/2015 - Mindjet
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