An exploration of possible unconscious ethnic biases in higher education
The role of implicit attitudes on selection for university posts
Bibliographic Data
| ID | 4474282 |
|---|---|
| Authors | Geoffrey Beattie (0000-0002-8453-5592, Edge Hill University, corresponding author), Dennis L Cohen (0000-0002-6540-8264, University of Manchester), Doron Cohen (0000-0002-3835-3544), Laura Mcguire, Laura Stone McGuire (0000-0001-9768-2658, University of Manchester) |
| Year | 2013 |
| Volume | 2013 |
| Issue | 197 |
| Publication date | 2013-01-25 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Semiotica (JOURNAL) |
| Journal identifiers | ISSN: 0037-1998 • E-ISSN: 1613-3692 |
| Publisher | Walter de Gruyter GmbH (PUBLISHER • DE) |
| DOI | 10.1515/sem-2013-0087 |
| OpenAlex | W2082491620 |
| Language | EN |
| Citations received | 13 |
| References cited | 23 |
Despite efforts to deal with the underrepresentation of Black and Minority Ethnic (BME) staff in higher education, progress to date has been limited. We investigate the role of possible implicit attitudes towards ethnic diversity among staff and students at a leading British university. Ninety-six participants (48 White and 48 non-White) were presented with matched C.V.s of White and non- White applicants and were instructed to rate the suitability of candidates against two pre-defined job descriptions for positions at the same university (Lectureship versus Administrative role). Participants were also asked to shortlist two applicants for a subsequent interview, before completing a new multi-ethnic IAT. The new IAT assesses implicit attitudes towards BME groups as a whole, rather than focusing exclusively on a single ethnic minority. Evidence of implicit bias was observed in the IAT scores and in the White participants showing an own-race bias in terms of the proportion of Whites that they selected for the academic post, but not the administrative position. Implicit measures were a better predictor than explicit measures of actual shortlisting decisions. Policy recommendations are discussed
Diversity (politics) · Ethnic group · Implicit attitude · Implicit bias · Implicit-association test · Management · Personnel selection · Selection (genetic algorithm) · Sociology · Unconscious mind · White (mutation) · Gender Diversity and Inequality · Psychology · Racial and Ethnic Identity Research · Social and Intergroup Psychology · Social Psychology
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| Unique citing works | 13 |
|---|---|
| Citations per year | 1,18 |
| Citation span | 2015 - 2024 (10) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 11 |