Implicit Bias and Accountability Systems: What Must Organizations Do to Prevent Discrimination?

By Philip Tetlock, G. Mitchell. 2009

128 citations recorded by the source corpus.

Subfields: Gender Studies, Information Systems and Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6646894af006d46c41e2b31bcea77c2dd239566f

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Michela Carlana
2. M. Noon
3. Camille Terrier
4. Anna Lusardi
5. L. Bottazzi

In Information Systems and Management

1. Michela Carlana
2. M. Noon

In Sociology and Political Science

1. Michela Carlana
2. James R. Rae
3. Kristina R. Olson
4. Anna-Kaisa Newheiser
5. M. Noon

Citations in the corpus

• The Assessment of Research Quality in UK Universities: Peer Review or Metrics? (2011, unknown): “Despite considerable, and sometimes bitter, disputes about the role and influence of implicit bias in organizational decision-making, there is a large body of empirical evidence in the social and cognitive psychology literature supporting its existence and pervasiveness (Jost et al., 2009; Tetlock a”
• Pointless Diversity Training: Unconscious Bias, New Racism and Agency (2018, background): “Even if agency is assumed to be potentially enacted through awareness of bias, then studies have not proven a direct causal link between IAT score and discriminatory behaviour (for insight into the debate among psychologists, see Josta et al., 2009; Tetlock and Mitchell, 2009).”
• Exposure to Racial Out-Groups and Implicit Race Bias in the United States (2015, background): “…the proportion of Black residents and state-level aggregated IAT scores, but that these measures are not optimal indexes of exposure to racial out-groups and group-level implicit bias, respectively (e.g., see Tetlock & Mitchell, 2009, for a criticism of the IAT as a measure of ‘‘implicit bias’’).”
• Implicit Stereotypes: Evidence from Teachers’ Gender Bias* (2019, background): “Fifth, there is a debate on whether IAT scores should have normative ground and should be used be used in policy design (Tetlock and Mitchell, 2009).”
• The existence of implicit bias is beyond reasonable doubt: A refutation of ideological and methodological objections and executive summary of ten studies that no manager should ignore (2009, unknown): “Tetlock and Mitchell (2009) assume—as did Arkes and Tetlock (2004, p. 262)—that people cannot be prejudiced against members of their own group.”