If the effects of this type of subtle, unintentional bias are to be overcome it is
essential that people are aware of its effects. Evidence-based workshops are
one way of raising awareness of unconscious bias and its effects and
increasing uptake of remedies. At the University of Cambridge, we have run a
workshop entitled 'Responding to Merit: Performing to Potential' to explore the
issue of unconscious bias. Initially these workshops focused on recruitment
and selection but recently they have been broadened to consider appraisal.
Are whites carefully taught not to recognize white privilege, as males are
taught not to recognize male privilege? Is this something that requires debate
within the context of the unconscious biases?
This paper will discuss the concept of unconscious bias that affects the
progress of women and minorities and a strategy to minimize its effects.
Introduction
"Do we think she is 40% less intelligent, less committed, less hard-working, less
qualified? It's not the case. It's entrenched discrimination. It's allowed to persist
because it's all swept under the carpet." Ms Harman 2008 BBC Radio 4's Today
programme.
As the world attempts to address the global shift in occupational skills set,
there is a need to step back and reflect on what has been happening over the
years. The picture that appears to be currently emerging shows that higher
education has started to recognise the need for wider participation within their
individual university campuses. There is indeed evidence that participation
rates for women in higher education have increased between 1999 and 2005
in all regions of the world (Morley 2008), which indicates that there is an
abundance of undergraduate women in higher education.