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Additional Resources


College ResourcesChapel

For more information on hiring practices, please contact the Human Resources department at 315-859-4302.  

For campus resources, please refer to Hamilton College’s Diversity, Equity & Inclusion webpage, or contact Terry Martinez, Vice President, Dean of Students and Chief Diversity Officer, 315-859-4020, Maria Genao-Homs, Associate Dean of Diversity and Inclusion, 315-859-4021, or Paola Lopez Fincannon, Director of the Days Massolo Center, 315-859-4252.

Terminology

  • Explicit Bias - the attitudes and beliefs we know we have about a person or group of people
  • Implicit Bias - the attitudes and beliefs we have about a person or group of people, while not consciously aware we have them.

Works Cited

​Biernat, M., & Fuegen, K. (2001). Shifting Standards and the Evaluation of Competence: Complexity in Gender-Based Judgment and Decision MakingJournal of Social Issues, 57(4), 707-724. doi:10.1111/0022-4537.00237.

Blair, I. V., & Banaji, M. R. (1996). Automatic and Controlled Processes in Stereotype Priming. Journal of Personality and Social Psychology, 70(6), 1142-1163.

Carnes, M., Devine, P. G., Manwell, L., Byars-Winston, A., Fine, E., Ford, C. E., Forscher, P., Issaac, C., Kaatz, A., Magua, W., Palta, M., & Sheridan, J. (2015). The Effect of an Intervention to Break the Gender Bias Habit for Faculty at One Institution: A Cluster Randomized, Controlled TrialAcademic Medicine, 90(2), 221-230. doi:10.1097/ACM.0000000000000552.

Dalton, Shamika, and Michele Villagran. (2018). Minimizing and Addressing Implicit Bias in the Workplace.  C&RL News. 79(9): 478-481. 

Desvaux, G., Devillard-Hoellinger, S., & Meaney, M. C. (2008). A Business Case for Women. Forbes Magazine. Retrieved from https://www.forbes.com/2008/10/03/business-women-economics-lead-cx_1003mckinsey.html#3a297e262d5d.

Devine, P. G. (1989). Stereotypes and Prejudice: Their Automatic and Controlled ComponentsJournal of Personality and Social Psychology, 56(1), 5-18.

Devine, P. G., Forscher, P. S., Austin, A. J., & Cox, W. T. L. (2012). Long-Term Reduction in Implicit Race Bias: A Prejudice Habit-Breaking Intervention. Journal of Experimental Social Psychology, 48(6), 1267-1278. doi:http://doi.org/10.1016/j.jesp.2012.06.003.

​Fine, E., & Handelsman, J. (2012a). Reviewing Applicants: Research on Bias and Assumptions. Retrieved from University of Wisconsin-WISELI website: http://wiseli.engr.wisc.edu/docs/BiasBrochure_3rdEd.pdf .

Fine, E., & Handelsman, J. (2012b). Searching for Excellence & Diversity®: A Guide for Search Committee Members. Retrieved from University of Wisconsin-WISELI website: http://wiseli.engr.wisc.edu/docs/SearchBook_Wisc.pdf​.

​Gilies, A. (2016). Questions to Ask to Help Create a Diverse Applicant Pool. The Chronicle of Higher Education. Retrieved from http://www.chronicle.com/article/Questions-to-Ask-to-Help/237747?cid=rc_right.

​Heilman, M. E. (1980). The Impact of Situational Factors on Personnel Decisions Concerning Women: Varying the Sex Composition of the Applicant Pool. Organizational Behavior and Human Performance, 26, 386-395.

​Kang, J., Bennett, M., Carbado, D., Casey, P., Dasgupta, N., Faignman, D., Godsil, R.D., Greenwald, A.G., Levinson, J.D., & Mnookin, J. (2012). Implicit Bias in the Courtroom UCLA Law Review, 59(1124).

Leibbrandt, A., & List, J. A. (2012). Do Women Avoid Salary Negotiations? Evidence from a Scale Natural Field Experiment. NBER Working Paper Series. Retrieved from http://www.nber.org/papers/w18511.

Sommers, S. (2006). On Racial Diversity and Group Decision Making: Identifying Multiple Effects of Racial Domposition on Jury Deliberation. Journal of Personality Social Psychology, 90(4), 597-612.  

University of California-Irvine ADVANCE Program for Equity and Inclusion. (2014). Applicant Diversity Statement in Faculty Search Process: Frequently Asked Questions. Retrieved from http://archive.advance.uci.edu/Recruitment.html.

University of Washington. (2016). Best Practices for Faculty Searches. Retrieved from http://www.washington.edu/diversity/faculty-advancement/handbook/.

Wennerås, C., & Wold, A. (1997). Nepotism and Sexism in Peer-Review. Nature, 387(6631), 341-343.

Other Recommended Resources

Banaji, M. R., & Greenwald, A. G. (2013). Blindspot: Hidden Biases of Good People. NY: New Delacorte Press. Burke BF575.P9 B25 2013.

​Correll, S.J., (2015). Creating a Level Playing Field: Discussion Guide. Retrieved from https://stanford.app.box.com/s/xt0voqfemn4z6kyxym6ymz2uejfkzuo7.

Dalton, Shamika, and Michele Villagran. (2018). Minimizing and Addressing Implicit Bias in the Workplace.  C&RL News. 79(9): 478-481. 

Glassdoor Team (2017). 10 Ways to Remove Gender Bias from Job Descriptions. Retrieved from 10-ways-remove-gender-bias-job-listings.

Knight, Rebecca (2017). 7 Practical Ways to Reduce Bias in Your Hiring Process. Retrieved from https://hbr.org/2017/06/7-practical-ways-to-reduce-bias-in-your-hiring-process

Matfield, Kat. Gender Decoder for Job Ads. Retrieved from http://gender-decoder.katmatfield.com/.

​Sue, D. W. (2010). Microaggressions in Everyday Life: Race, Gender, and Sexual Orientation. Hoboken, NJ: Wiley.

Totaljobs (2017). The totaljobs Gender Bias Decoder. Retrieved from https://www.totaljobs.com/insidejob/gender-bias-decoder/.

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