The Proper Management of Implicit Gender Bias

Overview

For this activity, you will consider influences on constructive engagement with your topic. You will also propose how your ideas to transform conversations about your topic might influence how we as a larger society perceive it. This activity contributes to your draft of the critical analysis section of your project. It also provides an opportunity to obtain valuable feedback from your instructor that you can incorporate into your project submission.

Directions

In this activity, you will work on the second part of the critical analysis of your topic in diversity. You should consider the feedback from your instructor on the previous activity and use your responses to inform this assignment. Throughout the process, you will support your analysis with reliable evidence from varied sources, which include at least two resources from course materials and two resources from the library. For this activity, you will assess factors that may influence engagement with your topic and then explain one potential obstacle that could interfere with constructive conversation about your topic. Finally, you will describe a possible outcome of your proposed engagement that might influence societal conversations about your topic.

You are not required to answer each question below the rubric criteria but may use them to better understand the criteria and guide your thinking.

Specifically, you must address the following rubric criteria:

Integrate reliable evidence from varied sources throughout your paper to support your analysis.

It is important to draw from a more diverse pool of perspectives from varied sources to support the analysis. This is different from the Citations and Attributions rubric criterion.

Reliable evidence from varied sources should be interwoven throughout the paper itself, while citing and attributing sources will be represented as APA in-text citations and a reference list at the end of your work.

You will be evaluated on both criteria.

Assess at least two significant factors that could affect your topic, such as biases, beliefs, assumptions, and/or values.

In the previous activity, you identified positive elements in conversations about your topic and elements that might benefit from change. Now, determine factors that might influence how insiders and outsiders engage with your topic. What might change their perceptions of the topic or how they talk about it?

Explain how at least one potential obstacle could interfere with the population’s engagement with your topic.

In the previous activity, you identified conversational elements that present opportunities for change. Now, determine a possible obstacle that could interfere with this constructive engagement.

Describe a possible outcome of your proposed engagement that might influence the societal conversations that add to critical awareness of diversity.

You have critically examined how insiders and outsiders of your chosen population engage with your topic. How might your ideas for more constructive, transformative engagement impact how we, as a greater society, talk about your topic?

What to Submit

Submit your short paper as a 1- to 2-page Microsoft Word document with double spacing, 12-point Times New Roman font, and one-inch margins. Sources should be cited according to APA style. Consult the Shapiro Library APA Style Guide for more information on citations.

Activity 3-2: Critical Analysis: Impacts of Implicit gender bias and Social Diversity

Implicit gender bias is based on the unintentional and unequal treatment of people due to their gender. Every population in the society advocates for social diversity by embracing all genders, economic statuses, cultures, and religions. However, to effectively promote social diversity, it is essential to understand society. Therefore, analyzing the impacts of implicit gender bias is essential to understand the impacts it has on females. The paper analyzes the impacts of implicit gender bias by considering constructive collaboration, positive elements, and the benefit of change.

Constructive Collaboration

Constructive collaboration with the women in different workplaces would be necessary to encourage them to engage in the management of the implicit gender bias. Implicit gender bias adversely impacts females from under-representation to limited resource access and poor perceptions in specific professions such as surgery. Therefore, the main focus would be training on unconscious bias to constructively collaborate with the population. According to Field & Tsvetkov (2020), the main cause of implicit gender bias is poor information on unconscious bias. It would be easy to address the challenge whenever awareness is created in the area. The other strategy is promoting social diversity by bringing different genders, religions, and cultures on board and promoting equal treatment.

Additionally, there will be substantive approaches to promote dialogue with the population. During such engagement, a constructive approach would be necessary by providing a unique

evidence-based methodology for empowering women and encouraging them to equally view all professions and workplaces (Miyake & Shirouzu, 2019). The empowerment would be based on specific female figures who have succeeded in the professions deemed to be dominated by males. The main idea for supporting constructive and inclusive conversation is to allow the women to feel part of the societal growth and limit cases of implicit bias. Lastly, the idea of such conversation is to ensure a social transformation that would change the ragged beliefs about the capacities of women in society.

Positive Element

The major positive element that supports transformation is women's inclusivity in societal roles and management of implicit bias based on the blind evaluation. The conversational and collaborative approach which have succeeded is blind evaluation. Different workplaces are focusing on blind evaluation to bring women on board and have equal access to the workplace amenities and promotions regardless of their gender and ethnic backgrounds (Breaking barriers: Unconscious gender bias in the workplace, 2017). The approach has also created a fundamental conversation around implicit gender bias. The topic has positively been engaged with different bodies and groups, such as feminists, to train women on the significant approaches to equality and transformation. Therefore, constructive collaboration on the topic makes it easy to identify the benefits of a change transformation.

Benefit from Change

The most beneficiary of change are women from minority groups and cultures. Despite the implicit bias among the women at large, most victims are those from minority groups. Therefore,

there are many opportunities to improve implicit bias. Social forums and gender discussions create room for addressing the adverse impacts of bias, such as social stigma. However, to transform, promote and encourage the management of implicit bias, it would be necessary to focus on rapid women empowerment and engagement. For instance, more social organizations are in place to reduce such bias; however, empowerment has not been adequately considered. Empowerment and training of individuals on implicit gender bias are essential since it avoids unintentional inequalities and discrimination in the social environment (Madsen & Andrade, 2018). Therefore, reducing implicit gender bias needs a constructive engagement.

Conclusively constructive collaboration with the women in different workplaces is essential for social diversity. The main idea for supporting constructive and inclusive conversation is to allow women to feel part of society. Constructive collaboration through education and empowerment is a suitable way to address implicit gender bias.

References

Breaking barriers: Unconscious gender bias in the workplace. (2017). International Labor Office, 1–16. https://doi.org/https://www.ilo.org/wcmsp5/groups/public/---ed_dialogue/---act_emp/documents/publication/wcms_601276.pdf

Field, A., & Tsvetkov, Y. (2020). Unsupervised discovery of implicit gender bias. arXiv preprint arXiv:2004.08361. https://doi.org/10.48550/arXiv.2004.08361

Madsen, S. R., & Andrade, M. S. (2018). Unconscious gender bias: Implications for women's leadership development. Journal of Leadership Studies, 12(1), 62-67. https://www.researchgate.net/profile/Maureen_Andrade/publication/325914582_Unconscious_Gender_Bias_Implications_for_Women's_Leadership_Development/links/5c6151d945851582c3ddb855/Unconscious-Gender-Bias-Implications-for-Womens-Leadership-Development.pdf

Miyake, N., & Shirouzu, H. (2019, April). Understanding and scaffolding constructive collaboration. In Proceedings of the twenty-fourth annual conference of the cognitive science society (pp. 48-48). Rutledge.