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Journal articles on the topic 'Race and gender bias'

Author: Grafiati

Published: 7 June 2025

Last updated: 2 August 2025

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1

Garb, Howard N. "Race Bias, Social Class Bias, and Gender Bias in Clinical Judgment." Clinical Psychology: Science and Practice 4, no. 2 (1997): 99–120. http://dx.doi.org/10.1111/j.1468-2850.1997.tb00104.x.

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Garb, Howard N. "Race bias and gender bias in the diagnosis of psychological disorders." Clinical Psychology Review 90 (December 2021): 102087. http://dx.doi.org/10.1016/j.cpr.2021.102087.

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Koushik, Prasad. "Unveiling Bias: Implicit Bias in Hiring and Promotion Process." Journal of Research and Review in Human Resource Management & Labour Studies 1, no. 2 (2024): 39–49. https://doi.org/10.5281/zenodo.14033498.

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<em>This has a look at investigates the effect of implicit bias in hiring and advertising methods, focusing on race and ethnicity bias, capacity bias, and gender bias as unbiased variables influencing hiring decisions, the established variable. Implicit biases operate unconsciously and may considerably have an effect on recruitment and development opportunities within groups. This research explores how these biases manifest in diverse levels of the hiring and advertising process, together with activity postings, resume evaluations, interviews, and performance exams. The have a look at also ana

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Harris, Allison P., and Maya Sen. "Bias and Judging." Annual Review of Political Science 22, no. 1 (2019): 241–59. http://dx.doi.org/10.1146/annurev-polisci-051617-090650.

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How do we know whether judges of different backgrounds are biased? We review the substantial political science literature on judicial decision making, paying close attention to how judges' demographics and ideology can influence or structure their decision making. As the research demonstrates, characteristics such as race, ethnicity, and gender can sometimes predict judicial decision making in limited kinds of cases; however, the literature also suggests that these characteristics are far less important in shaping or predicting outcomes than is ideology (or partisanship), which in turn correla

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Thomas, Jonathan Norris, David Brown, Kristin Reeves, Molly H. Fisher, Cindy Jong, and Edna O. Schack. "Connections Between Pre-service Teachers’ Professional Noticing and Perceptions of Race and/or Gender." Education and Society 41, no. 2 (2023): 49–67. http://dx.doi.org/10.7459/es/41.2.04.

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This study examined potential bias with respect to perceived gender and race in pre-service teachers’ professional noticing of children’s mathematical thinking. The goal of the study was to explore emerging connections between professional noticing and equity concerns in mathematics education and discover the extent to which such noticing may be influenced by a student’s race and gender. A sample of 151 preservice teachers participated, and our findings suggest that bias tends to emerge in the interpreting phase of professional noticing; however, such emergence was not statistically significan

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Hoff, Lee Ann. "Comments on Race, Gender, and Class Bias in Nursing." Medical Anthropology Quarterly 8, no. 1 (1994): 96–99. http://dx.doi.org/10.1525/maq.1994.8.1.02a00080.

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Chávez, Kerry, and Kristina M. W. Mitchell. "Exploring Bias in Student Evaluations: Gender, Race, and Ethnicity." PS: Political Science & Politics 53, no. 2 (2019): 270–74. http://dx.doi.org/10.1017/s1049096519001744.

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ABSTRACTResearch continues to accumulate showing that in instructor evaluations students are biased against women. This article extends these analyses by examining the dynamics between evaluations and gender and race/ethnicity. In a quasi-experimental design, faculty members teaching identical online courses recorded welcome videos that were presented to students at the course onset, constituting the sole exposure to perceived gender and race/ethnicity. This enables exploration of whether and to what degree the instructors’ characteristics influenced student evaluations, even after holding all

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Berger, Mark C., and Darrell E. Glenn. "Selectivity bias and earnings differences by gender and race." Economics Letters 21, no. 3 (1986): 291–96. http://dx.doi.org/10.1016/0165-1765(86)90190-4.

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Liu, Jieli, and Haining Wang. "Assessing Gender and Racial Bias in Large Language Model‐Powered Virtual Reference." Proceedings of the Association for Information Science and Technology 61, no. 1 (2024): 576–80. http://dx.doi.org/10.1002/pra2.1061.

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ABSTRACTTo examine whether integrating large language models (LLMs) into library reference services can provide equitable services to users regardless of gender and race, we simulated interactions using names indicative of gender and race to evaluate biases across three different sizes of the Llama 2 model. Tentative results indicated that gender test accuracy (54.9%) and racial bias test accuracy (28.5%) are approximately at chance level, suggesting LLM‐powered reference services can provide equitable services. However, word frequency analysis showed some slight differences in language use ac

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Begic, Dinka, Clemens Janda-Martinac, Marija Vrdoljak, and Livia Puljak. "Reporting and analyses of sex/gender and race/ethnicity in randomized controlled trials of interventions published in the highest-ranking anesthesiology journals." Journal of Comparative Effectiveness Research 8, no. 16 (2019): 1417–23. http://dx.doi.org/10.2217/cer-2019-0071.

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Aim: We assessed reporting of data on sex/gender and race/ethnicity in randomized controlled trials of interventions published in the highest-ranking anesthesiology journals from 2014 to 2017. Methods: We extracted data regarding terminology for sex/gender, proportion of participants according to the race/gender and race/ethnicity, and results shown for the race/gender and race/ethnicity. Results: Among the analyzed 732 trials, few stratified allocation of participants on the basis of sex/gender and race/ethnicity, few reported results for sex/gender or race/ethnicity and the outcomes reported

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Saville, Kevin, Derek Berger, and Jacob Levman. "Mitigating Bias Due to Race and Gender in Machine Learning Predictions of Traffic Stop Outcomes." Information 15, no. 11 (2024): 687. http://dx.doi.org/10.3390/info15110687.

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Traffic stops represent a crucial point of interaction between citizens and law enforcement, with potential implications for bias and discrimination. This study performs a rigorously validated comparative machine learning model analysis, creating artificial intelligence (AI) technologies to predict the results of traffic stops using a dataset sourced from the Montgomery County Maryland Data Centre, focusing on variables such as driver demographics, violation types, and stop outcomes. We repeated our rigorous validation of AI for the creation of models that predict outcomes with and without rac

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Nelson, Robert L., Ioana Sendroiu, Ronit Dinovitzer, and Meghan Dawe. "Perceiving Discrimination: Race, Gender, and Sexual Orientation in the Legal Workplace." Law & Social Inquiry 44, no. 04 (2019): 1051–82. http://dx.doi.org/10.1017/lsi.2019.4.

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Using quantitative and qualitative data from a large national sample of lawyers, we examine self-reports of perceived discrimination in the legal workplace. Across three waves of surveys, we find that persons of color, white women, and LGBTQ attorneys are far more likely to perceive they have been a target of discrimination than white men. These differences hold in multivariate models that control for social background, status in the profession and the work organization, and characteristics of the work organization. Qualitative comments describing these experiences reveal that lawyers of diffe

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Thiem, Kelsey C., Rebecca Neel, Austin J. Simpson, and Andrew R. Todd. "Are Black Women and Girls Associated With Danger? Implicit Racial Bias at the Intersection of Target Age and Gender." Personality and Social Psychology Bulletin 45, no. 10 (2019): 1427–39. http://dx.doi.org/10.1177/0146167219829182.

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We investigated whether stereotypes linking Black men and Black boys with violence and criminality generalize to Black women and Black girls. In Experiments 1 and 2, non-Black participants completed sequential-priming tasks wherein they saw faces varying in race, age, and gender before categorizing danger-related objects or words. Experiment 3 compared task performance across non-Black and Black participants. Results revealed that (a) implicit stereotyping of Blacks as more dangerous than Whites emerged across target age, target gender, and perceiver race, with (b) a similar magnitude of racia

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Calvert, Gemma Anne, Geoffrey Evans, and Abhishek Pathak. "Race, Gender, and the U.S. Presidency: A Comparison of Implicit and Explicit Biases in the Electorate." Behavioral Sciences 12, no. 1 (2022): 17. http://dx.doi.org/10.3390/bs12010017.

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Recent U.S. elections have witnessed the Democrats nominating both black and female presidential candidates, as well as a black and female vice president. The increasing diversity of the U.S. political elite heightens the importance of understanding the psychological factors influencing voter support for, or opposition to, candidates of different races and genders. In this study, we investigated the relative strength of the implicit biases for and against hypothetical presidential candidates that varied by gender and race, using an evaluative priming paradigm on a broadly representative sample

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Owens, Kentrell, Erin Freiburger, Ryan Hutchings, et al. "Face the Facts: Using Face Averaging to Visualize Gender-by-Race Bias in Facial Analysis Algorithms." Proceedings of the AAAI/ACM Conference on AI, Ethics, and Society 7 (October 16, 2024): 1101–11. http://dx.doi.org/10.1609/aies.v7i1.31707.

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We applied techniques from psychology --- typically used to visualize human bias --- to facial analysis systems, providing novel approaches for diagnosing and communicating algorithmic bias. First, we aggregated a diverse corpus of human facial images (N=1492) with self-identified gender and race. We tested four automated gender recognition (AGR) systems and found that some exhibited intersectional gender-by-race biases. Employing a technique developed by psychologists --- face averaging --- we created composite images to visualize these systems' outputs. For example, we visualized what an "av

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Riegle-Crumb, Catherine, and Melissa Humphries. "Exploring Bias in Math Teachers’ Perceptions of Students’ Ability by Gender and Race/Ethnicity." Gender & Society 26, no. 2 (2012): 290–322. http://dx.doi.org/10.1177/0891243211434614.

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This study explores whether gender stereotypes about math ability shape high school teachers’ assessments of the students with whom they interact daily, resulting in the presence of conditional bias. It builds on theories of intersectionality by exploring teachers’ perceptions of students in different gender and racial/ethnic subgroups and advances the literature on the salience of gender across contexts by considering variation across levels of math course-taking in the academic hierarchy. Analyses of nationally representative data from the Education Longitudinal Study of 2002 (ELS) reveal th

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Owen, Barbara A. "Race and Gender Relations among Prison Workers." Crime & Delinquency 31, no. 1 (1985): 147–59. http://dx.doi.org/10.1177/0011128785031001009.

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This article describes changes in the traditional guard cultures, which have resulted through Affirmative Action requirements of the State. These changes have given new meanings to traditional competition and divisions among the workers. Racial conflicts often parallel those within the prisoner culture. Gender conflicts reflect a conservative bias found in other blue collar occupations. These conflicts shape a new culture of the correctional worker and further contribute to the uneasy social order of the prison community.

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Rose, Suzanna. "Using live theatre to foster faculty inclusion." Open Access Government 39, no. 1 (2023): 320–21. http://dx.doi.org/10.56367/oag-039-10956.

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Using live theatre to foster faculty inclusion Florida International University’s Bystander Leadership™ programme has collaborated with professional live theatre artists to increase awareness of gender and race bias among faculty through evidence-based practices. Bystander Leadership™ uses live theatre to teach participants the five steps of bystander intervention and leadership. The first two steps are to notice and interpret when workplace interactions reflect gender or race bias. The US National Science Foundation ADVANCE program funds the AWED Theatre programme.

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Shaw, Steven R., and Jeffery P. Braden. "Race and Gender Bias in the Administration of Corporal Punishment." School Psychology Review 19, no. 3 (1990): 378–83. http://dx.doi.org/10.1080/02796015.1990.12085476.

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Dr. N. Seraman, Dr N. Seraman, and T. Selvakkumar T. Selvakkumar. "Race, Class and Gender Bias as Reflected in Toni Morrison Novel’s “ The Bluest Eye." Indian Journal of Applied Research 3, no. 2 (2011): 4–6. http://dx.doi.org/10.15373/2249555x/feb2013/2.

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HAWKESWORTH, MARY. "Congressional Enactments of Race–Gender: Toward a Theory of Raced–Gendered Institutions." American Political Science Review 97, no. 4 (2003): 529–50. http://dx.doi.org/10.1017/s0003055403000868.

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Investigating reports of marginalization from Congresswomen of color, I examine legislative practices in the 103rd and 104th Congresses to illuminate dynamics that structure hierarchies on the basis of race and gender. I advance an account of racing–gendering as a political process that silences, stereotypes, enforces invisibility, excludes, and challenges the epistemic authority of Congresswomen of color. Racing–gendering constitutes a form of interested bias operating in Congress, which has important implications for understandings of the internal operations of political institutions, the po

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Barzut, Vesna, and Suncica Zdravkovic. "Discrimination of faces of the same and other race and gender modulated by familiarity." Psihologija 46, no. 1 (2013): 45–59. http://dx.doi.org/10.2298/psi1301045b.

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This study aimed to replicate, for the first time on Serbian population, the own-race bias (ORB), a classical effect from the face perception domain. The ORB was additionally contrasted with familiarity and the own-gender bias (OGB). Recognition accuracy for own race faces was higher in comparison both to African (Z=3.29, p<0.01) and Asian faces (Z= 2.59, p<0.01). The introduction of famous faces led to a significant drop in the ORB. However, in all of the conditions a ?seen before? effect was measured, suggesting better recognition for own race faces, independent of familiarity. The OGB

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Michaelis, Timothy L., Jeffrey M. Pollack, Paul Mulvey, Beth M. Ritter, and Jon C. Carr. "Gender Bias and Venture Funding: Discussing Bias in the Entrepreneurship Classroom." Entrepreneurship Education and Pedagogy 3, no. 2 (2019): 154–81. http://dx.doi.org/10.1177/2515127419879459.

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We report on the findings from an in-class experiment that represents a learning innovation which can enable classroom-based conversations about bias in the domain of entrepreneurship. More specifically, the present learning innovation explores gender bias in venture funding with regard to entrepreneurship. In an introduction to entrepreneurship class, we randomly assigned students to one of the three experimental conditions—students evaluated an executive summary for a venture either written by a woman, or a man, or one in which the gender was neutral (i.e., the control group). Students acted

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Vick, Astin D., and George Cunningham. "Bias against Latina and African American women job applicants: a field experiment." Sport, Business and Management: An International Journal 8, no. 4 (2018): 410–30. http://dx.doi.org/10.1108/sbm-11-2017-0073.

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Purpose The purpose of this paper is to examine bias among White raters against racial minority women seeking employment in fitness organizations. Design/methodology/approach The authors conducted a 2 (applicant perceived racial identity) × 2 (applicant race) × 2 (hiring directive) factorial design experiment, with participant rater gender serving as the within-subjects variable. Adults in the USA (n=238) who had or were currently working in the fitness industry participated in the study. Findings Results indicate that applicant presumed racial identity and rater gender had direct effects, whi

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Graycar, Reg. "Gender, race, bias and perspective: OR, how otherness colours your judgment." International Journal of the Legal Profession 15, no. 1-2 (2008): 73–86. http://dx.doi.org/10.1080/09695950802439734.

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Smarr, Kimberly Nelms, Rachelle Disbennett-Lee, and Amy Cooper Hakim. "Gender and Race in Ministry Leadership: Experiences of Black Clergywomen." Religions 9, no. 12 (2018): 377. http://dx.doi.org/10.3390/rel9120377.

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Despite the increase of seminary training, Black clergywomen continuously undergo subjugation, degradation, and humiliation in ministry leadership due to gender and race bias by clergymen. This article reports the findings of a qualitative study that examined the experiences of Black clergywomen regarding obstacles in ministry leadership and how these clergywomen ascribed meaning to their experiences. The two primary research questions were, “What are the experiences of Black clergywomen regarding obstacles in ministry leadership?” and “How do Black clergywomen attribute meaning to their exper

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Rahman, Muhammad Arinal. "Gender Bias in Academic Writing: Challenges and Equity Strategies." Muadalah 12, no. 1 (2024): 15–26. http://dx.doi.org/10.18592/muadalah.v12i1.12543.

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This review synthesizes existing research on the intricate relationship between gender and academic writing, exploring gendered writing styles, perceptions of writing quality, representation in academic publishing, intersectionality with other social identities, and interventions to promote gender equity. Findings reveal nuanced variations in writing practices, with female scholars tending toward more tentative styles and male scholars favoring assertive approaches. Evaluation biases persist, perpetuating gender stereotypes that impact grading and recognition. Structural inequities manifest in

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Munoz, Isabel, Pyeonghwa Kim, Clea O'Neil, Michael Dunn, and Steve Sawyer. "Platformization of Inequality: Gender and Race in Digital Labor Platforms." Proceedings of the ACM on Human-Computer Interaction 8, CSCW1 (2024): 1–22. http://dx.doi.org/10.1145/3637385.

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We contribute empirical and conceptual insights regarding the roles of digital labor platforms in online freelancing, focusing attention to social identities such as gender, race, ethnicity, and occupation. Findings highlight how digital labor platforms reinforce and exacerbate identity-based stereotypes, bias and expectations in online freelance work. We focus on online freelancing as this form of working arrangement is becoming more prevalent. Online freelancing also relies on the market-making power of digital platforms to create an online labor market. Many see this as one likely future of

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Ansolabehere, Stephen, and Eitan Hersh. "Gender, Race, Age and Voting: A Research Note." Politics and Governance 1, no. 2 (2013): 132–37. http://dx.doi.org/10.17645/pag.v1i2.97.

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In this brief analysis, we use a new dataset of two million voter registration records to demonstrate that gender, race, and age do not correlate with political participation in the ways that previous research has shown. Among Blacks and Latinos, women participate at vastly higher rates than men; many Blacks participate at higher rates than Whites; and the relationship between age and participation is both not linear and varies by race and gender. Survey research is unable to capture the true relationship between demographics and participation on account of survey bias and, more importantly, t

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Fitria, Tira Nur. "Gender Bias in Translation Using Google Translate: Problems and Solution." Language Circle: Journal of Language and Literature 15, no. 2 (2021): 285–92. http://dx.doi.org/10.15294/lc.v15i2.28641.

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This study discusses gender bias in terms of language especially from Indonesian into English translation by using Google Translate. This research is descriptive qualitative research. The result shows that most likely every language has gender-biased sides, including English because the type of society in the reality of life is more represented by men and women. In Google translate, the unequal differences between men and women translated into google translate causes the system to be considered biased and sexist towards gender. Whereas in fact, nowadays all genders can have various activities

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Aninze, Ashionye. "Artificial Intelligence Life Cycle: The Detection and Mitigation of Bias." International Conference on AI Research 4, no. 1 (2024): 40–49. https://doi.org/10.34190/icair.4.1.3131.

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The rapid expansion of Artificial Intelligence(AI) has outpaced the development of ethical guidelines and regulations, raising concerns about the potential for bias in AI systems. These biases in AI can manifest in real-world applications leading to unfair or discriminatory outcomes in areas like job hiring, loan approvals or criminal justice predictions. For example, a biased AI model used for loan prediction may deny loans to qualified applicants based on demographic factors such as race or gender. This paper investigates the presence and mitigation of bias in Machine Learning(ML) models tra

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Rosette, Ashleigh Shelby, Elizabeth Johnson, Ashley E. Martin, et al. "Race, Gender, and Intersectionality: New Research on Bias and Allyship in Organizations." Academy of Management Proceedings 2020, no. 1 (2020): 17604. http://dx.doi.org/10.5465/ambpp.2020.17604symposium.

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Scheck, Anne. "Race, Gender, and Age Affect Medical Care, So Why Does Bias Persist?" Emergency Medicine News 26, no. 5 (2004): 18. http://dx.doi.org/10.1097/00132981-200405000-00018.

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Wilson, Kyra, and Aylin Caliskan. "Gender, Race, and Intersectional Bias in Resume Screening via Language Model Retrieval." Proceedings of the AAAI/ACM Conference on AI, Ethics, and Society 7 (October 16, 2024): 1578–90. http://dx.doi.org/10.1609/aies.v7i1.31748.

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Artificial intelligence (AI) hiring tools have revolutionized resume screening, and large language models (LLMs) have the potential to do the same. However, given the biases which are embedded within LLMs, it is unclear whether they can be used in this scenario without disadvantaging groups based on their protected attributes. In this work, we investigate the possibilities of using LLMs in a resume screening setting via a document retrieval framework that simulates job candidate selection. Using that framework, we then perform a resume audit study to determine whether a selection of Massive Te

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Davidson, Jane W., and Richard Edgar. "Gender and Race Bias in the Judgement of Western Art Music Performance." Music Education Research 5, no. 2 (2003): 169–81. http://dx.doi.org/10.1080/1461380032000085540.

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Biernat, Monica, Molly Carnes, Amarette Filut, and Anna Kaatz. "Gender, Race, and Grant Reviews: Translating and Responding to Research Feedback." Personality and Social Psychology Bulletin 46, no. 1 (2019): 140–54. http://dx.doi.org/10.1177/0146167219845921.

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Grant-writing and grant-getting are key to success in many academic disciplines, but research points to gender gaps in both, especially as careers progress. Using a sample of National Institutes of Health (NIH) K-Awardees—Principal Investigators of Mentored Career Development Awards—we examined gender and race effects in response to imagined negative grant reviews that emphasized either promise or inadequacy. Women translated both forms of feedback into worse NIH priority scores than did men and showed reduced motivation to reapply for funding following the review highlighting inadequacy. Tran

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Lei, Ryan F., Rachel A. Leshin, and Marjorie Rhodes. "The Development of Intersectional Social Prototypes." Psychological Science 31, no. 8 (2020): 911–26. http://dx.doi.org/10.1177/0956797620920360.

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Race and gender information overlap to shape adults’ representations of social categories. This overlap may contribute to the psychological “invisibility” of people whose race and gender identities are perceived to have conflicting stereotypes. The present research ( N = 249) examined when race begins to bias representations of gender across development. Children and adults engaged in a speeded task in which they categorized photographs of faces of women and men from three racial categories: Asian, Black, and White (four photographs per gender and racial group). In Study 1, participants were s

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Jacques, Sarah A., Danielle E. Ross, and Megan K. McCarty. "Perceptions of Nonbinary Identifying Individuals: Through the Lens of Gender and Race." Psi Chi Journal of Psychological Research 27, no. 1 (2022): 46–58. http://dx.doi.org/10.24839/2325-7342.jn27.1.46.

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Gender nonbinary individuals are those who do not identify as women or men (Monro, 2019). Their experiences are understudied; however, it is well-established that those with underrepresented identities are at a greater risk for discrimination than their White, cisgender, and straight peers (Reisner et al., 2016). There has been an increase in violence toward gender nonbinary individuals and people of color in recent years. We tested whether gender nonbinary people would be perceived differently than their gender binary counterparts and explored whether these potential effects would be moderate

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Dr., Jayendra Singh Rathore. "Examining the influence of race and socioeconomic status on sentencing decisions in criminal courts." International Journal of Advance Research in Multidisciplinary 2, no. 2 (2024): 305–8. https://doi.org/10.5281/zenodo.14210714.

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This study examined the relationships between gender, age, and race as they pertain to sentence using a trichotomized dependent variable. A racial and gender disparity in sentencing was exacerbated, according to the findings, since Black men were more likely to get jail terms rather than probation. Prejudice and other extralegal factors contribute to sentencing disparities in the United States criminal justice system, as shown in earlier research. In response to these disparities, reforms have been implemented throughout the criminal justice system. In order to further our understanding of thi

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Chin, Mark J., David M. Quinn, Tasminda K. Dhaliwal, and Virginia S. Lovison. "Bias in the Air: A Nationwide Exploration of Teachers’ Implicit Racial Attitudes, Aggregate Bias, and Student Outcomes." Educational Researcher 49, no. 8 (2020): 566–78. http://dx.doi.org/10.3102/0013189x20937240.

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Theory suggests that teachers’ implicit racial attitudes affect their students, but large-scale evidence on U.S. teachers’ implicit biases and their correlates is lacking. Using nationwide data from Project Implicit, we found that teachers’ implicit White/Black biases (as measured by the implicit association test) vary by teacher gender and race. Teachers’ adjusted bias levels are lower in counties with larger shares of Black students. In the aggregate, counties in which teachers hold higher levels of implicit and explicit racial bias have larger adjusted White/Black test score inequalities an

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Vanderminden, Jennifer, and Jennifer J. Esala. "Beyond Symptoms: Race and Gender Predict Anxiety Disorder Diagnosis." Society and Mental Health 9, no. 1 (2018): 111–25. http://dx.doi.org/10.1177/2156869318811435.

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Research shows an unequal distribution of anxiety disorder symptoms and diagnoses across social groups. Bridging stress process theory and the sociology of diagnosis and drawing on the National Longitudinal Study of Adolescent to Adult Health, we examine inequity in the prevalence of anxiety symptoms versus diagnosis across social groups (the “symptom-to-diagnoses gap”). Bivariate findings suggest that while several disadvantaged groups are more likely to experience symptoms of anxiety, they are not more likely to receive a diagnosis. Multivariate results indicate that after controlling for an

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Daniel, Dominique. "Gender, Race, and Age of Librarians and Users Have an Impact on the Perceived Approachability of Librarians." Evidence Based Library and Information Practice 8, no. 3 (2013): 73. http://dx.doi.org/10.18438/b8jp5h.

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Objective – To assess how the age, gender, and race characteristics of library users affect their perceptions of the approachability of reference librarians with similar or different demographic characteristics.  Design – Image rating survey.  Setting – Large, three-campus university system in the United States.  Subjects – There were 449 students, staff, and faculty of different ages, gender, and race.  Methods – In an online survey respondents were presented with images of hypothetical librarians and asked to evaluate their approachability, usi

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Lemieux, Mackenzie Emily, Rebecca Zhang, and Francesca Tripodi. "“Too Soon” to count? How gender and race cloud notability considerations on Wikipedia." Big Data & Society 10, no. 1 (2023): 205395172311654. http://dx.doi.org/10.1177/20539517231165490.

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While research has explored the extent of gender bias and the barriers to women's inclusion on English-language Wikipedia, very little research has focused on the problem of racial bias within the encyclopedia. Despite advocacy groups' efforts to incrementally improve representation on Wikipedia, much is unknown regarding how biographies are assessed after creation. Applying a combination of web-scraping, deep learning, natural language processing, and qualitative analysis to pages of academics nominated for deletion on Wikipedia, we demonstrate how Wikipedia's notability guidelines are unequa

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Ogungbe, Oluwabunmi, Amal K. Mitra, and Joni K. Roberts. "A systematic review of implicit bias in health care: A call for intersectionality." IMC Journal of Medical Science 13, no. 1 (2019): 005. http://dx.doi.org/10.3329/imcjms.v13i1.42050.

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Background and objectives: Health disparities are a growing concern in health care. Research provides ample evidence of bias in patient care and mistrust between patient and providers in ways that could perpetuate health care disparities. This study aimed to review existing literature on implicit bias (or unconscious bias) in healthcare settings and determine studies that have considered adverse effects of bias of more than one domain of social identity (e.g., race and gender bias) in health care. Methods: This is a systematic review of articles using databases such as EBSCO, Embase, CIN

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Dionne-Odom, James Nicholas, Katherine A. Ornstein, Andres Azuero, et al. "Bias reported by family caregivers of healthcare team support when assisting patients with cancer-related decision-making." Journal of Clinical Oncology 40, no. 16_suppl (2022): 12015. http://dx.doi.org/10.1200/jco.2022.40.16_suppl.12015.

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12015 Background: Individuals receiving healthcare services often experience differential treatment based on their personal identity characteristics (e.g., age, race, gender), including in the context of shared decision making with clinicians. Yet, little is reported about the extent of bias experienced by family and friend caregivers from the clinician support they and patients receive when making cancer-related decisions. Methods: Analysis of data from a nationally-representative U.S. online survey conducted by CancerCare (2/2021-7/2021) of family caregivers of patients with cancer (N = 2,70

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Akos, Patrick, and Jennifer Kretchmar. "Gender and Ethnic bias in Letters of Recommendation: Considerations for School Counselors." Professional School Counseling 20, no. 1 (2016): 1096–2409. http://dx.doi.org/10.5330/1096-2409-20.1.102.

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School counselors write letters of recommendation for students pursuing postsecondary education and help teachers and staff prepare for this task. Although letters of recommendation may impact admission and scholarship opportunities, research about equity and bias in letters is minimal as compared to standardized tests, teacher expectations, and grading practices. In this study, researchers analyzed letters of recommendation for evidence of gender and racial bias. Results demonstrate small but significant differences by gender and race in the average length of letters as well as the types of l

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Millar, Hayli, and Tamara O’Doherty. "Racialized, Gendered, and Sensationalized: An examination of Canadian anti-trafficking laws, their enforcement, and their (re)presentation." Canadian Journal of Law and Society / Revue Canadienne Droit et Société 35, no. 1 (2020): 23–44. http://dx.doi.org/10.1017/cls.2020.2.

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AbstractIn Canada, there are persistent allegations and some empirical evidence suggesting racialized police bias; certain (non-White) groups appear to face over-enforcement as criminal suspects and under-enforcement as victims. Yet, it is challenging to prove or disprove these claims. Unlike other countries, where governments routinely publish police-reported crime and criminal court data identifying the race/ethnicity of criminal suspects and victims, Canada maintains a ban on the publication of such data. In this article, using an intersectional and critical analysis, we examine 127 prosecu

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Haas, Eric, Mariama Smith Gray, and Gustavo E. Fischman. "The relationship of implicit bias to perceptions of teaching ability: examining good looks, race, age, and gender." Educação Online 14, no. 32 (2019): 206–36. http://dx.doi.org/10.36556/eol.v14i32.688.

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Education leaders consistently make quick decisions that have substantial impacts on the students and educators, with whom they work, often based on ambiguous and incomplete information. Thus, in this fast-paced, imperfect decision-making environment, implicit, unconscious biases can influence their decisions. To become better decision-makers, education leaders must learn to identify their implicit biases and then minimize their negative influences. In this study of 1,751 U.S. participants, we examine perceptions of teaching ability based solely on a person’s appearance and how this initial pe

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Gauer, Jacqueline L., Taj Mustapha, and Claudio Violato. "Race and Gender Bias in Clerkship Grading." Teaching and Learning in Medicine, June 19, 2023, 1–8. http://dx.doi.org/10.1080/10401334.2023.2224789.

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Brooks, James E., Chandler K. Hawkins, and Dionne A. White. "Same‐race bias in romantic attraction among young adults: Daters' race, gender, and racial ideologies." Personal Relationships, November 18, 2024. http://dx.doi.org/10.1111/pere.12577.

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AbstractRace and attraction studies are gaining popularity as conceptual frameworks explore the associations between racism, color blindness, race, and attraction. This study investigates the association between race and attraction by examining the connection between racial ideologies and bias. Same‐race bias in attraction is well documented in existing literature. This study explores whether the strength of same‐race bias is associated with color‐blind racial ideology, multiculturalism, and racial group membership. A sample of 374 Black and White young adults rated the attractiveness of six d

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