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Interdependence approaches to prejudice reduction are based on psychologist, Morton Deutsch's, theory of interdependence. [2] According to this theory, when two groups realize that they have a common issue that can only be solved by pooling their resources together, they are more likely to engage in cooperative behaviors.
According to a meta-analysis of 17 implicit bias interventions, counterstereotype training is the most effective way to reduce implicit bias. [14] In the area of gender bias, techniques such as imagining powerful women, hearing their stories, and writing essays about them have been shown to reduce levels of implicit gender bias on the IAT. [15]
The researchers concluded that "while the small number of experimental studies provide encouraging average effects... the effects shrink when the trainings are conducted in real-world workplace settings, when the outcomes are measured at a greater time distance than immediately following the intervention, and, most importantly, when the sample ...
There are few studies explicitly linking cognitive biases to real-world incidents with highly negative outcomes. Examples: One study [11] explicitly focused on cognitive bias as a potential contributor to a disaster-level event; this study examined the causes of the loss of several members of two expedition teams on Mount Everest on two consecutive days in 1996.
Affinity bias is often present in the workplace and can lead to the subconscious filtering of candidates. [ 6 ] [ 7 ] [ 8 ] In recruitment , candidates who attended the same university as the hiring manager may be given preference. [ 6 ]
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An implicit bias or implicit stereotype is the pre-reflective attribution of particular qualities by an individual to a member of some social out group. [1]Implicit stereotypes are thought to be shaped by experience and based on learned associations between particular qualities and social categories, including race and/or gender. [2]
Taste-based discrimination is an economic model of labor market discrimination which argues that employers' prejudice or dislikes in an organisational culture rooted in prohibited grounds can have negative results in hiring minority workers, meaning that they can be said to have a taste for discrimination. The model further posits that ...