Cognitive biases—the “mental shortcuts” we all use to help make quick decisions—are different from overt prejudice, but can still be detrimental to members of underrepresented groups. In the promotion and tenure process, these subtle preferences (like a tendency to feel more positively about someone similar to oneself; or a preference for established forms of disciplinary research) can impact BIPOC faculty’s time to tenure and promotion, and ultimately their engagement and retention at universities. In this EAB-facilitated simulation activity, promotion and tenure committees can practice recognizing these biases in a low-stakes setting. Committee members evaluate a fictional case study of a professor going up for tenure, discuss the biases that can influence tenure decisions, and learn what research tells us about the role of biases in BIPOC and underrepresented-minority (URM) faculty retention. This event will be hosted by Jennifer Latino, Angela Street, and Jarrell Anderson at EAB on October 6th, from 10 am to 12 pm.
Register Here: http://otl-events.du.edu/public/registration/6253
How it Works:
Identifying and Responding to Bias in Promotion and Tenure Decisions
Recommended audiences for EAB Promotion and Tenure Simulation Workshop:
Ways to bring this research to your institution