Reviewing appointment procedures

June 29, 2011 § 4 Comments

We’ve spent a lot of time in our department reading about implicit bias and stereotype threat, and brainstorming about ways to improve our appointment procedures.  Didn’t come up with anything earthshattering, but we did decide to be careful not to let job talk performance dominate our decision-making (which has always been official policy anyway).  (Experts recommend not letting any one factor dominate decision-making, since evaluation of that factor may be subject to implicit bias.  In addition, a job talk by a woman in an overwhelmingly male environment is likely to be stereotype-threat provoking.)  Did it make a difference?  Don’t know.  But we hired a really excellent woman.


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