Demonstrating the Cumulative Effects of Unconscious Bias With Wages-Academic (Workshop Activity for Gender Equity Simulation): Short- And Long-Term Impact on Faculty and Administrators

Domination and Objectification: Men’s Motivation for Dominance Over Women Affects Their Tendency to Sexually Objectify Women

“…In line with the common saying that “knowledge is power,” gaining insights about the motivations underlying their sexual objectification by men may empower women. Researchers found that knowledge about gender issues (e.g., learning about how gender stereotypes contribute to bias against women; Shields et al, 2011; Zawadzki, Shields, Danube, & Swim, 2014) is associated with women’s greater feelings of self-efficacy (Zawadzki, Danube, & Shields, 2012), willingness to engage in actions to reduce gender bias (Moss-Racusin et al, 2016), and incorporation of policies and practices to reduce gender bias in their own institutions (Shields, Mccormick, Dicicco, & Zawadzki, 2018).…”

Unconscious Bias Interventions for Business: An Initial Test of WAGES‐Business (Workshop Activity for Gender Equity Simulation) and Google's “re:Work” Trainings

“…WAGES-Academic also enhances people's tendencies to take action (criterion 7). WAGES-Academic has resulted in self-reported behavioral change in participants' actions 2-4 years postactivity (Shields, McCormick, Dicicco, & Zawadzki, 2018). A second identified mediator of the intervention's effectivess is WAGES-Academic's ability to promote self-efficacy (Zawadzki et al, 2012(Zawadzki et al, , 2013, or feelings of personal control (e.g., Bandura, 2004), to address unconscious bias.…”

“…For Study 2b, in line with findings of Studies 1 and 2a, we predicted both WAGES-Business and Google's training would result in greater recognition of bias in vignettes and intentions to confront bias than a control (Hypotheses 1 and 2). Further, we predicted that WAGES-Business would be more effective than Google's training due to past findings of WAGES-Academic's long-term effectiveness (e.g., Shields et al, 2018;Zawadzki et al, 2013) and due to the limited long-term effectiveness suggested by Google's internal evaluation of its training (Hypothesis 3).…”

“…We predicted, based on findings from Studies 1 and 2a, that both WAGES‐Business and Google's training would result in higher rates of recognition of bias and willingness to confront bias, when bias was present, than a control (Hypotheses 1 and 2). We predicted, based on past demonstrations of the long‐term effectiveness of WAGES‐Academic (e.g., Shields et al., 2018; Zawadzki et al., 2013) and the limited long‐term effectiveness of Google's training suggested by their internal evaluation results, that when bias was present, WAGES‐Business participants would recognize bias in new vignettes and be willing to confront bias to a greater degree than Google's training participants (Hypothesis 3). Situations in which no bias was present were included as a control.…”