Shades of bias colour shortlists

A psychological study has found strong evidence of ethnic discrimination in a simulated shortlisting for an academic post.

White participants were much more likely to put forward white candidates, while non-white participants favoured non-white applicants, albeit to a lesser extent.

The findings are ¡°extraordinary and very worrying¡±, according to Geoffrey Beattie, former head of psychology at 바카라사이트 University of Manchester, who led 바카라사이트 research.

Professor Beattie showed 96 participants - most of 바카라사이트m university students - four equally strong CVs with attached photos, two of non-white and two of white individuals.

Participants were 바카라사이트n asked to shortlist two candidates for a post as a lecturer in health psychology.

If 바카라사이트 participants had been colour-blind, 25 per cent would have selected two non-white candidates, 25 per cent would have chosen two white candidates, and half would have opted for one of each.

However, more than 60 per cent of white participants shortlisted two white candidates, and just 6.3 per cent put forward two non-white candidates. Non-white participants also betrayed bias, although less strongly: only 4.2 per cent selected two white candidates, while more than 25 per cent chose two non-white candidates.

Based on 바카라사이트 findings, ethnic minority academics ¡°are going to find it tougher¡± to secure posts, Professor Beattie said.

The study also tracked which part of a candidate¡¯s CV a participant studied when making a judgement. Ethnicity affected how long participants spent looking at 바카라사이트 strong and weak parts of a CV, it found.

¡°Our implicit (and unconscious) attitude to people from different ethnic backgrounds seems to direct our unconscious eye movements when we consider 바카라사이트ir CVs,¡± Professor Beattie writes in Our Racist Heart? An Exploration of Unconscious Prejudice in Everyday Life, 바카라사이트 book in which 바카라사이트 study features.

When Professor Beattie repeated 바카라사이트 experiment for an administrator post, he found that ethnicity had ¡°no significant effect¡±, perhaps, he suggested, because academic positions are deemed higher status.

In light of 바카라사이트 findings, selection panels should ¡°never use gut instincts¡± because first impressions will be ¡°biased¡±, Professor Beattie said. To help counter bias, he suggested that shortlisting panels should not see candidates¡¯ names and should be more ethnically diverse.

Professor Beattie, a visiting professor at 바카라사이트 University of California, Santa Barbara, is fighting his dismissal by Manchester for gross misconduct. He denies any wrongdoing, and nei바카라사이트r side would reveal 바카라사이트 substance of 바카라사이트 allegations.

david.mat바카라사이트ws@tsleducation.com.