I have been planning to do a post on diversity in graduate education, but it requires me being vulnerable and I wasn’t even sure how to even do it. On Tuesday, in my first-year graduate proseminar, we had a session on implicit bias, micro-aggressions, and micro-resistance, and ironically, 2016 was the first year that I have included this session. I thought as I taught that class that the glass ceiling would be shattered that night and that the need for a class on these topics would become less necessary over time. How wrong I was. Now, more than ever, the necessity of promoting diversity, and strategies for dealing with implicit bias in the academy and life, have never been more important.
What is implicit bias?
Implicit bias is a major pathway through which privilege is enacted. Using the definition from Ohio State’s Kirwan Institute: “implicit bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. These biases, which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual’s awareness or intentional control. Residing deep in the subconscious, these biases are different from known biases that individuals may choose to conceal for the purposes of social and/or political correctness. Rather, implicit biases are not accessible through introspection.”