We all carry biases whether we like to admit it or not, but that’s not to say we can’t overcome them. We may even carry biases that we’re unaware of, these are unconscious biases or sometimes implicit biases. By becoming aware of our own biases we can prevent them from affecting our behavior and decisions. This not only creates a more equitable environment but will lead to better outcomes as we are not influenced by false beliefs.
At some point in your research career, and perhaps at many points, you may find yourself having to make decisions regarding someone else or their work. For reviewers, giving feedback and recommending rejection or publication is part and parcel of the task. Editors, similarly, will be making decisions about people’s work and may also be making appointments to other positions. Authors may also make choices about whom they choose to work with and whose work they read and cite. Just knowing the name of the person could give clues about gender or ethnicity and may be enough to allow an unconscious bias to impact a decision.
Breaking our own biases is one way we can all help create a more equitable world, a more equitable research landscape, and lead to better science.
On March 29th, 9am ET/2pm BST, join Shan Mukhtar, Director of Diversity, Equity, & Inclusion at Wiley, Dr Clark Holdsworth, Senior Manager, Communications & Partnerships, LetPub, and Eti Moore, Researcher Engagement Manager, Hindawi.
The event is online, free, and open to all.
After this webinar you will be able to recognize the following biases:
- Demographic bias: occurs when certain groups, such as women, people of color, or members of underrepresented minority groups, face discrimination or unequal treatment based on their personal characteristics, such as race, gender, or ethnicity.
- Institutional bias: occurs when researchers from less well-funded institutions or those working outside of major research centers face discrimination or unequal opportunities.
- Language bias: occurs when non-English-speaking researchers face discrimination or unequal opportunities due to the language of their research.
- Confirmation bias: occurs when decision-makers in the publication process have a preconceived idea of what constitutes good research and may overlook or dismiss work that doesn't fit this mould.
- Publication bias: occurs when only positive results are published and negative or inconclusive results are not reported, leading to a skewed view of the evidence.
- Peer reviewer bias: occurs when peer reviewers have personal biases that impact their evaluation of research.
You will receive a certificate of attendance after the session.
About the speakers
Shan Mukhtar, Director of Diversity, Equity, & Inclusion, Wiley
Shan Mukhtar (She/Her/Hers) is Director of Diversity, Equity, & Inclusion (DEI) for Wiley, serving both Wiley Research and the Global DEI Office. For the past ten years, her leadership in the academic and corporate sectors has focused on advancing strategies that embed DEI into talent recruitment, retention, and development, data analysis, and Environmental, Social and Governance (ESG) programs and policies. She earned her Master's and Ph.D. in Race and Ethnic Studies at Emory University. She currently lives in Atlanta, Georgia, USA.
Dr Clark Holdsworth, Senior Manager, Communications & Partnerships, LetPub.
Dr. Holdsworth oversees communications projects and partnerships at LetPub. LetPub has thousands of interactions with authors and journals annually. Dr. Holdsworth and the Learning Nexus Team filter these experiences into an intuitive and effective educational experience for authors and journal editors.
Eti Moore, Researcher Engagement Manager, Hindawi.
Eti handles journal management and editor recruitment and works with the Open Science team on new initiatives. Eti ensures editor recruitment at Hindawi is a data driven process and editorial boards are appropriately staffed to handle the number of submissions to the journal.