school-to-prison pipeline in indian country addressing implicit bias · school-to-prison pipeline...

School-to-Prison Pipeline in Indian Country

Addressing Implicit Bias

Morgan Craven

Texas Appleseed, School‐to‐Prison Pipeline

Sarah Redfield

ABA Coalition on Racial & Ethnic Justice & UNH

1(c) Sarah Redfield 2016 all rights reservedINTRO

Are you biased ?

• Do you judge every student / client / applicant / party by his or her abilities only?

• What about those who are a bit emotionally “odd”?

• What about women who are “frumpy”?

INTRO (c) Sarah Redfield 2016 all rights reserved 3

**Judging talent

https://www.youtube.com/watch?v=RxPZh4AnWyk&feature=youtu.be&t=26

http://www.susanboylemusic.com4(c) Sarah Redfield 2016 all rights reservedINTRO

If

https://www.youtube.com/watch?v=RxPZh4AnWyk&feature=youtu.be&t=26

Anyone who thought she was going to sound like she sounded before heard her

the first time, you probably know everything I’m going to say . . .

5(c) Sarah Redfield 2016 all rights reservedINTRO

INTRODUCTIONS

+INTRO (c) Sarah Redfield 2016 all rights reserved 6

WHAT Brings US HERE?

+INTRO (c) Sarah Redfield 2016 all rights reserved 7

THE BIG QUESTION*


Why are the manifestations of disproportionalities and inequities so large and so intransigent? Why is progress so slow?Many answers, focus here on one, new science around implicit bias.

“How does one explain persistent racial inequality in the face of declining racial prejudice?

This riddle. . . is the fundamental problem facing contemporary scholars of race in the United States . . .

A related and equally provocative question, however, is this: Why have we not answered this question yet?”

Phillip Atiba Goff(c) Sarah Redfield 2016 all rights reservedINTRO

Intro 10

Implicit Bias & Its Correlates

Introduction

Manifestations in the School-to-Prison Pipeline

Debiasing

Open Discussion

(c) Sarah Redfield 2016 all rights reserved10

BIG THEME


Understanding unintended or implicit biases, messages, and actions can

improve our ability to respond fairly & make fair decisions.

No blame


Because we are often responding with unintended and implicit biases or

associations, there is no blame.

DESPITE PROGRESS IN #S AND LAWS THE MANIFESTATION OF DISPROPORTIONALITY & INEQUITY REMAINS

stalled

(c) Sarah Redfield 2016 all rights reserved 13Intro/Manifestation

MANIFESTATIONS SCHOOL TO PRISON

Morgan Craven

Texas Appleseed et al.

14

6 out of 10

Particularly for Vague offenses

Unequal Harms

Out-of-School Suspensions by Race Grades K-2

(2013-14)

Most were discretionary

Particularly for Vague offenses

What’s Missing?

Some Studies- How it plays out

Tracking Eye Movements

Yale Child Study Center, 2016

Implicit Bias “Hot Spots”

• Ambiguity– Unfamiliar students or situations

• Distractions– High cognitive load

• Stress– Emotional duress

• Pressure– High stakes, time constraints

How is Implicit Bias Training Useful:1. Personal change

2. Large-scale change when adopted by many educators, administrators, policy

makers, and others

3. Vehicle to discuss race/racism, equity, and other difficult topics

4. Opportunity to employ proven methods like restorative justice

5. Make sense of disproportionalities

6. Identify opportunities for systemic change: policies and practices like overly-

punitive school discipline that allow the natural human tendencies like IB to

result in discriminatory outcomes must be addressed.

Implicit Bias Defined

+Implicit (c) Sarah Redfield 2016 all rights reserved 26

an unconscious association or preference that is so established as to operate outside of our awareness, without intent, or without control

Person who is implicitly biased:

IMPLICIT (c) Sarah Redfield 2016 all rights reservedBanaji & Greenwald 27

• Is UNAWARE that has such bias

•Makes unconscious assumptions about groups of individuals and situations

•Makes decisions based on such assumptions

ComparisonIMPLICIT ATTITUDES

reflect learned associations that can exist outside of conscious awareness or control.

EXPLICIT ATTITUDES

are deliberately generated and consciously experienced as one’s own.

IMPLICIT(c) Sarah Redfield 2016 all rights

reserved 28

Black Monopoly

IMPLICIT (c) Sarah Redfield 2016 all rights reserved 29

IMPLICIT (c) Sarah Redfield 2016 all rights reserved 30

without knowing that’s what I’m doing

• *You ask me if my decisions are biased in favor of the abled compared to disabled?

• I tell my HR person off the record there is no way I’ll ever hire a handicapped driver.

• You are in a wheelchair, I talk louder

The old way to measure bias…ASK

1 Strongly Disagree 2 Disagree 3 Neither Agree Nor Disagree 4 Agree 5 Strongly Agree

I would never discriminate.

Discrimination against blacks is no longer a problem in U.S.

People make more fuss about discrimination against Blacks than is necessary.

I consider racial discrimination to be a serious social problem.

31(c) Sarah Redfield 2016 all rights reservedIMPLICIT

The new way to measure…TEST

• New methods don’t rely on self-reporting.

• Implicit Association Test, Project Implicit, https://implicit.harvard.edu/implicit/IMPLICIT 32(c) Sarah Redfield 2016 all rights reserved

https://implicit.harvard.edu/implicit/

IMPLICIT ASSOCIATION TEST

MPLICIT IAT (c) Sarah Redfield 2016 all rights reserved 33

What has the IAT et al. shown?

• Implicit biases are pervasive.

•People are often unaware of their implicit biases.

• Implicit biases predict behavior.

•People differ in levels of implicit bias. IMPLICIT/IAT (c) Sarah Redfield 2016 all rights reserved

PROJECT IMPLICIT 34

IAT

IAT Native American / White Am /Foreign

42%

IAT Women & Family/Women & Career

IMPLICIT PROJECT IMPLICIT/CRENSHAW 36(c) Sarah Redfield 2016 all rights reserved

23%

Intersectionality

IAT European American / African American

IMPLICIT PROJECT IMPLICIT/IAT37(c) Sarah Redfield 2016 all rights reserved

29%

Statistically Small Effects of the Implicit Association Test Can Have Societally Large Effects

Anthony G. Greenwald, Mazarin R. Banaji & Brian A. Nosek, 108 J.

PERSONALITY & SOC. PSYCHOL. 553, 557 (2015)

38(c) Sarah Redfield 2016 all rights reservedImplicit

• Small effect over large number of people• Small effect repeated and repeated over small

number of people

Stepping back…The brain’s use of schemas explains the IAT.

(c) Sarah Redfield 2016 all rights reservedScience/Prime

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Priming - concept in memory that is then given increased weight in subsequent judgment tasks” and is “accessible so that it can be readily used in evaluating related objects.”

Science/Prime 40(c) Sarah Redfield 2016 all rights reserved

More simply . . .

When we bring a concept to mind, we also bring to mind other concepts that are closely associated with it, e.g., doctor/nurse, or, Black/criminal.

Priming: truth of the familiar

wrinkle, wise, bingo

random words

Science/prime(c) Sarah Redfield 2016 all rights reserved 42

Polite, helpful

(except . . .)

.

“sensitivity of implicit attitudes to priming effects

(i.e., to the influence of contextual factors)

has now been well established”

Sciene/Prime 43(c) Sarah Redfield 2016 all rights reserved

Primes response

• Words

• Context

• Faces

• People

• AND ONCE SEEN, PRIMES ARE HARD TO UNDO.

Science/Prime 44(c) Sarah Redfield 2016 all rights reserved

.

Stereotype is “the association of specific traits, roles, and characteristics with a person or a group based on group membership.”

Sometimes stereotypes are true.

46IMPLICIT/Stereotype (c) Sarah Redfield 2016 all rights reserved

But sometimes hard to know, then= schemas, primes, etc.

result in bias

Duncan 47(c) Sarah Redfield 2016 all rights reservedImplicit/Stereotype

Ambiguity leads to racial attribution.

Implicit/Stereotype Duncan 48(c) Sarah Redfield 2016 all rights reserved

Birt L. Duncan, Differential Social Perception and Attribution of Intergroup Violence: Testing the Lower Limits of Stereotyping of Blacks, 34 J. Personality & Soc. Psych., 590 (1976).

Skeptical?

49(c) Sarah Redfield 2016 all rights reservedIMPLICIT/SKEPTICAL

IMPLICIT/SKEPTICAL Barres 50(c) Sarah Redfield 2016 all rights

reserved

Would you hire this man?

Ben Barres

“I was born a woman. Thirteen years ago, at the age of 40, I decided to change my sex. I did this not to gain any male advantage, but rather, because of a lifelong gender identity confusion . . . [B]y far, the biggest difference I have noticed is that people who do not know that I was a woman treat me with far more respect. I can even complete a whole sentence without being interrupted by a man.” - Ben Barres, PhD, Professor of Neurobiology, and Chair of the Department of Neurobiology, Stanford University School of Medicine

Implicit/Skeptical NATURE 51(c) Sarah Redfield 2016 all rights reserved

IN- AND OUT-GROUPS

GROUP (c) Sarah Redfield 2016 all rights reserved 52

“Our strong conclusion is that, in present-day America, discrimination results more

from helping in-group members than from harming outgroup members.”

Anthony G. Greenwald & Thomas F. Pettigrew

53(c) Sarah Redfield 2016 all rights reservedGROUP

**Considering Cultural Groups

GROUP (c) Sarah Redfield 2016 all rights reserved 54

Cultural Groups are “… groups of people who consciously or unconsciously share identifiable values, norms, symbols, & some ways of living that are repeated & transmitted from one generation to another.”

We are all part of our own cultural groups.

GROUP 55(c) Sarah Redfield 2016 all rights reserved

We prefer our own. No matter how we define our own.

56(c) Sarah Redfield 2016 all rights reservedGroup

Henri Tajfel,Minimal Group Paradigm Studies(1979)

Cognitive consistency: If I am good, and I am Gray&Beige, then other

Gray&Beiges are also good.

Rudman & others 57(c) Sarah Redfield 2016 all rights reservedGROUP

.

But then there is STATUS

If Gray&Beige is bad, and I am Gray&Beige, Orange&Pink is good…

58(c) Sarah Redfield 2016 all rights reservedGROUP

Labels

As analogous to groups

Also with consequences

59(c) Sarah Redfield 2016 all rights reservedLABELS

Un-American

Limited English Proficiency

Intellectually disabled

Emotionally Disturbed

From a good family / bad one

Defiant / insubordinateDevos Vendantam 60(c) Sarah Redfield 2016 all rights reservedLABELS

Labels have consequences.

Show me the evidence

Can this be changed?

MICROMESSAGING

Micromessaging (c) Sarah Redfield 2016 all rights reserved 61

Recap Implicit biases

• Are dissociated from explicit biases

• Can and do influence decisions & actions (verbal/non)

• Can be contagious

GROUPS/Contagious (c) Sarah Redfield 2016 all rights reserved 63

Greg Willard, Kyonne-Joy Isaac, Dana R. Carney, 128 ORGANIZATIONAL BEHAVIOR

AND HUMAN DECISION

PROCESSES 96 (2015)

Recap Increasing evidence THAT

• Implicit association and cognition influence and predict REAL-WORLD BEHAVIOR & CONSEQUENCES

• “As disturbing as this evidence is, there is too much of it to be ignored.”

SCIENCE REALWORLD CONSEQUENCES(c) Sarah Redfield 2016 all rights reserved Kang & Banaji 64

Jerry Kang & Mahzarin Banaji Fair Measures: A Behavioral Realist Revision of Affirmative Action, 94 CALIF. L. REV. 1063 (2006).

All implicit in context

REAL WORLD CONSEQUENCES

65(c) Sarah Redfield 2016 all rights reservedSCIENCE REALWORLDCONSEQUENCES

Show me the great/lousy professor.

SCIENE REALWORLDCONSEQUENCES (c) Sarah Redfield 2016 all rights reserved 66

Lillian MacNell, et al. What’s in a Name: Exposing Gender Bias in Student Ratings of Teaching, J. COLLECTIVE BARGAINING IN THE

ACADEMY (2015)

• Male or perceived to be male statistically higher ratings.

• Direct comparison on timeliness, of posting grades a 4.35 out of 5 for male, 3.35 for female.


Show me the dumb lawyer.

• Thomas Meyer

• 3rd year associate

• NYU

• African American

SCIENCE REALWORLDCONSEQUENCES (c) Sarah Redfield 2016 all rights reservedReeves Colored by Race 67

• Thomas Meyer

• 3rd year associate

• NYU

• Caucasian

ARIN N. REEVES, COLORED BY RACE: BIAS IN THE

EVALUATION OF

CANDIDATES OF COLOR

BY LAW FIRM HIRING

COMMITTEES (2015)

Show me the dumb lawyer.

SCIENCE REALWORLDCONSEQUENCES (c) Sarah Redfield 2016 all rights reserved 68

TOLD AUTHOR WAS BLACK TOLD AUTHOR WAS WHITE

• Score: 3.2 • More identified

errors (5.8)• Needs lots of

work• Can’t believe

went to NYU

• Score: 4.1 • Fewer

identified errors (2.9)

• Generally good writer with potential

• Good analytic skills


“We find that…more personal fouls are awarded against players when they are officiated by an opposite-race officiating crew than when officiated by an own-race refereeing crew. These biases are sufficiently large that we find appreciable differences in whether predominantly black teams are more likely to win or lose, according to the racial composition of the refereeing crew.”

(c) Sarah Redfield 2016 all rights reservedSCIENCE REALWORLDCONSEQUENCES

Price & Wolfers 69

Show me the losing team.

Cumulative…

While implicit biases may seem subtle, the cumulative effects of repeatedly skewed perceptions and attributions likely have profound effects on life

outcomes.

Greenwald, Banaji, & Nosek, 2015 72(c) Sarah Redfield 2016 all rights reservedSummary

http://onlinelibrary.wiley.com/doi/10.1111/spc3.12210/full#spc312210-bib-0031

However, the path from implicit bias to discriminatory action is not inevitable. People's awareness of potential bias, their motivation and opportunity to control it, and sometimes their consciously held beliefs can determine whether biases in the mind will manifest in

action.

Greenwald, Banaji, & Nosek, 2015 73(c) Sarah Redfield 2016 all rights reservedSummary

http://onlinelibrary.wiley.com/doi/10.1111/spc3.12210/full#spc312210-bib-0031

debiasing Devine 75(c) Sarah Redfield 2016 all rights reserved

“Our data provide evidence demonstrating the power of the conscious mind to intentionally deploy strategies to overcome implicit bias.” Patricia Devine, Long-Term Reduction in Implicit Bias: A Prejudice Habit-Breaking Intervention

• To ameliorate or cause a break in the path of bias calls for a more reflective, mindful approach.

• While there is no blame in the quick shortcut working of our brains,also not an excuse.

76(c) Sarah Redfield 2016 all rights reserved

debiasing

Motivation

debiasing/Motivation (c) Sarah Redfield 2016 all rights reserved E.g., Monteith Devine 77

Margo J. Monteith, Schooling the Cognitive Monster: The Role of Motivation in the Regulation and Control of Prejudice

Nilanjana Dasgupta & Shaki Asgari, Seeing Is Believing.

There is good news. Motivation makes a difference.

There is good news.Motivation

Smith et al. Bioscience 78(c) Sarah Redfield 2016 all rights reserveddebiasing/Motivation

While the exact mechanisms for change continue to be researched, we know that implicit biases are malleable.

Even if trained…when?

• Simple problems

• Complicated problems

• Complex problems

• Critical discretionary decision points

debiasing/Discretion (c) Sarah Redfield 2016 all rights reserved 80

http://online-behavior.com/cartoons/wrong-problem

http://online-behavior.com/cartoons/wrong-problem

Awareness & Education

While research is still emerging, existing research supports initiatives that train us to become aware of our implicit biases—for example, by taking the Implicit Association Test (IAT)—and that educate us as to the manifestation of disparities and impacts of implicit bias in society.

debiasing 81(c) Sarah Redfield 2016 all rights reserved

Examples for trainingSome implicit responses can be interrupted by adopting new patterns of behavior such as by

– increased exposure to positive exemplars

– increased positive contact with counter-typical groups or behavior.


Counterstereotype

• “In rough terms, if we have a negative attitude toward some group, we need exposure to members of that group to whom we would have a positive attitude. If we have a particular stereotype about some group, we need exposure to members of that group that do not feature those particular attributes.”


Examples for Training

• Some implicit biases can be interrupted by adopting certain ways of thinking or analysis, to brake your thinking and reduce the easy accessibility of stereotypic knowledge and stereotypic response for example, by:–considering the opposite or plausible

alternative(s)—if the facts were applied to the father instead of the mother

debiasing (c) Sarah Redfield 2016 all rights reserved 85

Examples for training

• taking another’s perspective, or imagining yourself in the other person’s situation—if I found myself unemployed

• using if-then exercises, where goals are specifically set to be triggered at a certain event; for example, if I am deciding to detain a young person, then I will consider a set (given number) of options.

• using specific preventive steps such as checklists, bench cards, or decision guides.

:


Examples for training

Some implicit responses can be interrupted by attending to the particulars of a situation, such as, by

– individualizing attention (individuating), to consider the individual’s characteristics as apart from group stereotypes—thinking about the attributes of this particular person that distinguish him/her from his/her group

– also considering the individual apart from a given context

–slowing down enough to not just see what is expected

• and the reverse, considering what we do see—it’s

88(c) Sarah Redfield 2016 all rights reserved

Individuate.89

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debiasing/Individuate

Markus Brauer , et al., Describing a group in positive terms reduces prejudice less effectively than describing it in positive negative terms, 48 J. Experimental Social

You see what you expect, but …

Joshua Bell 90(c) Sarah Redfield 2016 all rights

reserved

debiasing/Attend/SWYE

Matthew Riccio, Shana Cole & Emily Balcetis, Seeing the Expected, the Desired, and the Feared: Influences on Perceptual Interpretation and Directed Attention, 7 Soc. & Personality Psychol. Compass 401 (2013).

JAY SMOOTH

debiasing (c) Sarah Redfield 2016 all rights reserved

Remember too,it’s not a one time fix(aka the dental hygiene approach)

TEDxHampshireCollege - Jay Smooth - How I Learned to Stop Worrying and Love Discussing Race

TEN+ TIPS for debiasing

1. Be motivated, it’s all about you.

2. Be trained.

3. Become aware.

4. Notice your environment.

5. Increase contact (approach & accept).

6. Consider different perspectives.

7. Modify your own approach to fit the decision /situation.

8. Modify organizational approaches.

9. INDIVIDUATE

10.Demand the evidence.

+ Be an active player or bystander.

++ Remember procedural justice.

debiasing94(c) Sarah Redfield 2016 all rights

reserved

Everywhere? Certainly the media

DISCUSSION (c) Sarah Redfield 2016 all rights reserved 96

"A young man walks through chest deep flood water after looting a grocery store in New Orleans on Tuesday."

"Two residents wade through chest-deep water after findingbread and soda from a local grocery store in New Orleans, Louisiana."

HOMEWORK 2

• Be engaged and accountable.

97Professor Sarah Redfield

INTERVENE against bias, especially if you can do so from a safe (and powerful) position…

school-to-prison pipeline in indian country addressing implicit bias · school-to-prison pipeline...

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