Did you know …
- The average cost of losing a medical school faculty member exceeds $400,000?
- Improving departmental climate can increase faculty retention, particularly for female faculty and faculty of color?
- Male and female faculty in departments with good climate write more papers and bring in more grant dollars?
- Women in more supportive climates experience lower levels of work-to-family conflict, even when working 70 hours per week?
The Bias Reduction in Medicine (BRIM) workshop can help improve your department climate by providing tools and strategies for addressing implicit bias among faculty members.
The BRIM workshop, a three-hour session, is one of the few interventions found to be effective in fostering bias-reducing behavioral change. Tested in a cluster randomized controlled study involving 19 departments of medicine, the workshop is requested repeatedly by other institutions and departments outside of internal medicine. In response to these requests, the BRIM investigators will offer this workshop virtually on three different dates in January 2022.
The BRIM workshop uses research examples relevant to faculty in academic medicine to illustrate how cultural stereotypes about diverse groups of people create unwanted cognitive habits that predispose the human mind to unintended (“implicit”) errors in perception, judgment, and decision-making. The workshop then provides participants with tools to help them break these unwanted habits: first, by providing labels to help participants diagnose common manifestations of bias (bias literacy), and then by offering specific evidence-based strategies participants can practice to help them overcome the unintended influence of cultural stereotypes.
After participating in the BRIM workshop, attendees should be able to:
- Describe how cultural stereotypes can lead to cognitive habits that advantage some groups and disadvantage other groups in academic science and medicine;
- Recognize and name at least three ways group stereotypes can bias perceptions and judgments including expectancy bias, role congruity, and reconstructing credentials;
- Practice at least three strategies found to help break the bias habit including reciting growth mindset and internal motivation messages, perceiving variability, and perspective taking.
Departments of Medicine Participating in the BRIM Randomized-Control Study
- Beth Israel Deaconess Medical Center
- Boston University
- Brown University
- Indiana University
- Johns Hopkins University
- Northwestern University
- Tufts University
- University of Colorado-Anschutz
- University of Florida
- University of Illinois-Chicago
- University of Minnesota
- University of Pittsburgh
- University of Rochester
- University of Texas Southwestern Medical Center
- University of Utah
- University of Virginia
- University of Washington
- University of Wisconsin-Madison
- Washington University in St. Louis
Effect of a Workshop to Break the Bias Habit for Internal Medicine Faculty: A Multisite Cluster Randomized Controlled Study
Carnes, Molly; Jennifer Sheridan; Eve Fine; You-Geon Lee; and Amarette Filut. 2023. “Effect of a Workshop to Break the Bias Habit for Internal Medicine Faculty: A Multisite Cluster Randomized Controlled Study.” Academic Medicine. Preprint: https://journals.lww.com/academicmedicine/Abstract/9900/Effect_of_a_Workshop_to_Break_the_Bias_Habit_for.456.aspx …
Sheridan, Jennifer; Eve Fine; Manuela Romero; Carmen Juniper Neimeko; Molly Carnes; Christine Bell; You-Geon Lee; and Casey Stockstill. 2021. Improving Department Climate Through Bias Literacy: One College’s Experience.” Journal of Women and Minorities in Science …
Carnes, Molly; Jennifer Sheridan; Eve Fine; You-Geon Lee; Amarette Filut; and Sharon Topp. 2021. “Engaging Faculty in a Workshop Intervention on Overcoming the Influence of Implicit Bias.” Journal of Clinical and Translational Science, 5(1), e135.
Fine, Eve; Jennifer Sheridan; Christine Fabian Bell; Molly Carnes; Carmen Juniper Neimeko; and Manuela Romero. 2018. “Teaching Academics About Microaggressions: A Workshop Model Adaptable to Various Audiences.” Understanding Interventions Journal. In press.
A Gender Bias Habit-Breaking Intervention Led to Increased Hiring of Female Faculty in STEMM Departments
Devine, Patricia G.; Patrick S. Forscher; William T. L. Cox; Anna Kaatz; Jennifer Sheridan; and Molly Carnes. 2017. “A Gender Bias Habit-Breaking Intervention Led to Increased Hiring of Female Faculty in STEMM Departments.” Journal of Experimental Social Psychology. 73(Nov): 211-215.
Isaac, Carol; Linda Baier Manwell; Patricia G. Devine; Cecilia Ford; Jennifer T. Sheridan; and Molly Carnes. 2016. “Difficult Dialogues: Faculty Responses to a Gender Bias Literacy Training Program.” The Qualitative Report. 21(7):1243-1265.
Carnes, Molly; Patricia G. Devine; Linda Baier Manwell; Angela Byars-Winston; Eve Fine; Cecilia E. Ford; Patrick Forscher; Carol Isaac; Anna Kaatz; Wairimu Magua; Mari Palta; and Jennifer Sheridan. 2015. “Effect of an Intervention to Break the Gender Bias Habit: A Cluster Randomized, Controlled Trial.” Academic Medicine. 90(2): 221-230.
Carnes, Molly; Patricia Devine; Carol Isaac; Linda Baier Manwell; Cecilia Ford; Angela Byars-Winston; Eve Fine; David Burke; and Jennifer Sheridan. 2012. “Promoting Institutional Change Through Bias Literacy.” Journal of Diversity in Higher Education. 5(2): 63-77. PMID: 22822416. PMCID: PMC3399596.
Carnes, Molly; Jo Handelsman; and Jennifer Sheridan. 2005. “Diversity in Academic Medicine: The Stages of Change Model.” Journal of Women’s Health. 14(6):471-475.
Forscher, Patrick. (2015). “The Individually-Targeted Habit-Breaking Intervention and Group-Level Change.” Doctoral Dissertation: University of Wisconsin-Madison.
In 2015, Devine partnered with Molly Carnes, the director of the UW’s Center for Women’s Health Research, to examine, and potentially reduce, gender bias in departmental units covering all fields of science, engineering, and medicine …
The Gender Action Portal at Harvard University has selected the Devine et al. 2017 paper “A gender bias habit-breaking intervention led to increased hiring of female faculty in STEMM departments” in their database. The Women …
The Gender Action Portal at Harvard University has selected the Carnes et al. 2015 paper “The Effect of an Intervention to Break the Gender Bias Habit for Faculty at One Institution: A Cluster Randomized, Controlled …
“How training doctors in implicit bias could save the lives of black mothers.” Elizabeth Chuck. May 11, 2018. NBC News.
“Deeply entrenched gender bias in academic medicine is treatable.” February 27, 2018. Ted Bosworth. Clinical Psychiatry News.
“New Initiatives Offer Jobs, Funding to Women Only.” Ashley Yeager. The Scientist. January 5, 2018.
“Yes, You Have Implicit Biases, Too.” David Gooblar. The Chronicle of Higher Education. November 19, 2017.
“These female engineers increased their job offers by 47% in only 2 hours.” Heidi Moore. Ladders. July 20, 2017.
“Could a Two-Hour Workshop Help Get More Women Hired in STEM?” Jesse Singal. The Cut. July 12, 2017.
“Is this how discrimination ends?” Jessica Nordell. The Atlantic. May 7, 2017.
"Gender bias: how to break the habit.” Advances & Insights: the NIH Women in Science Newsletter. 9(6): November/December 2016.
“Stop Bias and Start Change in STEM.” Beth Mitchneck. The Hill/Congress Blog. May 6, 2016.
Feature Articles: The Effect of an Intervention to Break the Gender Bias Habit for Faculty at One Institution: A Cluster Randomized, Controlled Trial
“Feature Articles: The Effect of an Intervention to Break the Gender Bias Habit for Faculty at One Institution: A Cluster Randomized, Controlled Trial.” NIH Updates on Women in Science Newsletter. Volume 8, Issue 1, January 2015.
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