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Doris Reeves-Lipscomb

How Unconscious Bias Is Affecting Our Ability To Listen | Fast Company | Business + Inn... - 0 views

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    Fast Company article on how female voices are perceived differently (downgraded) from male voices, when they are offered in the same conversation and the same message is being conveyed. Women CAN improve the way they express themselves but there is a clear bias in how they will be perceived.
Doris Reeves-Lipscomb

Implicit Bias - AWIS - 0 views

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    Very interesting treatment of "Implicit Bias in STEM" on AWIS (Association for Women in Science) web site. Outlines the research detailed in video that we viewed in LeanIn Circle this week.
Doris Reeves-Lipscomb

How stereotypes impair women's careers in science - 1 views

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    scientific study in 2013/published in March 2014 on how gender bias leads to discrimination of women in science. Cited in Inc.
Doris Reeves-Lipscomb

You're Probably Getting Scammed By the Crowdsourced Hive Mind - CityLab - 0 views

  • researchers found that reviewers are easily manipulated by “social influence bias,” a feedback loop in which positive reviews beget more positive reviews
  • The Italian newspaper Italia a Tavola recently proved how necessary that enhanced insight is. Staffers scammed the ratings system by creating a profile for a fake restaurant in Moniga del Garda then posting 10 glowing ratings (under different usernames) over the course of a month, Jezebel reported. Within weeks, La Scaletta had the highest TripAdvisor ratings in town—despite the fact that it didn’t exist.
  • Why were people so quick to take the reviews at face value? “Stories that come from other people [are viewed as] much more believable than information from companies, because our working assumption is that [individuals] don't have an ulterior motive,” says Sarah G. Moore, assistant professor of marketing at the University of Alberta. Additionally, given a lack of identifying information, we
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    Interesting article by Jessica Leigh Hester, July 7, 2015 on CityLab that shows impact of "social influence bias" in crowdsourced opinions--good case for crap detection. Don't know how to get around it except look at other review sites, business's website, etc.
Doris Reeves-Lipscomb

The Art of Data Visualization | Off Book | PBS - YouTube - 0 views

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    Video on YouTube, posted May 9, 2013. "Style and aesthetics cannot rescue failed content." "Google Maps are visualization" helping people do something. "History of visualizing data is history of science" Not an aerie-faerie "Three things to inform your design--what you have to say and communicate, reader is not you and they will come with their own bias and assumptions, and data itself and what it has to say." Can communicate a lot of information very quickly--emotional impact, react to aesthetics of piece, presenting information in visual format is fastest way for them to engage with information." "Successful infographic tells a story. "Hero is one key element of piece." "Take complicated data and convert to something simple. Hours to seconds..." "Data are measurements of something" "Revelation--show us something we haven't seen before"
Doris Reeves-Lipscomb

Shireen Mitchell - 0 views

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    A bio of Shireen Mitchell on the National Council of Women's Organizations website. She is "ED of Digital Sisters/Sistas, a nonprofit organization on using media and technology to access self-sufficiency tools for women and children who are traditionally underserved." Has written "Gaining Daily Access to Science and Technology" in the book 50 Ways to Improve Women's Lives and Access to Technology: Race, Gender, Class Bias.
anonymous

What Works for Women at Work | The Clayman Institute for Gender Research - 0 views

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    "About This Video Many of the hurdles women face at work can be categorized into four patterns of bias. By seeing these patterns, women can stop feeling like their set-backs are purely personal failings, and start using the strategies outlined by Williams. ..."
Doris Reeves-Lipscomb

Kimberly Bryant: Break Down Your Biases - 99U - 0 views

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    want to watch this 22 minute presentation by Bryant, Black Girls Code founder, on biases
Doris Reeves-Lipscomb

White House women want to be in the room where it happens - The Washington Post - 0 views

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    Women amplifying what other women have said to get the attention of top decision maker and prevent men from being credited with the idea.
Doris Reeves-Lipscomb

Strategies for Retaining Female Engineers - IEEE Spectrum - 0 views

  • “Creating workplaces that have a lot of flexibility, that allow for people to work in a way that fits best with them, boosts creativity and job satisfaction,” Metcalf says, and these are the settings where women stay and thrive.
  • No matter what type of organization women work for, large or small, public or private, their relationships with their immediate bosses are critical to whether they feel engaged and content. The ideal supervisor is committed to his or her subordinates’ advancement and development, assigns stretch projects, and provides necessary support and feedback to help them be successful, Bilimoria says. And workplaces that employ women in higher levels are more apt to retain women at the lower levels. “There need to be multilevel champions [of women] from the top as well as from the bottom and the middle, because women are more sensitive to dealing with gender bias,” she says. Workplace initiatives that offer leadership development, mentoring, and networking for women reap the benefits by retaining women, Bilimoria’s research shows.
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    good lock at women with sTEM credentials and why they haven't stayed in field
Doris Reeves-Lipscomb

Why Women Lose Ambition | Shelly Darnutzer | LinkedIn - 0 views

  • As I reflected on my own experience over a 25-year career in technology, I realized that there is more to it than an oppressive male dominated environment and an unconscious bias in corporate cultures that hold us back. 
  • Personal power is the energy behind all your actions. 
  • It’s the way of putting your ideas, visions and inspirations out in the world.  When you’ve internalized negative beliefs and disempower yourself, you are shutting down the flow of energy to do meaningful work, to take action on your own behalf, and to trust your decision making process because you begin to live in a state of constant self-doubt and frustration.
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  • The costs of self-doubt are huge: think of all the opportunities that have been lost, ideas not shared, important questions not raised, and the ways you’ve held back from experiencing life on a bigger scale.
  • Over time, the result is a self-imposed limitation and loss of connection to why you are doing what you’re doing.  It is not uncommon to experience a certain amount of “deadness”, a loss of confidence in your abilities, a reluctance to try new things, and even a loss of health and vitality.
  • Internalization is the unconscious mental process where characteristics, beliefs, feelings and attitudes of other people are assimilated into your own self identity.
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    nice article on why women lose ambition from toxic environments and never fully recover, Shelly Darnutzer, March 9, 2016, LinkedIn Pulse via Twitter
Doris Reeves-Lipscomb

Teaching algorithms not to discriminate | Tampa Bay Times - 0 views

  • Algorithms have become one of the most powerful arbiters in our lives. They make decisions about the news we read, the jobs we get, the people we meet, the schools we attend and the ads we see. Yet there is growing evidence that algorithms and other types of software can discriminate.
  • The people who write them incorporate their biases, and algorithms often learn from human behavior, so they reflect the biases we hold.
  • Fairness, Accountability and Transparency in Machine Learning workshop, which considers the role that machines play in consequential decisions in areas like employment, health care and policing.
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  • The tech world is notoriously resistant to regulation, but do you believe it might be necessary to ensure fairness in algorithms? Yes, just as regulation currently plays a role in certain contexts, such as advertising jobs and extending credit.
  • Should computer science education include lessons on how to be aware of these issues and the various approaches to addressing them? Absolutely!
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    article by Claire Cain Miller, New York Times, printed in Tampa Bay Times on 8.14.15
Doris Reeves-Lipscomb

Using Algorithms to Determine Character - The New York Times - 0 views

  • Increasingly, they judge our character.
  • Upstart has over the last 15 months lent $135 million to people with mostly negligible credit ratings. Typically, they are recent graduates without mortgages, car payments or credit card settlements.
  • ZestFinance, is a former Google executive whose company writes loans to subprime borrowers through nonstandard data signals.
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  • someone has ever given up a prepaid wireless phone number. Where housing is often uncertain, those numbers are a more reliable way to find you than addresses; giving one up may indicate you are willing (or have been forced) to disappear from family or potential employers. That is a bad sign.
  • Character (though it is usually called something more neutral-sounding) is now judged by many other algorithms. Workday, a company offering cloud-based personnel software, has released a product that looks at 45 employee performance factors, including how long a person has held a position and how well the person has done. It predicts whether a person is likely to quit and suggests appropriate things, like a new job or a transfer, that could make this kind of person stay.
  • characterize managers as “rainmakers” or “terminators,”
  • “Algorithms aren’t subjective,” he said. “Bias comes from people.”
  • Algorithms are written by human beings. Even if the facts aren’t biased, design can be, and we could end up with a flawed belief that math is always truth.
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    blog post by Quentin Hardy, NYT, on how new companies developing algorithms are using them to loan money to people who are better risks than their financial circumstances might suggest, track high performers in sales jobs to find the indicators of their success for export and use by other employees, etc. July 26, 2015
Doris Reeves-Lipscomb

This Graphic Explains 20 Cognitive Biases That Affect Your Decision-Making - 0 views

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    great infograph on our outlooks/decision making are biased
Doris Reeves-Lipscomb

Why Organizations Don't Learn - 0 views

  • Biases cause people to focus too much on success, take action too quickly, try too hard to fit in, and depend too much on experts.
  • Challenge #2: A fixed mindset. The psychologist Carol Dweck identified two basic mindsets with which people approach their lives: “fixed” and “growth.” People who have a fixed mindset believe that intelligence and talents are largely a matter of genetics; you either have them or you don’t. They aim to appear smart at all costs and see failure as something to be avoided, fearing it will make them seem incompetent.
  • people who have a growth mindset seek challenges and learning opportunities.
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  • A partner at the firm, Karena Strella, and her team believed the answer was individuals’ potential for improvement. After a two-year project that drew on academic research and interviews, they identified four elements that make up potential: curiosity, insight, engagement, and determination.
  • Challenge #4: The attribution bias.
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    great HBR article by Gino and Staat on what organizational leaders need to do to learn and help their employees learn with reflection after doing among other actions. November 2015
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