“They’re biased, so they’re wrong!” That’s a fallacy. We can call it the bias fallacy. Here’s why it’s a fallacy: being biased doesn’t entail being wrong. So when someone jumps from the observation that So-and-so is biased to the conclusion that So-and-so is wrong, they commit the bias fallacy. It’s that simple.
In this post, I’ll give some examples of the fallacy, explain the fallacy, and then suggest how we should respond to the bias fallacy.
1. Examples of The Bias Fallacy
You’ve probably seen instances of the bias fallacy all over the internet.
In my experience, the fallacy is a rhetorical device. The purpose of the bias fallacy is to dismiss some person or their claims.
Like many rhetorical devices, this one is logically fallacious. So it’s ineffective. At least, it should be ineffective. That is, we should not be persuaded by it.
So if you’ve seen the bias fallacy online, then go ahead and set the record straight: Continue reading The Bias Fallacy
As I look back on 2016, I also look back on the posts that received the most attention. Here are the top 5:
Top 5 Posts of 2016
- 30+ Online Resources For Studying & Teaching Philosophy | Dec 18, 2016
- 30+ Podcasts About Cognitive Science & Philosophy | Dec 21, 2016
- Voting Third Party: A Wasted Vote? | July 24, 2016
- Addiction vs. Habit: An Infographic | October 24, 2016
- 50+ Blogs About Cognitive Science and/of Philosophy | Dec 11, 2016
In the next post, I’ll talk about my plans for 2017.
Apparently, when I impersonate certain political conservatives, I do it with a southern US accent (e.g., “‘Murica!”, “Don’t mess with Texas!”, etc.). I don’t intentionally adopt the accent. In fact, I never even knew I was doing it until my partner pointed it out to me! Without my partner’s third-person perspective, I might never have noticed. I might have just continued mocking people with southern accents. In fact, that wouldn’t be surprising given what we learned in this series [Part 1 – Part 5]. So if we want to do something about our biases, then we would do well to seek this kind of third-personal feedback. Let’s call it bias feedback.
The bias feedback I received from my partner can be characterized as bottom-up and informal. Bottom up because it came from a peer rather than from a position of authority. And informal because it happened freely in ordinary conversation rather than as part of some kind of compulsory process. Many people are uncomfortable with informal, bottom-up feedback. So if informal, bottom-up feedback is to be accepted in some contexts, then it might have to be integrated into that context’s culture. There might be a few ways to do this. Continue reading Implicit Bias | Part 5: Bias Feedback
At this point it’s pretty clear why someone would be worried about bias. We’re biased (Part 1). Consciously suppressing our biases might not work (Part 2). And our bias seems to tamper with significant, real-world decisions (Part 3). So now that we’re good and scared, let’s think about what we can do. Below are more than 10 debiasing strategies that fall into 3 categories: debiasing our stereotypes, debiasing our environment, and debiasing our decision procedures. Continue reading Implicit Bias | Part 4: Ten Debiasing Strategies
Think about decisions that people make every day. A committee decides who to hire. A supervisor rates an employee’s performance. A teacher grades a student’s assignment. A jury arrives at a verdict. A Supreme Court judge casts their vote. An emergency medical technician decides which victim to approach first. A police officer decides whether to shoot. These are instances in which workplace bias can have significant consequences.
I won’t be able to highlight every area of research on workplace bias. So I cannot delve into the findings that police officers’ sometimes show racial bias in decisions to shoot (Sim, Correll, and Sadler 2013, Experiment 2; see Correll et al 2007, Ma and Correll 2011 Study 2 for findings that indicate no racial bias). And I cannot go into detail about how all-white juries are significantly more likely than other juries to convict black defendants (Anwar, Bayer, Hjalmarsson 2012).
GENDER BIAS AT WORK
Instead, I’ll focus on the instances of workplace bias to which most people can relate. If you’re like most people, then you need to work to live, right? So let’s talk about how bias can affect our chances of being hired. Continue reading Implicit Bias | Part 3: Workplace Bias
If our reasoning were biased, then we’d notice it, right? Not quite. We are conscious of very few (if any) of the processes that influence our reasoning. So, some processes bias our reasoning in ways that we do not always endorse. This is sometimes referred to as implicit bias. In this post, I’ll talk about the theory behind our implicit biases and mention a couple surprising findings.
The literature on implicit bias is vast (and steadily growing). So there’s no way I can review it all here. To find even more research on implicit bias, see the next two posts, the links in this series, and the links in the comments.† Continue reading Implicit Bias | Part 2: What is implicit bias?
(Image from Robeter in the public domain)
I will be presenting a poster about “The Network Theory of Willpower” at the Montreal Neuroethics Conference For Young Researchers on April 17th. You can find the poster here. Continue reading The Willpower Network