5 Thoughts About “Liberal Hypocrites”


Liberals prize inclusivity and tolerance. But liberals also criticize certain things — e.g., certain things that conservatives do. So liberals aren’t inclusive after all! Liberal hypocrites! Boo liberals! …or so the story goes.

Should liberals be inclusive and tolerant of everything? Are they hypocritical if they’re not? No. Of course not. For an explanation and context, here are five thoughts about liberals, hypocrisy, and tolerance. (Spoiler: I make multiple concessions to conservatives.)

Continue reading 5 Thoughts About “Liberal Hypocrites”

Implicit Bias | Part 5: Bias Feedback

Apparently, when I impersonate 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.

1.  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

Implicit Bias | Part 4: Ten Debiasing Strategies

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

Implicit Bias | Part 3: Workplace Bias


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